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HROB 101 Exam 1
Ch 1-5
| Question | Answer |
|---|---|
| What is the definition of organizational behavior? | The field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. |
| What factors affect the two primary OB outcomes? | Individual mechanisms, individual characteristics, group mechanisms, organizational mechanisms. |
| Why might firms that are good at OB tend to be more profitable? | Good people comprise a valuable resource for companies Rare, Hard to imitate, History cannot be bought or copied, Make numerous small decisions that cannot be observed by competitors, Create socially complex resources such as culture,teamwork, trust,reput |
| What is the first role of theory in the scientific method? | A collection of assertions, both verbal and symbolic, that specifies how and why variables are related, as well as the conditions in which they should (and should not) be related |
| What is the second role of theory in the scientific method? | Built from a combination of interviews, observations, research reviews, and reflection |
| What is the third role of theory in the scientific method? | For the beginning point for the scientific method and inspire hypothesis that can be tested with data |
| How are correlations interpreted? | 0.50 correlation = strong 0.30 correlation = moderate 0.10 correlation = weak |
| What is the expectancy theory? | The expectancy theory describes the cognitive process that employees go through to make choices among different voluntary responses. |
| What are the sources of efficacy? | Past Accomplishments, Vicarious Experience, Verbal Persuasion, Emotional Cues |
| What are the three beliefs that dictate the direction of effort according to the expectancy theory? | The three beliefs are expectancy, instrumentality, and valence. |
| Should employees be assigned a general and easily performed goal? | No; according to the goal setting theory, goals should be specific and difficult to maximize the quality of work and performance of the employees. |
| What's the difference between extrinsic and intrinsic motivation? | Intrinsic motivation is felt whenever the completion of a task alone brings satisfaction, and extrinsic motivation is felt whenever the completion of a task leads to a separate favorable event. |
| Routine task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable. | False |
| Organizations gather information about relevant risk behaviors using job analysis and ____________ | Occupational Information Network (O*NET) |
| Which job performance information practices is believed to be unfair? | Forced Ranking |
| What is the key aspect of the definition of counterproductive behavior? | Intentionally |
| One of the largest and fastest growing sectors in the economy is not in industries that produce goods | True |
| What is defined as a desire to remain a member of an organization due to a feeling of obligation? | Normative Commitment |
| What are some drivers to overall organizational commitment? Feeling towards… | a) Company b) Top Management c) Department d) Manager e) *All of the above* |
| What are signs of physical withdrawal? | Tardiness |
| The _______ model suggests that employees with fewer bonds will be most likely to _____ the organization. | Erosion ; Quit |
| What is one tool employers might use to see if you’re committed | OB Assessment |
| BARS is an acronym for a management performance philosophy that measures the result of job performance. BARS, stands for behaviorally anchored rating scales? | True |
| The form of citizen behavior exhibited by an employee when the employee reflects the employing organization in a positive fashion when away from work and the office, while out in public? | Boosterism |
| Why does the use of results or the bottom dollar to measure job performance, often fail to be an accurate measure of an employee’s worth to the organization? | The use of results as a measure of job performance fails to consider other aspects of the employee’s contribution to the company, such as citizen behavior and task performance. |
| The progression model of withdrawal states that an employee that is engaging in cyberloafing is less likely to indulge in other withdrawal forms such as coming in late or being absent from work. | False |
| Employees view their employment relationship in quasi-contractual terms. The employee’s belief in what the organization owes them and what they owe the organization is? | Psychological Contract |
| _________________ is the desire for an employee to remain a part of the organization. | Organizational Commitment |
| 1. What special name is given to people who practice high levels of citizenship behavior, for example employees who are especially willing to help someone who is struggling or attends optional meetings to support his or her colleagues? | good citizens or good soldiers |
| The 360-degree feedback approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behavior | True |
| 3. What are the three dimensions of job performance? | task performance, citizenship behavior and counterproductive behavior |
| 4. One concept that demonstrates the work and nonwork forces that can bind us to our current employer is? | Embeddedness |
| 5. ___________________ possess low levels of both organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. | Lone Wolves |
| 6. Give three examples of psychological withdrawal behavior. | daydreaming, looking busy, cyberloafing, socializing, moonlighting |
| What is Occupational Information Network or O*NET? What it does and does not provide | Online government database that lists characteristics of most jobs and the knowledge required for each. Provides only important tasks for given jobs and doesn't capture unique tasks requirements that separate most effective organizations from competitors. |
| What is a negative effect of the Performance Management Forced Ranking system? | Managers are forced to give negative evaluations to employees who may be good performers and creates hyper competition between employees. Both create negative atmosphere within organization and have a negative impact on the teamwork. |
| What are two positive types of job performance? | Task Performance and Citizenship Behavior |
| According to the three types of organizational commitment what people would feel if they leave? | Employees who feel a sense of affective commitment would feel a sense of sadness; continuance commitment - a sense of anxiety; normative commitment - a sense of guilt. |
| Why is it important for employees within a company to have bonds within the organization? | According to erosion model employees with fewer or weaker bonds are most likely to quit the organization. For companies that compete with one another it’s important to keep skilled staff, therefore they provide different opportunities for employees to bri |
| What is cyberloafing? | using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties. |
| BARS is an acronym for a management performance philosophy that measures the result of job performance. BARS, stands for behaviorally attached rating scales? | False |
| The special name given to people who practice high levels of citizenship behavior, for example, employees who are especially willing to help someone who is struggling or attends optional meetings to support his or her colleagues? | Good citizens or good soldiers |
| Name the two positive job behaviors a good performer exhibits? Name the job behavior that is detrimental to an organization | Task performance and citizenship behavior are the two positive job behaviors, and counterproductive behavior is detrimental to an organization |
| Why does the use of results or the bottom dollar to measure job performance, often fail to be an accurate measure of an employee’s worth to the organization? | The use of results as a measure of job performance fails to consider other aspects of the employee’s contribution to the company, such as citizen behavior and task performance |
| What is the difference between job performance and task performance? | Job performance is the set of employee behaviors that contribute to organizational goal accomplishment while task performance is employee behaviors that are directly involved into the goods or services that the organization produces |
| What is O*NET and what does it stand for? | Occupation Information Network and it is an online database that includes the characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities. |
| Research suggests that interpersonal and organizational citizenship behaviors can boost organizational effectiveness. Name and define three of these behaviors. | Courtesy is keeping coworkers informed of matters relevant to them. Voice involves speaking up and offering constructive suggestions for change. Civic virtue refers to participating in the operations at a deeper-than-normal level |
| What can companies do to help employees stay connected to one another? What kind of issues do these counterproductive behaviors cause? | It’s important to keep skilled staff. Therefore they provide different opportunities for employees to bring them together,for example,employee night outs, entertainment programs, recreation facilities, and internal social networks |
| In terms of counterproductive behaviors in what category does harassment belong? What kind of issues do these counterproductive behaviors cause? | Harassment belongs in the category of personal aggression and it is considered a serious interpersonal issue. |
| In terms of counterproductive behaviors in what category does Gossiping belong? What kind of issues do these counterproductive behaviors cause? | Gossiping belongs in the category of political deviance and it is considered a minor interpersonal issue |
| In terms of counterproductive behaviors in what category does wasting resources belong? What kind of issues do these counterproductive behaviors cause? | Wasting resources belongs in the category of production deviance and it is considered a minor organizational issue |
| In terms of counterproductive behaviors in what category does sabotage belong? What kind of issues do these counterproductive behaviors cause? | Sabotage belongs in the category of property deviance and it is considered a serious organizational issue. |
| Which performance management application suggests A players are thought to possess very high energy levels,the ability to energize others around common goals,the edge to make tough yes-and-no decisions,and to consistently execute and deliver on promises. | Forced ranking states that A players are thought to possess the four Es of GE leadership |
| The three types of organizational commitment create a psychological attachment to the company. Which type of commitment is based on emotion? | Affective Commitment is based on emotion because it creates an attachment to your workplace and peers |
| How can a workplace experience danger where there is increased diversity among the workers? | Workers that are minorities or older in age might feel like they don’t belong with their peers where they will lack an affective commitment |
| Why is it important for managers to pay attention to feelings about friendships and the culture of the company? | These emotional reasons create a commitment by the employees to the company. This emotional commitment is called affective commitment is defined as a desire to remain a member of an organization due to an emotional attachment. |
| Why can a neglectful withdrawal reaction in terms of negative events at work may be worse than an exit withdrawal reaction? | Even though exiting may strictly mean an individual is leaving the company for good, neglect is a form of withdrawal that decreases the individual’s effort in work which may end up being costly for the company |
| What are the three areas of job performance? | Task Performance- Adaptive. Citizenship Behavior- Organizational. Counterproductive Behavior- Political Deviance |
| What are the some of the parts that make up Performance management? | Management by Objective, 360 degree feedback, social networking systems and more |
| What is 360 degree feedback and who can contribute to it? What are some of the downfalls associated with it? | gathering performance reviews from sources other than the employee’s direct supervisor.This can include customers,employees or managers.Some downfalls can include: others not wanting to give negative information about another and reliability of the source |
| What are the different types of task performance and what do they entail? | Routine task performance, which involves well known responses to demand that occur in a normal, routine, or predictable way. Adaptive task performance, monitors how an employee responds to task demands that are unusual or at the very least unpredictable |
| Harassment and abuse fall under what serious interpersonal action? | Personal Aggression |
| What is the importance of commitment? | Being committed for an employee means that they have a strong desire to remain a member of an organization due to either feeling they want to stay, need to stay, or feel they ought to stay. |
| Name two categories of both Psychological Withdrawal and Physical Withdrawal | Psychological Withdrawal- Socializing, daydreaming. Physical Withdrawal- Quitting, Tardiness |
| What are 3 components of Overall Organizational Commitment? | Affective Commitment, Continuance Commitment, and Normative Commitment |
| What can a company do to increase employee loyalty? | Offer perceived organizational support. |
| The two types of psychological contracts some employee’s may develop are? | Transactional and Relational |
| What is the difference between “stressors” and “strains”? | Stressors are demands that cause people to experience stress, while strains are the consequences that occur due to stress. Stressors are the “cause of stress”, and strains are the “result of stress” |
| What type of a person is most likely to experience higher levels of stress in his/her life, and why? | Type A. A type A person is more likely to engage in hard-driving, competitive, and aggressive behavior which means they may perceive higher stress levels in their life and may be more sensitive to that stress |
| What do Hindrance Stressors have the greatest negative relationship with? | Organizational Commitment. Hindrance Stressors cause employees to feel dissatisfied with their job due to the negative effects that they cause including feelings of sickness and exhaustion. |
| Why do Challenge Stressors have a moderate positive correlation with Organizational Commitment? | Because although they cause strains, they also trigger positive emotions and problem-focused coping strategies that are characteristics of employees who are highly engaged in their job |
| What is job satisfaction? | Job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences |
| How is job satisfaction correlated with job performance? | One's who is satisfied with one's job tend to be more productive at work.Job satisfaction brings more positive feelings,which fosters creativity,improves problem solving and decision making,enhances memory and task performance. |
| What equation summarizes the value-percept theory? | Dissatisfaction = (V want – V have) X (V importance) |
| Does increase job satisfaction or increase of salary/income have a stronger impact on the life satisfaction of an employee? | Increase in job satisfaction. |
| Why does job satisfaction influence organizational commitment? | Since job satisfaction is strongly correlated with affective commitment, satisfied employees are more likely to want to stay with the organization. |
| What do service jobs where employees make direct contact with customers often require of the employees? | Emotional Labor: The need to manage emotions to complete job duties successfully. |
| What is the relationship between stress, stressors and strains? | Stressors are the demands that cause one to experience stress, which is a psychological response to demands that possess certain stakes for one and that tax or exceed the one's capacity or resources.Negative consequences from these demands are strains |
| What is stress? | Stress is defined as a psychological response to demands that possess certain stakes for the person and that tax or exceed the person's capacity or resources |
| What is the first step in managing stress? | The first step in managing stress is to assess the level and sources of stress in the workplace |
| What are the experiences of strain and give examples? | 1. Physiological strains: illness, high blood pressure,… 2. Psychological strain: depression, anxiety, forgetfulness… 3. Behavioral strain: alcohol and drug use |
| What type of stressor is role conflict? | Role conflict is a work hindrance stressor which refers to conflicting expectations that other people may have of us |
| What type of stressor is work-family conflict? | Work-family conflict is an example of a nonwork hindrance stressor which is a special form of role conflict in which the demands of a work hinder the fulfillment of the demands of a family role (or vice versa). |
| Employees with high job satisfaction experience positive feelings when they think about their duties or take part in task activities? | True |
| What are the 3 critical psychological states that make work satisfying? | Meaningfulness of work, responsibility for outcomes, and knowledge of results |
| What is “VISAF”? | The acronym for variety, identity, significance, autonomy, and feedback. Job characteristics theory argues that these five core job characteristics result in high levels of the three psychological states, making work tasks more satisfying |
| What is the different between mood and emotion? | Emotions are intense feeling that last for only a few minutes and are usually caused by or directed by someone or some circumstances |
| The demands that cause people to stress are called | Stressors |
| __________ stressors, or stressful demands that people tend to perceive as opportunities for learning, growth, and achievement | Challenge |
| 1. What are the two courses that OB is often contrasted with? | Strategic management and human resource management |
| 2. What is an expatriate? | an expatriate is a worker who lives outside his or her country |
| 4. What are the four ways of knowing about OB? | 1. Method of experience, 2. Method of intuition, 3. Method of authority, 4. Method of science |
| 5. How does the resource based view of organizations determine if a resource is valuable? | If it is rare and inimitable |
| 1. What factors shape our expectancy for a particular task? | one of the most critical factors is self-efficacy, defined as the belief that a person has the capabilities needed to execute the behaviors required for task success |
| 2. The symbolic view of money can be summarized in at least 3 dimensions, which include | 1. achievement (money symbolizes success), 2. Respect (money brings respect in one’s community), 3. Freedom (money provides opportunity) |
| 3. What is goal setting theory? | Views goals as the primary drivers of the intensity and persistence of effort |
| 4. What three moderators specify when assigned goals will have a stronger or weaker effect on task performance? | Feedback, task complexity, and goal commitment |
| 5. What goal characteristics are managers trained to identify for each employee? | S.M.A.R.T. goals (specific, measurable, achievable, result-based, and time sensitive) |
| Which developments are considered socially complex resources? | Culture, teamwork,trust, and reputation |
| What Individual Mechanism reflects the degree in which employees feel that their company does business with fairness, honesty and integrity? | Trust, justice and ethics |
| What is Organizational behavior (OB)? | Organizational behavior is field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organization. |
| Which Management concept explores the "nuts and bolts" applications of OB theories? | Human Resources Management |
| What are the first and second factors that affect performance and commitment? | Individual mechanisms: stress, motivation, or trust, etc. Individual characteristics: ability, or personality, etc |
| What are the third and fourth factors that affect performance and commitment? | Group mechanisms: styles and behaviors of leadership, or processes and communication of teams, etc. Organizational mechanisms: organizational culture or structure, etc |
| What theory acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people? | Equity Theory |
| What is the formula of motivational force? | Motivational Force = [E→P] x ∑[ (P→O) x V] |
| What is Motivation? | set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence. |
| What are the four concepts that can make work tasks motivating? | Meaningfulness, self-determination,competence and impact. |
| What three beliefs make up the elements of the formula for motivational force? | Expectancy, Instrumentality, and valence |
| What is motivation? | Motivation is defined as a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence. |
| What are some things to consider about self-efficacy? | Past experiences, Vicarious Experiences, Verbal Persuasion, and Emotional Cues |
| Why do bosses assign specific and difficult goals more effective than assigning “regular” goals? | By assigning specific and difficult goals gives people a number to shoot for- a “measuring stick” that can be used to tell them how hard they need to work and for how long. |
| How can a manager can instill psychological empowerment on employees at meaningfulness levels? | Meaningfulness level: by articulating an exciting vision or purpose and fostering a noncynical climate where employees are free to express idealism and passion without criticism |
| How can a manager can instill psychological empowerment on employees at self-determination levels? | Self-determination: by delegating work asks and trust employees to come up with their own approach. |
| How can a manager can instill psychological empowerment on employees at competence levels? | Competency level: by providing opportunities of training and knowledge gain, expressing positive feedback and providing appropriate challenges |
| How can a manager can instill psychological empowerment on employees at impact levels? | Impact Level: by celebrating milestones along the journey to task accomplishment especially on long time frame tasks |
| What compensation practices are commonly used by organizations in order to increase employees’ motivation? | Individual-focused elements that includes piece-rate, merit pay, lump-sum bonuses and recognition awards. -Unit focused elements such as gain sharing. -Organization-focused elements like profit sharing |
Created by:
Zylo_08