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Test 2 OB
chapters 6-10
| Question | Answer |
|---|---|
| Motivation | The processes that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal |
| Theory X | Workers have little ambition, dislike work and avoid responsibility |
| Theory Y | Workers are self directed, enjoy work, accept responsibility |
| Self determination Theory | People prefer to feel they have control over their actions |
| Goal setting theory | specific and difficult goals, with self generated feedback, lead to higher performance |
| Self efficacy | An individual’s belief that he or she is capable of performing a task |
| Equity Theory | Employees compare their ratios of outcomes to inputs of relevant others |
| Expectancy Theory | The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of the outcome to the individual |
| Skill Variety | degree to which the job incorporates a number of different skills and talents’ Task Identity |
| Task Significance | how the job impacts the lives of others |
| Autonomy | identifies how much freedom and independence the worker has over the job |
| Feedback | how much the job generates direct and clear information about the worker’s performance |
| Job Rotation | the shifting of an employee from one task to another with similar skill requirements |
| Job Enrichment | The expansion of a job by increasing the degree to which the worker controls the planning, execution, and evaluation of the work |
| Employee Involvement | A participative process that uses employees’ input to increase their commitment to the organization’s success |
| Flextime | allows employees to choose the hours they work within a defined period of time |
| Job Sharing | allows two or more individuals to split a traditional 40 hour week job |
| Telecommuting | allows workers to work from home at least 2 days a week on a computer linked to the employer’s office |
| Profit Sharing Plans | Pays out a portion of the organization’s profitability |
| Gain sharing | Pays for improvements in group productivity from one period to another |
| Flexible Benefits | Flexible benefits give individual rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs and situations |
| Forming | Members feel much uncertainty |
| Storming | Lots of conflict between members of the group |
| Norming Stage | Members have developed close relationships and cohesiveness |
| Performing Stage | The group is finally fully functional |
| Adjourning Stage | In temporary groups, characterized by concern with wrapping up activities rather than performance |
| Role | A set of expected behavior patterns attributed to someone occupying a given position in a social unit |
| Role Identity | Certain attitudes and behaviors consistent with a role |
| Role Perception | An individual’s view of how he or she is supposed to act in a given situation |
| Role Expectations | How others believe a person should act in a given situation |
| Psychological Contract | an unwritten agreement that sets out mutual expectations of management and employees |
| Role Conflict | A situation in which an individual is confronted by divergent role expectations |
| Norms | Acceptable standards of behavior within a group that are shared by the group’s members |
| Performance norms | level of acceptable work |
| Appearance norms | what to wear |
| Social arrangement norms | friendships and the like |
| Allocation of resources norms | distribution and assignments of jobs and material |
| Social loafing | The tendency for individuals to expend less effort when working collectively than when working individually |
| Cohesiveness | Degree to which group members are attracted to each other and are motivated to stay in the group |
| Groupthink | Situations where group pressures for conformity deter the group from critically appraising unusual, minority, or unpopular views |
| Groupshift | When discussing a given set of alternatives and arriving at a solution, group members tend to exaggerate the initial positions that they hold |
| Work group | A group that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility |
| Work team | Generates positive synergy through coordinated effort |
Created by:
Jlaney08
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