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Accounting Ratios > Org B 321 Midterm > Flashcards

Org B 321 Midterm Flashcards

1
Q

Organizational Behavior

A

The systematic study and application of knowledge about how individuals and groups act within the organizations where they work.

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2
Q

Field Studies

A

On site surveys with the organizations

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3
Q

Experimental Design

A

A study having a group that receives a treatment and a comparison group that receives no treatment

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4
Q

control groups

A

everything stays the same with this group

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5
Q

treatment groups

A

receiving the test

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6
Q

Lab work

A

Outside the work environment

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7
Q

case studies

A

one company

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8
Q

meta analysis

A

looking for trends the process of summarizing research finding from studies on related topics

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9
Q

Reliability

A

the consistency of measurement (get the same results each time)

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10
Q

Validity

A

the degree to which a measure captures what it intends to measure (it gives a consistent result, but it’s not what we are measuring)

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11
Q

Current challenges of OB

A

Ethics lack of employee engagement, technology, the flattening world (as business becomes more accessible on the international level a mix of cultures and policies creates challenge) sustainability & green business practices, the aging workforce & the millennials (different values), global marketplace for outsourcing

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12
Q

Challenges of diversity

A

ways in which people are similar or different from each other

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13
Q

Similarity

A

attraction phenomenon and its resultant unfair treatment

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14
Q

faultlines

A

an attribute along which a group is split into subgroups females and males for instance

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15
Q

Gender

A

Earnings gaps glass ceiling point where qualified employees can not advance to higher level

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16
Q

Sexual Orientation

A

Not covered by title v|| yet

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17
Q

affirmative action

A

Not a program to give preferential treatment to less qualified people between two qualified candidates, it puts priority on the minority status

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18
Q

Solutions for managing Diversity

A

Build a culture of respect
Hold managers accountable
Affirmative action programs
Recruitment programs - recruiting from places that are more diverse. By proving their process, they protect themselves from lots of legal issues

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19
Q

Hofstede Culture Framework

A

Individualism/Collectivism
Power Distance
Uncertaintity Avoidance
Masculinity Feminimity

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20
Q

Solutions for managing Cultural Diversity

A

Cultural Intelligence person’s capability to understand a persons cultural bacground

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21
Q

Ethnocentrism

A

The belief in the inherent superiority of one’s own ethnic group or culture

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22
Q

Individual Differences

A

Values and personality

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23
Q

Values

A

Stable life goals people have reflecting what is most important to them

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24
Q

Terminal Values

A

A world of beauty, an exciting life, family security, inner harmony, and self respect (All end states)

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25
Instrumental Values
Broad-minded, clean, forgiving, imaginative, obedient, (Journey Process)
26
Big Fiver Personality Traits
``` [OCEAN] Openness Conscientiousness Extraversion Agreeableness Neuroticism ```
27
Openness
Open to new ideas
28
Conscientiousness
Being careful, or vigilant. Having a desire to do a task well, and to take obligations to others seriously. Tend to be efficient and organized as opposed to easy-going and disorderly. (#1 trait employers look for)
29
Extraversion
Gain energy from social interaction
30
Agreeableness
Willingness to conform/agree and settle issues
31
Neuroticism
Anxiety, fear, moodiness, worry, envy, frustration, jealousy, and loneliness
32
Myers-Briggs
16 personality types - introversion, extroversion, sensing, feeling, intuition, thinking, judging, perceiving
33
Color Code
Red Blue White Yellow
34
Self-Efficacy
A belief that one can perform a specific task successfully
35
Perception
The process with which individuals detect and interpret environmental stimuli
36
Self-enhancement bias
When we tend to overstate our performance (men)
37
Self-effacement bias
tendency to underestimate our performance (women)
38
Stereotypes
Generalizations based on a perceived group (not always bad)
39
Selective perception
Focus on parts of the environment we care about while ignoring other parts (individual)
40
Attributions
Casual explanations
41
Internal attribution
Explaining someone's behavior using the internal characteristics of the actor
42
External attribution
Explaining behavior by referring to the situation
43
Attitudes
Opinions, beliefs, and feels about aspects of our environment
44
Job satisfaction
The feels people have towards their job
45
Organizational commitment
Emotional attachment people have towards the company they work for
46
Person job fit
degree to which a person’s skill, knowledge, abilities and other characteristics match the job
47
Psychological contract
Unwritten understanding about what employee will bring to work and what the company will provide in exchange
48
Psychological contract
Unwritten understanding about what employee will bring to work and what the company will provide in exchange
49
Pyschological contract breach
violation of the unwritten understanding between the employee and the organization regarding expectations
50
Job performance
The degree towhich an employee successfully fulfills the factors included in the job description
51
Predictors
General mental ability reasoning verbal and numerical skills
52
Organizational citizenship behavior
Voluntary behaviors the extra mil
53
Types of cultures
Organizational cultural
54
Organizational Culture
System of shared assumptions, values, and beliefs about what is appropriate and inappropriate in a company
55
Assumptions
Taken for granted beliefs about human nature and reality
56
Values
Shared principles, standards, and goals
57
Artifacts
Visable and tangible elements of culture
58
Visible elements of culture
Mission statement rituals stories rules and policies and physical layout
59
Steps to cultural change
``` Create a sense of urgency Change leaders Role model Train Change reward system Create new stories and symbols ```
60
Clan
Collaborate Ikea networkers trainers
61
Adhocracy
Create Apple innovator higher risk
62
Market
Compete Pimco, goal focus athlete fast mover win
63
Hierachy
Bureaucracy McDonald's efficient consistent uniform
64
Subculture
Set of values unique to a cross section of the organization -- not all cultures have a subculture in the organization
65
Counter Culture
Subculture opposed to the main culture in the organization
66
Social perception
Stereotypes, self-fulfilling prophecy, selective perception, first impression
67
Internal locus of control
The belief that a person controls their own destiny and what happens to them in their own doing
68
Competing Values Framework
clan (collaborate); IKEA; networkers, trainers; Southwest Airlines adhocracy (create); Apple; innovator, higher risk. market (compete); PIMCO; Wells Fargo; GE; goal focus, athlete, fast mover, win. hierarchy (Control); McDonald’s; Federal Gov; IBM; efficient, consistent, uniform.

Accounting Ratios (4 decks)

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