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MAN3025
Ch 11
| Question | Answer |
|---|---|
| Absenteeism | When an employee doesn’t show up for work |
| Affective Component of an attitude | The feelings or emotions one has about a situation |
| Attitude | A learned predisposition toward a given object; a mental position with regard to a fact, state or person |
| Behavior | Actions and judgements |
| Behavioral Component of an Attitude | Refers to how one intends or expects to behave toward a situation |
| Big Five Personality Dimensions | 1. Extroversion, 2. Agreableness, 3. Conciousness, 4. Emotional stability and 5. openness to experience |
| Buffers | Administrative changes that managers can make to reduce the stressors that lead to employee burnout |
| Burnout | State of emotional, mental and even physical exhaustion |
| Causal Attribution | The activity of inferring causes for observed behavior |
| Cognitive Component of an Attitude | The beliefs and knowledge one has about a situation |
| Cognitive Dissonance | Psychological discomfort a person experiences between what he or she already knows and new information or contradictory behavior, or by inconsistency among a person's beliefs, attitudes and actions |
| Counterproductive Work Behaviors (CWB) | Tpes of behaviorthat harm employees and the organization as a whole |
| Employee Assistance Programs (EAPs) | Host of programs aimed at helping employees to cope with stress, burnout, substance abuse, health-related problems, family and marital issues and any general problems that negatively influence job performance |
| Emotional Intelligence | The ability to cope, to empathize with others and to be self-motivated |
| Fundamental Attribution Bias | Tendency whereby people attribute another person's behavior to his or her personal characteristics rather than to situational factors |
| Halo Effect | An effect in which we form apositive impression of an individual based on a single trait |
| Holistic Wellness Program (!incomplete) | Program that goes beyond stress reduction by encouraging employees to strive for a harmonious and productive balance of physical, mental and social well-being brought about by the acceptance of one's personal responsibility for developing and adhering to |
| Job Involvement | The extent to which one is personally involved with one's job |
| Job Satisfaction | The extent to which one feels positively or negatively about various aspects of one's work |
| Learned Helplessness | The debilitating lack of faith in one's ability to control one's environment |
| Locus of Control | Measure of how much people believe they control their fate through their own efforts |
| Organizational Behavior | Behavior that is dedicated to better understanding and managing people at work |
| Organizational Citizenship Behaviors | Employee behaviors that are not directly part of employees' job descriptions such as constructive statements about the department |
| Organizational Commitment | Behavior that reflects the the extent to which an employee identifies with an organization and is committeed to its goals |
| Perception | Awareness; interpreting and understanding one's environment |
| Personality | The stable psychological traits and behavioral attributes that give a person his identity |
| Proactive Personality | Someone who is apt to take initiative and persevere to influence the environment |
| Roles | A socially determined expectation of how an individual should behave in a specific position |
| Selective Perception | The tendency to filter out information that is discomforting, that seems irrelevant or that contradicts one's beliefs |
| Self-Efficacy | Personal ability to do a task |
| Self-Esteem | Self-respect |
| Self-Fulfilling Prophecy | The phenomenon in which people's expectations of themselves or others leads them to behave in ways that make those expectations come true |
| Self-Monitoring | Observing one's own behavior and adapting it to external situations |
| Self-Serving Bias | The attributational tendency to take more personal responsibility for success than for failure |
| Stereotyping | Mental picture resulting from oversimpified beliefs about a certain group of people |
| Stress | Tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively |
| Stressor | Source of stress |
| Turnover | Movement of employes moving in and out of an organizationwhen they obtain and then leave their jobs |
| Type A Behavior Pattern | Behavior describing people involved in in a chronic, determined struggle to accomplish more in less time |
| Values | Abstract ideals that guide one's thinking and behavior across all situations |
Created by:
johnny1329
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