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Management Chap-14
Robbins & Coulter 11th Edition
| Question | Answer |
|---|---|
| Behavior | the actions of people |
| Organizational Behavior | the study of actions of people at work |
| Employee Productivity | a performance measure of both efficiency and effectiveness |
| Absenteeism | the failure to show up for work |
| Turnover | the voluntary and involuntary permanent withdrawal from an organization |
| Organizational Citizenship Behavior (OCB) | discretionary behavior that is not part of an employee's formal job requirements, but which promotes the effective functioning of the organization |
| Job Satisfaction | an employee's general attitude toward his or her job |
| Workplace Misbehavior | any intentional employee behavior that is potentially damaging to the organization or to individuals within the organization |
| Attitudes | evaluative statements, either favorable or unfavorable, concerning objects, people, or events |
| Cognitive Component | that part of an attitude that's made up of the beliefs, opinions, knowledge, or information held by a person |
| Affective Component | that part of an attitude that's the emotional or feeling part |
| Behavioral Component | that part of an attitude that refers to an intention to behave in a certain way toward someone or something |
| Job Involvement | the degree to which an employee identifies with his or her job, actively participates in it, and considers his or her job performance to be important to self-worth |
| Organizational Commitment | the degree to which an employee identifies with a particular organization and its goals, and wishes to maintain membership in that organization |
| Perceived Organizational Support | employees' general belief that their organization values their contribution and cares about their well-being |
| Employee Engagement | when employees are connected to, satisfied with, and enthusiastic about their job |
| Cognitive Dissonance | any incompatibility or inconsistency between attitudes or between behavior and attitudes |
| Attitude Surveys | surveys that elicit responses from employees through questions about how they feel about their jobs, work groups, supervisors, or the organization |
| Personality | the unique combination of emotional, thought, and behavioral patterns that affect how a person reacts to situations and interacts with others |
| Big Five Model | personality trait model that includes extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience |
| Locus of Control | the degree to which people believe they are masters of their own fate |
| Machiavellianism | a measure of the degree to which people are pragmatic, maintain emotional distance, and believe that ends justify means |
| Self-Esteem | an individual's degree of like or dislike for himself or herself |
| Self-Monitoring | a personality trait that measures the ability to adjust behavior to external situational factors |
| Proactive Personality | people who identify opportunites, show intiative, take action, and persevere until meaningfull change occurs |
| Resilience | an individual's ability to overcome challenges and turn them into opportunities |
| Emotions | intense feelings that are directed at someone or something |
| Emotional Intelligence (EI) | the ability to notice and to manage emotional cues and information |
| Perception | a process by which we give meaning to our environment by organizing and interpreting sensory impressions |
| Attribution Theory | a theory used to explain how we judge people differently depending on what meaning we attribute to a given behavior |
| Fundamental Attribution Error | the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgements about the behaviors of others |
| Self-Serving Bias | the tendecny for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors |
| Assumed Similarity | the assumption that others are like oneself |
| Stereotyping | judging a person on the basis of one's perception of a group to which he or she belongs |
| Halo Effect | a general impression of an individual based on a single characteristic |
| Learning | any relatively permanent change in behavior that occurs as a result of experience |
| Operant Conditioning | a theory of learning that says behavior is a function of its consequences |
| Social Learning Theory | a theory of learning that says people can learn through observation and direct experience |
| Shaping Behavior | the process of guiding learning in graduated steps using reinforcement or lack or reinforcement |
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