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Social and Organizational Psychology > organizational psych ch1 & ch3 > Flashcards

organizational psych ch1 & ch3 Flashcards

1
Q

organizational behavior

A

focused on understanding, explaining and improving attitudes of individual and groups in organizations

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2
Q

organization

A

structured arrangement of people working together to accomplish specific goals

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3
Q

human capital

A

peoples skills, knowledge, experience and general attitudes

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4
Q

tangible resources

A

physical assets such as equipment, property and inventory

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5
Q

intangible resources

A

organization’s reputation and culture, its relationships with customers, and the trust between managers and coworkers

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6
Q

3 aspects of human capital

A

value, rareness and inimitability

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7
Q

value

A

way employees work toward goals to achieve competitive advantages

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8
Q

rareness

A

skills and talents of organizations people that are unique to the industry

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9
Q

inimitability

A

degree to which skills and talents of employees can be emulated

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10
Q

human skills

A

work with colleagues well

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11
Q

emotional intelligence

A

anticipate and respond to emotions

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12
Q

conceptual skills

A

understand organization as a whole

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13
Q

critical thinking

A

observe, interpret, analyze, evaluate, explain

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14
Q

evidence based management

A

ability to translate research into practice

-disciplined application of most relevant scientific evidence

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15
Q

open systems theory

A

the assumption that organizations are systems that interact with their environments to obtain resources or inputs and transform into outputs returned to the environment for consumption

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16
Q

organizational behavior challenges and opportunities

A

economic factors, globalization, people skills, innovation and change, sustainability, customer service, diversity

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17
Q

globalization

A

process by which the world has become increasingly interconnected through trade, culture, technology and politics

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18
Q

economic factors

A

recessions and financial crises effect the workplace

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19
Q

workforce diversity

A

encouraging organizations to foster inclusive working environments that do not discriminate against employees regardless of gender, race, ethnicity, age, sexual orientation or disability

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20
Q

customer service

A

customer-responsive cultures to meet the increasing needs and changing demands of customer bases

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21
Q

people skills

A

ability to communicate and interact with others in order to work harmoniously with colleagues

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22
Q

affects

A

range of feelings in form of emotions and mood that people experience

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23
Q

emotions

A

intense feelings directed at a specific object or person

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24
Q

mood

A

less intense and more generalized feelings of mind

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25
Q

positive affect

A

a mood dimension that consists of emotions such as excitement, self-assurance and cheerfulness as the high end and boredom, sluggishness and tiredness at the low end

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26
Q

negative affect

A

mood dimension consists of emotions such as nervousness, stress and anxiety at the high end and relaxation, tranquility and poises at the low end

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27
Q

emotional contagion

A

when emotions experienced by one or more individuals in a work group spread to others

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28
Q

emotional labor

A

the process of managing our feelings so that we present positive emotions even when they are contrary to our actual feelings

29
Q

emotional dissonance

A

discrepancy between emotions you display and emotions you feel

30
Q

surface acting

A

suppress true feelings and display desirable ones

31
Q

deep acting

A

change emotions to match required emotions

32
Q

display rules

A

basic norms that govern which emotions should be displayed and which should be suppressed

33
Q

emotion regulation

A

processes through which people influence their own emotions and ways they experience and express them

34
Q

antecedent focused strategies

A

help to prevent strong emotional responses when we are confronted with certain situations
-before emotional response fully triggered

35
Q

situation selection

A

choose or avoid situations that have the potential to generate certain emotional responses

36
Q

situation modification

A

involves altering a situation to change its emotional impact

37
Q

attention deployment

A

consists of refocusing your attention to an area of a situation that results in a more positive emotional outcome

38
Q

cognitive change

A

reassess an event or situation to see the bigger picture and bring about a more positive emotional reaction

39
Q

response-focused strategies

A

preventing emotion from becoming too intense

40
Q

reappraisal

A

reevaluating potentially emotional situation in a more objective way

41
Q

suppression

A

consciously mask inward emotional reactions with more positive or neutral behavioral responses

42
Q

emotional intelligence

A

ability to understand emotions of ourselves and others

43
Q

self awareness

A

understand own emotions

44
Q

self management

A

ability to control and regulate emotions and impulses

45
Q

social awareness

A

skills in perceiving, empathizing with, and reacting appropriately to the emotions of others

46
Q

relationship management

A

ability to manage the emotions of others to build strong and healthy relationships with them

47
Q

attitudes

A

learned tendency to consistently respond positively or negatively to people or events

48
Q

cognitive appraisal

A

person’s underlying beliefs, opinions, information and knowledge about a specific object, person or event

49
Q

affective evaluation

A

reflects a person’s positive or negative feelings toward a specific object, person or event

50
Q

behavioral intention

A

perceived likelihood that someone will behave in a particular way toward a specific object, person or event

51
Q

cognitive dissonance

A

stress and discomfort when facing inconsistency among beliefs, attitudes, values and behaviors

52
Q

cognitive dissonance reduction

A
  • change behavior
  • change belief/attitude
  • rationalize the inconsistency
53
Q

job satisfaction

A

degree to which an individual feels positive or negative about a job

54
Q

employee engagement

A

a connection with the organization and passion for one’s job

55
Q

organizational commitment

A

relationship of employee with the organization and tendency to continue that relationship

56
Q

organizational citizenship behavior (OCB)

A

discretionary and voluntary behavior that is not a part of the employee’s specific role requirements and is not formally rewarded

57
Q

counterproductive work behaviors (CWB)

A

voluntary behaviors that purposefully disrupt or harm the organization

58
Q

stress

A

environmental stimuli that place demands on individuals

59
Q

challenge stressors

A

workload, job demands, job complexity and deadlines

-positively related to motivation and performance

60
Q

hindrance stressors

A

inhibit progress toward objectives such as role ambiguity, conflict, hassles, red tape and highly political environments
-negatively related to motivation and performance

61
Q

physiological element to distress

A

manifested as negative physical health effects

62
Q

psychological element to distress

A

negative attitudes and emotions that lower job satisfaction

63
Q

job burnout

A

emotional exhaustion, cynicism, and loss of interest

-ongoing exposure to high levels of stressors

64
Q

eustress

A

moderate levels of stressors that have constructive and positive effects on effort and performance

65
Q

distress

A

high levels of stressors that have destructive and negative effects on effort and performance

66
Q

coping

A

effort to manage, reduce or minimize stressors

67
Q

problem-focused coping

A

reducing or eliminating stressors by attempting to understand the problem and seeking practical ways in which to resolve it

68
Q

emotion focused coping

A

effort to try to change a person’s emotional reaction to a stressor by using positive language and distracting techniques

Social and Organizational Psychology (2 decks)

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