Org Behavior Test 1

Defining goals, establishing strategy, and developing plans to coordinate activities

Determining what tasks are to be done, who is to do them, how tasks are grouped, who reports to whom, and where decisions are made.

Motivating employees, directing others, selecting most effective communication channels, and resolving conflicts. Vision

Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations

Primarily focus on communication to manage (High evaluation)

Primarily focus on network. (Fast track promotions)

Field dedicated to better understanding and managing people within organizations

Systematic study of attitudes and behaviors that people exhibit within organizations

Are happier employees more productive?

Can we trust common sense? Intuition?

Learning, Motivation, Personality, Emotions, Perception, Training, Leadership effectiveness, etc. Focus on individual

Behavioral change, attitude change, communication, group processes, group decision making. Focus on group

Communication, power, conflict, inter group behavior. Focus on group

Formal organization theory, organizational technology, org change, org culture. Focus on org system

Presumed cause of some change in the dependent variable. Individual, group, organization.

perception, indi decision making, learning, motivation

group composition, group dynamics, communication patterns, leadership

org design, culture, structure, HR policies

Combination of effectiveness and efficiency of an organization

Staying away from work for no good reason. Costs estimated at $40 billion in U.S.

Change in employees, hiring, firing and quitting. Replacement costs, productivity losses, lost business opportunites

Behaviors that go above and beyond what your job description asks. Ex, help out new employees, refill paper in printer.

Level of contentment of an employees job

Evaluative statements of judgement concerning, objects, people, or events

The opinion or belief segment of an attitude (Evaluation)

The emotional or feeling segment of an attitude

Intention to behave in a certain way toward someone or something

Incompatibility between two or more attitudes or behavior and attitudes

Attitudes are used after the fact to make sense out of an action that has already occurred

Psychologically identify with the job, passionate about it.

Employees desire to remain a member of an organization

Exit

Neglect

Voice

Loyalty

Job satisfaction on performance

Process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment

When people observe behavior, is it:

Internally caused (Persons fault)

Externally caused (due to situation)

When judging behavior, tend to underestimate the role of extreme factors and overestimate the role of internal factors (their fault, not outside factors)

Judging own behavior, opposite. Underestimate internal, overestimate external

Does person show different behaviors in different situations?

See what we want to see through lens of own interest, background and experience

General impression of an individual based on a single characteristic

Application of perception in organizations

(Pygmalion effect) Lower or higher performance of employees reflects preconceived leader expectations about employees capablities

Rational Decision Making Process

The ability to produce novel and useful ideas

Three component model of creativity

How decisions are actually made in organizations

Seeking first alternative that solves the problem

How/why problems are identified

Making decisions by constructing simplified models that extract essential features from problems without capturing all their complexities.

Overconfidence in our abilities and others

Tendency to fixate on initial information and fail to adjust for subsequent information.

Tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgements

Tendency for people to base their judgements on information that is readily available to them

Increased commitment to previous decision in spite of negative information

Believe that you can predict outcomes of random events

Prefer a sure gain of a moderate amount over a riskier outcome even if the riskier outcome might have a higher expected payoff

Tendency to believe falsely, after an outcome of an event is actually known, that one could have predicted that outcome

Unconscious process created out of distilled experience (gut feeling)

Characteristics that describe an individuals behavior

Determinant of personality

Importance of personality to organizations

Big Five Model

Someone who is sociable, gregarious, and assertive (performance for managers and sales)

Someone who is good natured, cooperative, and trusting

Someone who is responsible, dependable, persistent, and organized (performance, organizational citizenship)

Calm, self confident, secure versus nervous, depressed, and insecure

Someone in terms of imagination, sensitivity, and curiosity (training proficiency)

Personality test that taps four characteristics and classifies people into 1 of 16 personality types

Professional Job

Sales Job

Job demands interfacing with many stakeholders

Job requiring creativity

Provide understanding of attitudes, motivation, and behaviors of individuals and cultures

Desirable end state of existence. Goal a person would like to achieve in a lifetime

Hofstede's Cultural Values

Satisfaction and intent to stay in ones job depends on match between personality and job

Why emotions were ignored in OB?

organizations are not emotion free

A broad range of emotions

Intense feeling directed at something or something, brief

Less intense feelings, lack a contextual stimulus

Emotion intensity

When employees exhibit organizationally desired emotions during interpersonal transactions. Seen most in customer service and health care

Actual Emotions

Organizationally required emotions and considered appropriate in a given job

Assortment of non cognitive skills, capabilities and competencies that influence a persons ability to succeed in coping with environmental demands and pressures. Understanding yourself and empathetic with other people.

Positive emotions help in decision making because

Positive mood increases creativity because

Positive moods tend to increase motivation because

How might emotion influence negotiation?

Employees emotions may transfer to customers