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MGT 410 Unit 1
MGT 410
| Question | Answer |
|---|---|
| Individual differences | -“Personal attributes that vary from one person to another” -One of the predictors of thoughts, feelings, and behaviors. - Can be used to estimate fit. - Cognitive intelligence, physical attributes, psychological personality |
| how to measure personality | - self reporting - observation |
| problems of mbti | - low reliability - low validity - misses important aspects - creates false opposites - dichotomy vs continuum |
| big 5 personality traits (ocean) | - conscientiousness - agreeableness - neuroticism - openness - extraversion |
| Key work related attitudes | - job satisfaction - employee engagement - communication |
| Cognitive dissonance | - dissonance -> stress/discomfort -> coping response how to cope - behavioral change - rationalization - avoiding |
| Hofstede cultural value | - power distance - individualism - masculinity vs femininity - uncertainty avoidance - long vs short term orientation - indulgence |
| Distributive Fairness/Justice: | the perceived fairness of the outcome received |
| Procedural Fairness/Justice | the perceived fairness of the procedures used to generate the outcome |
| motivation | the set of forces that leads people to behave in particular ways. |
| Needs-based theories | Offer ways to profile or analyze individuals in order to identify the needs that motivate their behavior ex) Maslow's Hierarchy of Needs |
| Process-Based Theories | Focus on why people choose certain behavioral options to satisfy their needs (regardless of the needs themselves) and how they evaluate their satisfaction after they have attained these goals ex) Equity and Expectancy Theory |
| Two-Stage process to motivate people | 1. Take care of Hygiene Factors - Working conditions, Pay/job security, interpersonal relationships 2. Take care of Motivation Factors - recognition, achievement, responsibilty |
| Equity theory | the belief that we are being treated fairly in relation to others and inequity as the belief that we are being treated unfairly compared with others |
| Job Specialization (a.k.a., “scientific management” | work is broken down into small component tasks, and then standardized across all workers doing those jobs |
| Job rotation pro/cons | pro: more versatile, distributes risky work, bigger picture understood cons: Sacrifices the efficiency and expertise that grow from specialization |
| participation | “when employees have a voice in decisions about their own work” |
| Empowerment | “the process of enabling workers to set their own work goals, make decisions, and solve problems within their spheres of responsibility and authority” |
| Intrinsic rewards | Challenge : being motivated by work that involves novel or complex tasks Enjoyment : being motivated by work that is absorbing or allows self-expression |
| Extrinsic Rewards | Pay: being motivated by tangible rewards such as money Recognition: being motivated by other’s expressions of appreciation for their work |
| Three assumptions about decision-making | 1. People have complete and transitive preferences (ex Rationality) 2. Individuals maximize utility/profits 3. People act on the basis of relevant information |
| Bounded Rationality | individuals knowingly limit their options to a manageable set and choose the first acceptable alternative without conducting an exhaustive search for alternatives - Limited access to information, Limited capacity to process information, Satisficing |
| What can you do about escalation of commitment | - Create a preplanned exit strategy - Get counterpart to spend more time / resources in negotiation; -Ultimatum at the end becomes more effective - start with a small request, makes a bigger one more likely |
| attribution | “the way we explain the causes of our own as well as other people’s behaviors and achievements, and understand why people do what they do” |
| fundamental attribution error | My Success =Thanks to my own abilities and efforts My Failure = Due to external factors Others’ Failure = Due to their abilities and efforts |
| Status quo bias | - Preference for the current state of affairs - Desire to protect our egos from damage - Breaking from status quo implies taking risks and taking responsibility |
| dunning kruger-effect | - People who are ignorant or unskilled in a given domain tend to believe they are much more competent than they are. - You need skill and knowledge to judge how skilled and knowledgeable you are - |
| availability bias | the mental shortcut where we make decisions based on emotional cues, familiar facts, and vivid images that leave an easily recalled impression in our minds. |
| endowment effect | - people places a higher value on an object that they already own than the value they would place on that same object if they did not own it. |
| overconfidence bias | we think we know more than we do (or are better than we are) |
| Nudge | - alters people's behavior in a predictable way without forbidding any options or significantly changing their economic incentives |
| personality | “structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior” - nature vs nuture |
| job satisfaction | “a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences” consequences: job performance, turnover, absenteeism, organizational citizenship behavior (extra, desirable behaviors) |
| attribution | the way we explain the causes of our own as well as other people’s behaviors and achievements, and understand why people do what they do |
| anchoring bias | Develop estimates by starting with an initial anchor based on our available information and adjust from there |
| True or false: MBTI is a personality measure that has been mostly frequently used in academic research | false |
| True or false:In general, people think that they are more competent than others | true |
| true or false: Exposure to arbitrary numbers such as hypothetical offers or estimates can influence the values that individuals assign to goods and services | true, anchoring bias |
| Which personality trait is not included in Big 5 personality measure? 1. Conscientiousness 2. Assertiveness 3. Openness to New Experience 4. Neuroticism | assertiveness |
| Researchers found that healthcare workers were more likely to wash their hands when they read patient-focused message than self-focused message. 1. Overconfidence bias 2. Status Quo bias 3. Escalation of Commitment 4. Loss Aversion | Overconfidence bias |
| What is NOT a common criticism on MBTI? 1. Low reliability 2. Easy to understand 3. Missing important personality trait 4. Low validity | easy to understand |
| Which of the following statements is NOT true regarding cultural differences? 1. Culture changes over time. 2. One country only has one culture. 3. According to Hofstede, there are six cultural dimensions. | 3 |
| What are the two types of justice that we discussed during the class? | Distributive and procedural |
| What is a term that refers to an individual's tendency to attribute another's actions to their character or personality, while attributing their behavior to external situational factors outside of their control? | fundamental attribute bias |
| Grant & Hofmann (2011) – Handwash study | - Message that highlighted consequences to patient health was more effective than the one highlighted consequences to personal health. - Doctors seemed to be overconfident about their health |
| Evidence-based Management | “Act on the best information that you have, while doubting what you know.” |
| Richard Feynman’s criticism on social science | There are inherent limitations of social science because it studies human: - cannot run perfectly controlled, randomized experiments; people are different; people and social environments change over time |
| Ideal Affect | - “affective states that people ideally want to feel” - Compared to East Asian Americans, Caucasian Americans prefer to experience High Arousal Positive Affect |
| Rational Process of Decision Making | - Assumptions about decision making in Economics - complete and transitive preferences (rationality) - Maximizing - Relevant information |
Created by:
cqfe222
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