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OB Ch9
Observational Behaviour Chapter 9, Scandura 2nd Edition
| Term | Definition | Question | Answer |
|---|---|---|---|
| Law of Effect | Led to the development of operant conditioning. | ||
| What are the two kinds of reinforcement that increase behavior? | Positive and negative reinforcement. | ||
| Gifts are viewed by an employer as | Acts of kindness that carry more meaning than cash. | ||
| Punishment | The presentation of an adverse event causes a decrease in the behavior it follows. | ||
| What are the two kinds of punishment? | Punishment by application Punishment by removal (also called extinction) | ||
| What are the two schedules of reinforcement? | Continuous and partial reinforcement | ||
| Continuous Reinforcement | Not seen often in organizations | ||
| Partial Reinforcement | Based on time (interval) or the number of times the response is given (ratio) | ||
| Organizational Behavior Modifications (OB MOD) | Used to increase performance and reduce absenteeism. | ||
| Partial Reinforcement | Fixed or variable (random) | ||
| Continuous Reinforcement | Useful during the learning process (training) | ||
| What are the results of OB MOD? | Increased task performance by 17% Results of intervention using OB MOD were stronger in manufacturing than service organizations | ||
| Reinforcement theory is based on | The law of effect | ||
| Operant conditioning is often referred to as | Reinforcement theory | ||
| What is the theory that purports that behavior is a function of consequences? | Operant conditioning | ||
| Social Learning Theory | Extends operant conditioning | ||
| Social Learning Theory | People can learn from watching other people succeed or fail. (Observational Learning / Modeling) | ||
| 4 Steps in Modeling Process | Attention Retention Reproduction Motivation | ||
| Intrinsic Motivation | Gain satisfaction from the task itself | ||
| Extrinsic Motivation | Performance outcome expectancies Satisfaction comes from the extrinsic rewards (i.e., money) | ||
| Extrinsics is | In service of Intrinsics in the relationship of intrinsic and extrinsic rewards | ||
| Self-Determination Theory | Intrinsic motivation is a function of a person's needs for autonomy and competence. | ||
| Self-Determination Theory | Problem is rewards may have conflicting effects (i.e., person can see monetary reward as both controlling and informational) | ||
| Amotivation | Lack of motivation | ||
| Amotivation | Absence of intentional regulation | ||
| Tying pay directly to performance can have | Dysfunctional or even unethical consequences | ||
| Pay Dispersion | When employees receive different levels of rewards for individual efforts | ||
| Pay dispersion can cause | Jealousy among employees and/or harm team performance | ||
| If pay dispersion create pay inequity due to discrimination | It may result in litigation under the Equal Pay Act | ||
| What do leaders motivate followers with? | Frequent feedback | ||
| What do leaders motivate followers with? | Proper rewards | ||
| What do leaders motivate followers with? | Implementing a fair and rewarding compensation system | ||
| What's the pattern for feedback seeking? | How frequently people seek it | ||
| What's the pattern for feedback seeking? | How people seek it (e.g., observing, comparing, asking) | ||
| What's the pattern for feedback seeking? | The timing | ||
| What's the pattern for feedback seeking? | Who people ask for feedback from (e.g., boss) | ||
| What's the pattern for feedback seeking? | What people ask for feedback about (e.g., successful completion of the task) | ||
| Possible problem with review performance | Perceptions of bias in the process | ||
| Possible problem with review performance | Fear of punishment | ||
| Possible problem with review performance | Time consumed by the process | ||
| Possible problem with review performance | Employees don't like negative feedback | ||
| Possible problem with review performance | Employees may tune out the boss once the rating is known | ||
| Law of Effect | Past actions leading to positive outcomes tend to be repeated. | ||
| Law of Effect | Past actions that led to negative outcomes with diminish. |
Created by:
ltt
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