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RIT OB CH 4
| Term | Definition |
|---|---|
| Emotions | psychological, behavioral, physiological episodes experienced toward an object, person, or event; creates a state of readiness |
| Involuntary | reactions occur without our awareness |
| Attitudes | beliefs, assessed feelings, and behavioral intentions toward a person, object or event |
| Beliefs | your established perceptions about the attitude object |
| Feelings | your pos/neg evaluations of the attitude object |
| Behavioral intentions | motivation to engage in particular behavior with respect to attitude object |
| Role of emotions shaping our attitudes | ??? FIX ME ??? |
| Cognitive dissonance | anxiety when one's beliefs, feelings, and behaviors are inconsistent with one another |
| Emotional labor | the effort, planning, and control needed to express organizationally desired emotions |
| Emotional intelligence (EI) | ability to monitor own and others feelings and emotions to discriminate between them and use to guide thinking and actions |
| Improving Emotional Intelligence | aptitudes/skills that can be learned, especially through coaching, increases with age maturity |
| Relationship Management | managing other people's emotions |
| Social Awareness | understanding and sensitivity to the feelings, thoughts, and situations of others |
| Self-Management | controlling or redirecting our internal states, impulses, and resources |
| Self-Awareness | understanding your own emotions, strengths, weaknesses, values, and motives |
| Job Satisfaction | positive feeling about a job, resulting from an evaluation of its characteristics |
| Value-percept theory | - Pay<br> - Promotion<br> - Supervision<br> - Coworkers<br> - Work Itself |
| Job Dissatisfaction Responses | EVLN<br> - Exit<br> - Voice<br> - Loyalty<br> - Neglect |
| Exit | Leave the situation, quitting, transferring |
| Voice | Changing the situation, problem solving, complaining |
| Loyalty | Patiently waiting for the situation to improve |
| Neglect | Reducing work effort/quality, increasing absenteeism |
| Resilience | capability to cope successfully in the face of significant change, adversity, or risk |
| Factors that determine job satisfaction preferences | person's self concept; personal and cultural values as well as personality |
| Organizational (Affective) commitment | emotional attachment to identification with and involvement in an organization |
| Continuance commitment | belief that staying with the organization is better because leaving would be costly |
| Build organizational commitment: Justice and support | support employee wellbeing |
| Build organizational commitment: Shared values | values congruence (org's values agree with personal values) |
| Build organizational commitment: Trust | employees trust org leaders, job security |
| Build organizational commitment: Organizational comprehension | know firm's past/present/future; open and rapid communication |
| Build organizational commitment: Employee involvement | employees feel part of company, involvement demonstrates trust |
Created by:
thecrew
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