mt1 Book Terms Flashcards
(134 cards)
1
Q
knowing doing gap
A
the gap between what people know and what they actually do
2
Q
organizational behavior
A
an interdisciplinary field dedicated to understanding and managing people at work
3
Q
contingency approach
A
using OB concepts and tools as situationally appropriate, instead of relying on a “best way”
4
Q
hard skills
A
technical expertise and knowledge to do a particular task
5
Q
soft skills
A
human interactions, interpersonal and personal attributes
6
Q
portable skills
A
relevant at every job, level of your career
7
Q
human capital
A
productive potential of an individual’s knowledge, skills and experiences
8
Q
social capital
A
productive potential resulting from goodwill, relationships, trust and cooperative effort
9
Q
ethics
A
concerned with behavior, right & wrong, shades of grey
10
Q
ethical dilemmas
A
situations with two choices, neither of which resolves the situation in an ethically acceptable manner
11
Q
problem
A
difference or gap between an actual and desired situation
12
Q
problem solving
A
systematic process of closing these gaps
13
Q
person factors
A
infinite number of characteristics that give individuals uniqueness
14
Q
environmental characteristics
A
all the elements outside of ourselves that influence what we do, how we do it, and the ultimate results of our actions
15
Q
interactional perspective
A
behavior is a function of interdependent person and environmental factors
16
Q
motivation
A
the psychological processes that underlie the direction, intensity and persistence of behavior or thought
17
Q
extrinsic motivation
A
results from the receipt of extrinsic rewards
18
Q
intrinsic motivation
A
an individual is turned on to one’s work because of the positive internal feelings generated by doing well
19
Q
content theories of motivation
A
revolve around notion that an employee’s needs influence motivation
20
Q
needs
A
physiological or psychological deficiencies that arouse behavior
21
Q
theory x
A
pessimistic view of employees; they dislike work, must be monitored, and can only be motivated with rewards and punishment
22
Q
theory y
A
modern and positive set of assumptions of people at work; self-engaged, committed, responsible and creative
23
Q
need hierarchy theory
A
motivation is a function of five basic needs: physiological safety love esteem self-actualization
24
Q
acquired needs theory
A
3 needs (achievement, affiliation, and power) are the key drivers of employee behavior
25
achievement need
desire to excel, overcome problems, and rival/surpass others
26
affiliation need
desire to maintain social relationships, join groups, and be liked
27
power need
desire to influence, coach, teach or encourage others to achieve
28
self-determination theory
assumes 3 innate needs influence our behavior and well-being (competence, autonomy, relatedness)
29
motivator-hygiene theory
job satisfaction and dissatisfaction arise from 2 different sets of factors; motivation and hygiene, respectively
30
hygiene factors
including company policy and administration, technical supervision, salary, interpersonal relations with supervisor & working conditions
cause a person to move from a state of no dissatisfaction to dissatisfaction
31
motivation factors
includes achievement, recognition, characteristics of the work, responsibility, and advancement
cause a person to move from a state of no satisfaction to satisfaction
32
process theories of motivation
describe how various person factors and environmental factors in the interactive framework affect motivation
33
equity theory
model of motivation that explains how people strive for fairness and justice in social exchanges or give and take relationships
34
distributive justice
reflects the perceived fairness of how resources and rewards are distributed
35
procedural justice
perceived fairness of the process and procedures used to make allocation decisions
36
interactional justice
relates to quality of interpersonal treatment people receive when procedures are implemented
37
voice
employees' upward expression of challenging but constructive opinions, concerns or ideas on work related issues to their managers
38
expectancy theory
people are motivated to behave in ways that produce desired combinations of expected outcomes
39
expectancy
an individual's belief that a particular degree of effort will be followed by a particular level of performance
40
instrumentality
how an individual perceives the movement from performance to outcome
41
valence
refers to the positive or negative value people place of outcomes
42
goal specificity
refers to the quantifiability of a goal
43
job design
refers to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on the job productivity
44
scientific management
that kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment or reasoning
45
job enlargment
putting more variety into a worker's job by combining specialized tasks of comparable difficulty
46
job rotation
calls for moving employees from one specified job to another
47
job enrichment
modifying a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility and advancement
48
job characteristic model
promotes high intrinsic motivation by designing jobs that possess the five core job characteristics
(skill variety, task identity, task significance, autonomy, feedback)
49
job crafting
the physical and cognitive changes individuals make in the task or relational boundaries of their work
50
idiosyncratic deals (i-deals)
employment terms individuals negotiate for themselves, taking myriad forms from flexible shedules to career development
51
incentive pay
forms of pay linked to an employee's performance as an individual, group member or organization member
52
piecework rate
a wage based on the amount workers produce
53
straight piecework plan
incentive pay in which the employer pays the same rate per piece, no matter how much the worker produces
54
differential piece rates
incentive pay in which the piece rate is higher when a greater amount is produced
55
standard hour plan
an incentive plan that pays workers extra for work done in less than a preset "standard time"
56
merit pay
a system of linking pay increases to ratings on performance appraisals
57
commissions
incentive pay calculated as a percentage of sales
58
gainsharing
group incentive program that measures improvements in productivity and effectiveness and distributes a portion of each gain to employees
59
Scanlon plan
a gainsharing program in which employees receive a bonus if the ratio of labor costs to the sales value of production is below a set standard
60
profit sharing
incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary
61
stock options
rights to buy a certain number of shares of stock at a specified price
62
employee stock ownership program (ESOP)
an arrangement in which the organization distributes shares of stock to all its employees by placing it in a trust
63
balanced scorecard
a combination of performance measures directed toward the company's long and short term goals and used as the basis for awarding incentive pay
64
employee benefits
compensation in forms other than cash
65
social security
the federal old age, survivors, disability and health insurance (OASDH) program which combines old age insurance, survivor's insurance, disability insurance, hospital insurance, and supplementary medical insurance for the elderly
66
unemployment insurance
a federally mandated program to minimize the hardships of unemployment through payments to unemployed workers, help in finding new jobs, and incentives to stabilize employment
67
experience rating
the number of employees a company has laid off in the past and the cost of providing them with unemployment benefits
68
workers' compensation
state programs that provide benefits to workers who suffer work related injuries or illnesses, or to their survivors
69
family and medical leave act FMLA
federal law requiring organizations with 50 or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill family member or for an employee's own serous illness; or to take care of urgent needs that arise when a spouse, child or parent in the National Guard or Reserve is called to active duty
70
patient protection and affordable care act
health care reform law passed in 2010 that includes incentives and penalties for employers providing health insurance as a benefit
71
consolidated omnibus budget reconciliation act (COBRA)
federal law that requires employers to permit employees or their dependents to extend their health insurance coverage at group rates for up to 36 months following a qualifying event, such as a layoff, reduction in hours, or an employee's death
72
health maintenance organization (HMO)
a health care plan that requires patients to receive their medical care from the HMO's health care professionals, who are often paid a flat salary, and provides all services on a prepaid basis
73
preferred provider organization (PPO)
a health care plan that contracts with health care professionals to provide services at a reduced fee and gives patients financial incentives to use network providers
74
flexible spending account
employee-controlled pretax earnings set aside to pay for certain eligible expenses, such as health care expenses, during the same year
75
employee wellness program (EWP)
a set of communications, activities, and facilities designed to change health-related behaviors in ways that reduce health risks
76
short term disability insurance
insurance that pays a percentage of a disabled employee's salary as benefits to the employee for six months or less
77
long term disability insurance
insurance that pays a percentage of a disabled employee's salary after an initial period and potentially for the rest of employee's life
78
contributory plan
retirement plan funded by contributions from the employer and employee
79
noncontributory plan
retirement plan funded entirely by contributions from the employer
80
defined benefit plan
pension plan that guarantees a specified level of retirement income
81
employee retirement income security act (ERISA)
federal law that increased the responsibility of pension plan trustees to protect retirees, established certain rights related to vesting and portability and created the Pension Benefit Guarantee Corporation
82
pension benefit guarantee corporation (PBGC)
federal agency that insures retirement benefits and guarantees retirees a basic benefit if the employer experiences financial difficulties
83
defined contribution plan
retirement plan in which the employer sets up an individual account for each employee and specifies the size of the investment into that account
84
cash balance plan
retirement plan in which the employer sets up an individual account for each employee and contributes a percentage of the employee's salary; the account earns interest at a predefined rate
85
vesting rights
guarantee that when employees become participants in a pension plan and work a specified number of years, they will receive a pension at retirement age, regardless of whether they remained with the employer
86
summary plan description (SPD)
report that describes a pension plan's funding, eligibility requirements, risks and other details
87
cafeteria style plan
a benefits plan that offers employees a set of alternatives from which they can choose the types and amounts of benefits they want
88
equal employment opportunity EEO
the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin
89
equal employment opportunity commission EEOC
agency of the Dept of Justice charged with enforcing title VII of the Civil Rights Act of 1964 and other antidiscrimination laws
90
affirmative action
an organization's active effort to find opportunities to hire or promote people in a particular group
91
disability
under the Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment
92
uniform guidelines on employee selection procedures
guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate antidiscrimination laws
93
office of federal contract compliance programs OFCCP
the agency responsible for enforcing the executive orders that cover companies doing business with the federal government
94
disparate treatment
differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status
95
bona fide occupational qualification BFOQ
a necessary (not merely preferred) qualification for performing a job
96
disparate impact
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
97
four fifths rule
rule of thumb that provides evidence of potential discrimination if an organization's hiring rate for a minority group is less than 4/5 the hiring rate for the majority group
98
reasonable accomodation
an employer's obligation to do something to enable an otherwise qualified person to perform a job
99
sexual harassment
unwelcome sexual advances as defined by the EEOC
100
occupational safety and health act OSH Act
US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce
101
occupational safety and health administration OSHA
labor dept agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation
102
right to know laws
state laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous
103
material safety data sheets MSDSs
forms on which chemical manufacturers and importers identify the hazards of their chemicals
104
job hazard technique analysis
safety promotion technology that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury
105
technique of operations review TOR
method of promoting safety by determining which specific element of a job led to a past accident
106
group
two or more freely interacting individuals who share norms and goals and have a common identity
107
formal group
assigned by organizations or their managers to accomplish specific goals
108
informal group
members' overriding purpose of getting together is friendship or a common interest
109
role
a set of expected behaviors for a particular reason
110
group role
a set of expected behaviors for members of the group as a whole
111
task roles
enable the work group to define, clarify, and pursue a common purpose
112
maintenance roles
foster supportive and constructive interpersonal relationships
113
norm
an attitude, opinion, feeling or action - shared by two or more people - that guides behavior
114
group cohesiveness
the "we feeling" that binds members of a group together; principal by product of NORMING
115
team
a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable
116
social loafing
the tendency for individual effort to decline as group size increases
117
hybrid rewards
those that include team and individual components
118
team building
a catchall term for a host of techniques aimed at improving the internal functioning of work groups
119
self-managed teams
defined as groups of workers who are given administrative oversight for their task domains
120
cross-functionalism
when specialists from different areas are put in the same team
121
virtual teams
work together over time and distance via electronic media to combine effort and achieve common goals
122
trust
a reciprocal belief that another person will consider how his or her intentions and behaviors will affect you
123
team charters
describe how the team will operate, such as processes for sharing information and decision making
124
team performing strategies
deliberate plans that outline what exactly the team is to do, such as goal setting and defining particular member roles, tasks, and responsibilities
125
team composition
a term that describes the collection of jobs, personalities, knowledge, skills, abilities, and experience of team members
126
team adaptive capacity
important to meet changing demands and to effectively transition members in and out
127
Tuckman Model
```
Forming
Storming
Norming
Performing
Adjourning
```
128
organization
consciously coordinated social unit
composed of two or more people
functions on a continuous basis to achieve a common goal
characterized by formal roles that define the behavior of its members
129
Top 5 Derailers
```
insensitivity to others
poor working relations
inability to build or lead a team
authoritarianism
inability to change, adapt
```
130
Gailbraith's Star Model
```
Strategy
structure
systems & processes
metrics & rewards
people
```
131
Punctuated Equilibrium Model
```
First Meeting
Inertia
Increase at halfway point
Inertia
Frenzy
```
132
characteristics of high performing teams
```
relatively small (10-12)
members have specific skills
roles allocated across team members
commitment to common purpose, set of goals
reward system reinforces team behavior
shared pride "esprit de corps"
```
133
8 Dimensions of Team Effectiveness
```
clear, elevating goal
results driven structure
competent team members
unified commitment
collaborative climate
standards of excellence
external support and recognition
principled leadership
```
134
5 Dysfunctions of a Team
```
absence of trust
fear of conflict
lack of commitment
avoidance of accountability
inattention to results
```
