chapters 1-8
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| organizational behavior | show 🗑
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| show | in OB this includes examining the individual, the group and the organization
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| show | the process of writing out thoughts and emotions on a regular basis
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| show | one who processes information most effectively by looking at words and diagrams
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| show | one who processes information most effectively by listening or talking
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| kinesthetic learner | show 🗑
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| show | tentative guesses or hunches for an expected observation, phenomenon, or scientific problem that can be tested
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| show | entities that can take on different values
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| surveys | show 🗑
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| field studies | show 🗑
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| experimental design | show 🗑
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| control group | show 🗑
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| treatment group | show 🗑
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| lab study | show 🗑
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| show | in depth descriptions of a single industry or company
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| show | the likelihood that findings in a given study will be found in another setting or study
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| show | the process of summarizing research findings from studies on related topics
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| reliability | show 🗑
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| validity | show 🗑
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| correlation | show 🗑
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| show | the act of making something happen
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| show | the term that refers to a single observation
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| data | show 🗑
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| show | a person who is fully involved in and enthusiastic about their work is engaged
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| show | evaluating organizations against 3 performance criteria including economic, social, and environmental viability
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| sustainable business practices | show 🗑
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| show | an organization asking an outside organization to perform functions that could have been performed by itself
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| show | refers to some or all of a business process being moved from one country to another country
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| diversity | show 🗑
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| show | the tendency to be more attracted to individuals who are similar to us
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| surface level diversity | show 🗑
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| show | diversity in values, beliefs and attitudes
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| faultline | show 🗑
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| stereotypes | show 🗑
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| show | the situation that some qualified employees are prevented from advancing to higher level positions due to factors such as discrimination. glass ceiling is often encountered by women and minorities
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| what to do when asked illegal interview questions | show 🗑
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| affirmative action | show 🗑
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| culture | show 🗑
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| expatriate | show 🗑
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| individualistic cultures | show 🗑
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| collectivistic cultures | show 🗑
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| show | the degree to which society views an unequal distribution of power as acceptable
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| show | the degree to which people feel threatened by ambiguous, risky, or unstructured situation
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| show | cultures that value achievement, competitiveness, and acquisition of money and other material objects
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| feminine cultures | show 🗑
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| prepare yourself for a global career | show 🗑
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| cultural intelligence | show 🗑
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| show | the belief that one's own culture is superior to other cultures one comes across
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| person-organization fit | show 🗑
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| person-job fit | show 🗑
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| show | stable life goals people have reflecting what is most important to them
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| show | end states people desire in life such as leading a prosperous life and a world a peace
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| instrumental values | show 🗑
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| big 5 personality traits | show 🗑
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| show | the degree to which a person is curious, original, intellectual, creative, and open to new ideas
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| conscientiousness | show 🗑
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| extraversion | show 🗑
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| show | the degree to which a person is nice, tolerant, sensitive, trusting, kind, and warm
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| neuroticism | show 🗑
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| show | -extrovert/introvert 2-sensing/intuition 3-thinking/feeling 4-judgement/perception
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| positive affective people | show 🗑
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| show | people who experience negative moods with greater frequency, focus on the glass half empty and experience more anxiety and nervousness
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| tips on how to work with negative people | show 🗑
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| self monitoring | show 🗑
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| show | a person's inclination to fix what is perceived to be wrong, change the status quo, and use initiative to solve problems
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| show | the degree to which a person has overall positive feelings about oneself
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| self efficacy | show 🗑
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| ways to build your self confidence | show 🗑
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| internal locus of control | show 🗑
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| show | the belief that things happen because of other people, luck, or a powerful being
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| faking | show 🗑
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| perception | show 🗑
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| self enhancement bias | show 🗑
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| show | the tendency to under estimate our performance and capabilities, and to see events in a way that puts ourselves in a negative light
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| show | how we as human beings over estimate how similar we are to other people
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| show | generalizations based on a perceived group characteristic
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| self fulfilling prophecy | show 🗑
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| show | when we pay selective attention to parts of the environment while ignoring other parts
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| show | 1-your first opportunity starts the moment you send your resume 2-be prepared 3-research the company 4-dress appropriately 5-be on time 6-be polite
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| show | initial thoughts and perceptions we form about people which tend to be stable and resilient to contrary information
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| attribution | show 🗑
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| internal attribution | show 🗑
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| show | explaining someone's behavior by referring to the situation. she complains because the homework is hard.
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| consensus | show 🗑
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| consistency | show 🗑
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| show | the degree to which the actor behaves the same way across different situations
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| show | people who report wrong doing
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| self serving bias | show 🗑
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| attitude | show 🗑
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| job satisfaction | show 🗑
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| organizational commitment | show 🗑
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| how can you be happier at work | show 🗑
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| psychological contract | show 🗑
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| psychological contract breech | show 🗑
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| show | surveys that are given to employees periodically to track their work attitudes
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| show | a meeting with the departing employee
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| show | refers to the performance level on factors included in the job description
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| show | refers to our reasoning abilities, verbal and numerical skills, analytical skills, and overall intelligence level
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| organizational citizenship behaviors | show 🗑
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| show | unscheduled absences from work
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| dealing with late co-workers | show 🗑
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| show | an employee's leaving an organization
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| show | 1-dont quit on an impulse 2-dont quit too often 3-tell boss first and be nice 4-do not badmouth your employer 5-guard your professional reputation 6-finish work and dont leave team in a bad spot 7-dont steal
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| performance equation | show 🗑
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| show | the desire to achieve a goal or a certain performance level leading to a goal directed behavior
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| show | having the skills and knowledge required to perform a job
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| show | external factors that affect performance
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| show | the need for air food and water
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| Maslow's hierarchy of needs | show 🗑
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| safety need | show 🗑
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| social needs | show 🗑
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| esteem Needs | show 🗑
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| self-actualization need | show 🗑
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| show | A need corresponding to Maslow’s physiological and safety needs.
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| show | A need corresponding to Maslow’s social needs.
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| show | A need referring to Maslow’s esteem and self-actualization.
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| show | Company policies, supervision, working conditions, salary, safety, and security on the job.
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| motivators | show 🗑
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| Thematic Apperception Test (TAT) | show 🗑
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| need for achievement | show 🗑
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| need for affiliation | show 🗑
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| need for power | show 🗑
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| show | A person we compare ourselves to in equity theory.
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| show | A personality trait that explains different reactions to inequity.
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| benevolents | show 🗑
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| show | Individuals who expect to receive a lot without giving much in return.
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| distributive justice | show 🗑
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| show | The degree to which fair decision-making procedures are used to arrive at a decision.
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| interactional justice | show 🗑
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| expectancy | show 🗑
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| instrumentality | show 🗑
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| valence | show 🗑
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| show | Making sure that behavior is met with positive consequences.
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| show | Removal of unpleasant outcomes once desired behavior is demonstrated.
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| extinction | show 🗑
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| show | Presenting negative consequences following unwanted behaviors.
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| continuous schedule | show 🗑
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| fixed-ratio schedules | show 🗑
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| variable ratio | show 🗑
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| OB Mod | show 🗑
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| job specialization | show 🗑
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| show | Moving employees from job to job at regular intervals.
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| show | Expanding the tasks performed by employees to add more variety.
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| job enrichment | show 🗑
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| job characteristics model | show 🗑
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| skill variety | show 🗑
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| task identity | show 🗑
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| show | Whether a person’s job substantially affects other people’s work, health, or well-being.
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| show | The degree to which people have the freedom to decide how to perform their tasks.
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| show | The degree to which people learn how effective they are being at work.
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| growth need strength | show 🗑
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| show | The removal of conditions that make a person powerless.
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| show | The aspects of the work environment that give employees discretion and autonomy, and enable them to do their jobs effectively.
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| SMART goal | show 🗑
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| show | The degree to which a person is dedicated to reaching the goal.
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| show | Set companywide goals, determining team and department level goals, collaboratively setting individual-level goals that are aligned with corporate strategy, develop an action plan, and reviewing performance and revising goals.
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| performance appraisal | show 🗑
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| 360-degree feedback | show 🗑
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| adequate notice | show 🗑
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| show | Ensuring that there is two-way communication during the appraisal process and the employee’s side of the story is heard.
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| show | Documenting performance problems and using factual evidence.
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| show | Payment to employees made on the basis of their individual output.
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| bonuses | show 🗑
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| merit pay | show 🗑
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| sales commissions | show 🗑
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| show | A companywide program in which employees are rewarded for performance gains compared to past performance.
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| profit sharing | show 🗑
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| stock option | show 🗑
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| show | The body’s reaction to a change that requires a physical, mental, or emotional adjustment or response.
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| show | The area of the limbic system that controls fear type responses.
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| General Adaptation Syndrome (GAS) | show 🗑
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| show | When an outside stressor jolts the individual, insisting that something must be done.
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| resistance phase | show 🗑
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| exhaustion phase | show 🗑
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| stressors | show 🗑
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| role ambiguity | show 🗑
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| role conflict | show 🗑
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| show | Having insufficient time and resources to complete one’s job.
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| information overload | show 🗑
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| show | When the demands from one’s work and family are negatively affecting one another.
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| show | People who display high levels of speed/impatience, job involvement, and hard-driving competitiveness.
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| type B personalities | show 🗑
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| flow | show 🗑
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| time management | show 🗑
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| show | Working remotely such as from home or from a coffee shop for some portion of the workweek.
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| show | Paid time off from a normal work routine.
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| Employee Assistance Programs (EAPs) | show 🗑
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| show | Feeling that occurs quickly and profoundly in response to an event that is desired (positive) or undesired (negative).
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| show | Emotions such as joy, love, and surprise can result from desired events.
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| show | Emotions such as anger, fear, and sadness can result from undesired events.
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| show | A theory that explores how events on the job cause different kinds of people to feel different emotions.
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| affect-driven behavior | show 🗑
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| show | Ongoing negative emotional state resulting from dissatisfaction.
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| persona | show 🗑
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| show | The regulation of feelings and expressions for organizational purposes.
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| show | Behavior requiring individuals to exhibit physical signs, such as smiles, that reflect emotions they don’t feel.
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| deep acting | show 🗑
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| genuine acting | show 🗑
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| cognitive dissonance | show 🗑
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| emotional intelligence | show 🗑
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| self-awareness | show 🗑
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| show | This exists when you are able to direct your emotions in a positive way when needed.
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| show | This exists when you are able to understand how others feel.
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| show | This exists when you are able to help others manage their own emotions and truly establish supportive relationships with others.
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| show | The process by which information is exchanged between individuals through a common system of symbols, signs, or behavior.
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| sender | show 🗑
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| encode | show 🗑
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| medium | show 🗑
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| show | The person who a message is intended to reach.
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| show | The process of assigning meaning to a received message.
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| show | Anything that interferes with or distorts the message being transformed.
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| show | The distortion or withholding of information to manage a person’s reactions.
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| show | The personal filtering of what we see and hear to suit our own needs.
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| information overload | show 🗑
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| grapevine | show 🗑
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| show | The meaning of a word or phrase.
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| jargon | show 🗑
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| storytelling | show 🗑
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| crucial conversations | show 🗑
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| show | Professionals who create external communications about a client’s product, services, or practices for specific receivers.
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