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83 Cards in this Set
- Front
- Back
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Which Stakeholders in Organizations look for what from companies?
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Stockholders- higher dividends, long term success, maintenance
Customers- demand good products/service, quality and customer service Employees- want fairness, ability to improve, enpowerment |
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What are the Three Types of Intellectual Capital?
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Human Capital
Structural Capital Relationship Capital |
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How do Companies Create Human Capital?
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-attract/retain superior employees
-link/leverage their knowledge/expertise -engage their energy/ bond them to company |
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How do Companies Create Structural Capital?
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-design system to capture/retain knowledge
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How do Companies Create Relationship Capital?
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-design system to build/manage relationships w/ stakeholders
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What are the Key Management Skill Sets?
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Technical- accounting skills, operational skills
Human- ability to work w/ others, meet people Conceptual- mental ability to analyze problem |
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What are the Key Management Functions?
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Opportunity/Problem Identification- analyze opportunities for fit, potential
Opportunity/Problem Analysis- analyze organizational problems to determine causes Problem Solving- manage process to put in place opportunities/solutions |
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What is Organizational Behavior?
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Systematic study of human behavior in organizations
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What are some characteristics of Organizational Behavior?
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-Social/behavioral science
-Descriptive (what) and Predictive (why/when) -Gives base for effective practice --research base for predictions/tools for working w/ others |
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What is Scientific Theory?
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Coherent set of general propositions that explain set of facts
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What are some Summary Characteristics of Organizational Behavior?
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-Focus on knowledge creation/contributing to management
-Multiple designs/settings ex. Field studies, lab experiments, etc. -Multiple measurement methods ex. surveys, observation -Sophisticated stat analysis |
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What is key for value creation?
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Effective Management
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What skills sets are required for effective management?
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Technical
Human Conceptual |
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How does Organizational Behavior provide foundation for Management Practice?
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-Improve human/conceptual skills
-Guide creation of value thru people in organizations -developing analysis based solutions |
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What are the Big Five Personality Dimensions?
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Conscientiousness
Agreeableness Neuroticism Openness to Experience Extraversion |
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What is the Conscientiousness category of the Big Five?
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-careful, dependable, organized, hardworking, goal oriented
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What is the Agreeableness category of the Big Five?
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-courteous, caring, good natured
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What is the Neuroticism category of the Big Five?
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-how emotionally stable one is
-difficulty coping w/ stress, anxious, hostile |
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What is the Openness to Experience category of the Big Five?
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-flexible, curious, seeks new experiences
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What is the Extraversion category of the Big Five?
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-outgoing, sociable, gets energy from people
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What are the effects of the Conscientiousness category of the Big Five?
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-Higher job, training, citizenship performance for occupation
-more motivated, higher goals |
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What are the effects of the Agreeableness category of the Big Five?
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-Higher performance in jobs that require cooperation
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What are the effects of the Neuroticism category of the Big Five?
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-Lower emotional stability- less motivated, set lower goals
-Higher emotional stability- higher performance |
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What are the effects of the Openness to Experience category of the Big Five?
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-Higher training performance
-More creative, adaptive to change |
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What are the effects of the Extroversion category of the Big Five?
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-Higher training, sales, management performance
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What is Self Concept?
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An individual's self beliefs/self evaluations
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What is Perception?
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Process of Receiving Info about the World around us
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What is Attribution Theory?
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How we assess causes of our own/other's behavior
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What are the Judgments Attributions are based on?
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-Consistency (over time)
-Distinctiveness (b/wn situations) -Consensus (across people) |
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What are the Possible Causes of Behavior?
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Stable Cause- difficult to change
Unstable Cause- readily changeable Internal Cause- internal to person External Cause- external to person |
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What is an Internal and Stable Cause of Behavior?
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-Intelligence
-Personality -Demographics |
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What are some examples of External and Unstable Cause?
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Changeable Resources
Changeable Practices Luck Help from Others |
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What are some examples of External and Stable Cause?
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Stable Resources
Stable Task Characteristics Stable Policies |
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What are some examples of Internal and Unstable Cause?
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Effort
Skill Boredom |
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What is Operant Conditioning?
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What is being learned is connection b/wn behavior & getting the reinforcer
-cycle b/wn target behavior/reinforcer |
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What are the different processes of Modifying Behavior w/ Operant Conditioning?
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1. Increasing Desired Behavior
-Positive/Negative Reinforcement 2. Decreasing Inappropriate Behavior -Extinction or Punishment |
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What is the result that is least desired through Operant Conditioning?
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Rewarding A while hoping for B
-Undesirable behavior rewarded, desired behavior unrewarded/unpunished |
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What is Social Learning?
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Learning behavior through observation of models/practicing behaviors
-used in formal/on the job training -socialization in organizations |
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What are the Steps of Experiential Learning?
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Steps-
-Learn background info through reading/instruction -Engage environment -Reflect/experiment |
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What is the Employee Responsibility in Experiential Learning?
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-Take Initiative
-Learn Independently -Willing to Experiment/learn from error |
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What is Emotional Labor?
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Effort/control needed to express organizationally desired emotions
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What are Display Rules?
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-Rules/norms for expected display/hiding of certain emotions
-when/where acceptable to display what |
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What is Emotional Dissonance?
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-Conflict b/wn expected/acceptable and true emotions
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What is Job Satisfaction?
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Individual's attitudes toward various factors of their jobs
-ex. co-workers, pay, working conditions, etc. |
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What are the Consequences of Job Satisfaction?
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-High performance, customer satisfaction
-Low absence, turnover -Cope w/ stress better |
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What are the Various Consequences/Outcomes of Job Dissatisfaction?
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-Exit
-Voice- attempt to change situation -Loyalty- wait for situation -Neglect- decrease effort |
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What is Affective Commitment?
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-Emotional attachment, involvement
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What are the Consequences of Affective Commitment?
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-High motivation, performance
-Low absence, turnover -Cope w/ stress better |
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What is Continuance Commitment?
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-Calculated decision to remain in organization
-"Golden Handcuffs" -leads to low performance |
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How do you Build Satisfaction?
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-equitable rewards
-supportive working conditions -person-job matching |
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How do you Build Commitment?
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-Justice/support
-Trust -Shared values |
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How do you manage Work Related Stress?
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-Remove the Stressor (problem solving)
-Withdraw from Stressor (leave) -Change Stress Perceptions -Social Support -Control Stress Consequences |
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What is Motivation?
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willingness to exert effort towards a goal
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What are the Components of Motivation?
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Initiation- getting started
Direction- focus/ goal directed behavior Intensity- level of effort Persistence- in face of failure |
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What are the Three Most Consistent Effects on Performance?
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1. Clear Expectations/feedback
2. Recognition 3. Rewards that are valued |
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What are the Three Less Consistent Effects on Performance?
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1. Participation
2. Punishment 3. Job Enrichment |
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What is Expectancy Theory?
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Effort --> Performance --> Possible Outcomes
Motivational Force = E->P Expectancy x P->O Expectancy x Valence |
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What is the E->P Expectancy?
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Belief about personal effort on Performance Levels
-If I put in more effort, will performance perform? |
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What is Valence?
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Desirability of an Outcome
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How do Goals Affect Employees?
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-Regulate effort
-Increase Persistence -Stimulate planning |
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How does Feedback Help?
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-provides info
-guides behavior -affects effort/persistence |
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How is the Best Way to Improve E->P Expectancy?
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-performance standards clear/achievable
-clear about desired behavior -provide support |
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How is the Best Way to Improve P->O Expectancy?
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-do not reward poor performance
-necessary controls in place -linkages are clear |
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How is the Best Way to Improve Valence Expectancy?
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-find out what staff values
-reward behaviors/performance |
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How is the Best Way to Use Goal Setting? How should Goals be Structured?
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Goals are:
-specific -difficult -accepted -Feedback provided |
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What is Procedural Justice?
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-Fairness in procedures determine distribution of resources/rewards
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What is Distributive Justice?
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-Compared work inputs to outcomes of others
-Response to perceived inequity |
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What is Underreward Inequity?
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Self: Outcome/Input < Other: Outcome/Input
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What is Overreward Inequity?
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Self: Outcome/Input > Other: Outcome/Input
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How is the Best Way to Fix Procedural Justice?
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-Give people voice in procedures
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How is the Best Way to Fix Distributive Justice?
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-Find out who people use as comparison
-Get to know employees/communicate openly |
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What are Organizational Rewards under Performance Based Rewards?
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-Profit Sharing, Share ownership, stock options
-Outer most layer |
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What are the Team Rewards under Performance Based Rewards?
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-Bonuses, Gainsharing
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What are the Individual Rewards under Performance Based Rewards?
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-Bonuses, Commissions, Piece Rate
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How do you Improve Reward Effectiveness?
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-Develop reliable performance measures
-Expectancy Theory- --(P->O) Link Reward to Performance --(Valence) Rewards are valued -Justice/Equity Theory- design fair procedures, monitor employee fairness levels |
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What are the Core Job Characteristics?
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Skill Variety
Task Identity Task Significance Autonomy Job Feedback |
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What is Skill Variety?
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Extent job requires different skills/talent
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What is Task Identity?
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Extent job requires completing whole or piece of work
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What is Task Significance?
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Degree job has meaningful impact on stakeholders
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What is Autonomy?
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Degree job allows freedom, independence
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What is Job Feedback?
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Extent employees tell how they are doing while performing job
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What are the Dimensions of Empowerment?
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Self Determination- employees feel they have freedom/discretion
Meaning- care about their work Competence- high efficiency of performing work Impact- actions influence company's success |
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What are the Elements of Self-Leadership?
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Personal Goal Setting
Constructive Thought Patterns- engage in positive self talk Designing Natural Rewards- ways to make job itself motivating Self-Monitoring- track one's own progress Self-Reinforcement- reward oneself for progress towards goal |
