MGMT 3013 Exam 3 - Oklahoma State

If you believe that if you put forth effort toward a work related task that you will be successful at that task, then you have high _________________

Self-efficacy

Hearing an intelligent person start singing a Nickelback song may cause you to have what attitude-based reaction?

Cognitive dissonance

A general sense of contentment or liking of a job, is referred to as __________________

Job satisfaction

According to the social learning video, what are the top three barriers to utilizing social learning in the workplace?

Company culture, confusion (knowledge) about social learning, lack of training

What would be considered an intrinsic motivator?

Feeling of accomplishment

Personality and self-esteem are examples of _________________ of OB, one approach to evaluating behavior in the workplace looking at internal reasoning

Dispositional factors

_______________ are voluntary activities that are above & beyond the scope of an employee's normal tasks, duties and responsibilities

Organizational citizenship behavior

What is the general sense of contentment/fulfillment received from a job?

Job satisfaction

That are the big 5 personality dimensions?

OCEAN

1. openness to experience

2. conscientiousness

3. extraversion

4. agreeableness

5. neuroticism (emotional stability)

Which component of attitude involves feeling and emotion?

Affection

definition of personality

the relatively stable, consistent, and distinctive set of mental and emotional characteristics a person exhibits when alone or when interacting with people

What are the 4 characteristics of emotional intelligence?

1. self-awareness

2. empathy

3. adaptability

4. self-confidence

Which barrier to perception describes our tenancy to focus on some information or inputs, while ignoring other inputs?

selective attention

what is the acquisition skill/knowledge through institution or experience?

learning

people with a _____________ orientation to learning will focus on achievement and learning because their supervisor experts a certain level of performance.

A __________ orientation to learning is a more internalized drive to learn based on a desire to become proficient

1. performance

2. mastery

personal satisfaction from accomplishing something is a _____

intrinsic reward

What 3 needs make up McClellands's acquired needs theory?

1. achievement - be good at what you do

2. affiliation - love/belonging, need to have social relationships

3. power - two different types; personal power (need to dominate others) & institutional power (furthering the organizations goals)

unmet need/desire recognized > tension exists to meet that need/desire > motivation > action/behavior > result/feedback is the _________

basic model of motivation

order Maslow's hierarchy of needs from top to bottom

1. self actualization

2. esteem

3. love/belonging

4. safety

5. physiological

according to McClelland's acquired needs theory, the need for power is divided into two different types

1. personal power

2. institutional power

__________ Justice is the perception of fairness in regards to the creation and following of policies

procedural

according to the orientation theory, the ___________ orientation is motivated by becoming good at the task that is assigned

mastery

the process of increasing the importance/difficulty of tasks associated with a job is ____________

job enrichment

______________ power is based on the extent to which someone can withhold/distribute punishment

coercive

which type of innovation involves changing the way a product is conceived, manufactured or disseminated?

process innovation

what is the process of social influence, which maximizes the effort of other, towards the achievement of a goal?

leadership

which innovation factor looks at what is trying to be fixed?

problem innovation

which type of innovation is characterized by a well-defined problem, but not a well defined domain?

breakthrough innovation

a personality trait characterized by cunninc manipulation and the use of any means neccessary to achieve one's political ends is known as ________________

machiavellianism

__________ is the amount of control and influence a leader has in a given environment

situational control

_________ behaviors are focused on the processes and making sure the tasks get completes properly

job-centered leader

what phrases goes with the early "great man" trait leadership?

"great leaders are born, not made"

what 2 basic concepts drive the majority of thought behind behavior theories?

task orientation & relationship orientation

What is Organizational behavior (OB)?

the study of individual and group behavior in organizational settings.

definition of situational factors

external factors in the workplace that effect a persons work, such as his coworkers, boss, or environment

What is the Myers-Briggs Type Index (MBTI)?

attempts to evaluate personality based on people's preferences regarding their perception and judgement. The aspects used by the MBTI include:

favorite world (Extraversion or Introversion)

information (Sensing or iNtuition)

decisions (Thinking or Feeling)

structure (Judging or Perceiving).

Each person is scored on these four elements to determine their personality type.

definition of egoism

associated with being self-centered or interested in self-enrichment. can be a predictor of unethical decision making, anti-social behavior, workplace delinquency, and even psychopathy.

definition of self-evaluation

A set of related characteristics that comprise a person's view or perception of themselves.

definition of self-esteem

A person's feeling of self-worth or overall self-satisfaction. high self-esteem generally feel that their strengths outweigh their weaknesses. low self-esteem have a generally low overall evaluation of themselves and tend to be defensive when criticized.

definition of self-efficacy

A person's belief in their ability to succeed in a specific situation or accomplish a given task. Individuals that have a high level of self-efficacy believe that if they put effort into their work related tasks, they will be successful in those tasks. People that have low self-efficacy may doubt their ability to be successful

definition of locus of control

The extent to which people believe they control the events in their lives. internalized belief regarding who or what influences the outcomes in your life. considered to be either internal or external.

people with an internal locus of control tend to believe that they are __________________

directly responsible for their own outcomes in life and in the workplace.

people with an external locus of control tend to believe that they are __________________

outcomes are being shaped by external forces beyond their control, such as luck, other people, or fate

definition of self-monitoring

An ability to regulate behavior to accommodate social cues and situations. People that are considered high self-monitors, pay close attention to their environments and adjust their behavior appropriately. low self-monitors tend to ignore these external cues and instead operate based on their own internal instincts.

definition of disposition

A person's temperamental makeup or tendency to act in a particular manner.

definition of attitude

A learned predisposition to respond positively or negatively toward a certain idea, object, person, or situation and the favorable or unfavorable response that goes along with that feeling.

what are the three components of attitude?

1. affective - the emotion component

2. behavioral - expresses our intentions to a target

3. cognitive - our beliefs regarding the target

what is attitude-behavior consistency?

idea that if we can understand a person's attitude, we can use it to predict their behavior.

definition of cognitive dissonance

The psychological tension that arises from inconsistencies between attitude and behavior. That uneasy feeling you get in the back of your mind or in the pit of your stomach when behaviors are not consistent with your attitudes. common when dealing with ethical dilemmas

definition of organizational commitment

The degree to which an employee identifies with their organization. If employees have high organizational commitment it is a good indicator that they intend to stay with the organization.

definition of Organizational citizenship behaviors (OCB)

oluntary activities that are above and beyond the scope of an employee's normal tasks, duties, and responsibilities.

definition of counterproductive work behaviors (CWB)

Dissatisfied workers might be tempted to steal from the company, engage in sabotage of property, or hurt fellow employees (physically or psychologically).

definition of emotion in the workplace

A strong but short lived reaction to a stimulus. Research has shown that we simply cannot make decisions in the absence of emotion and that the process of decision making is driven more by emotion than rationality

definition of emotional intelligence (EI)

The ability to carry out accurate reasoning about emotions and the ability to use emotions and emotional knowledge to enhance thought. Individuals with higher emotional intelligence tend to maintain their composure in stressful situations and establish better relationships with their coworkers.

definition of social preception

(also called interpersonal perception) is an awareness of those individuals around us. It is a process by which we add meaning and value to the people and situations that we come in contact with.

definition of motivation

The process that directs our behavior toward certain goals. Motivation can vary based on individuals' personalities and attitudes as well as based on organizational values, the physical environment, and the rewards that are offered.

definition on extrinsic reward

A tangible award given to you for accomplishing something, such as money or any other reward we might receive from others.

definition of intrinsic reward

An individual personal satisfaction from accomplishing something, such as the feeling of accomplishment.

what are the 4 theories of motivation

1. Need and Content theories

2. process theory

3. job design

4. Reinforcement theories

definition of Alderfer's ERG Theory

ERG stands for existence, relatedness, and growth. We can directly compare Maslow's hierarchy to ERG theory with the addition of a frustration-regression component to his theory.

definition of frustration regression

idea that if an individual is unable to fulfill a higher order need, that they will regress and concentrate on an already met need.

definition of Deci & Ryan's Self-Determination Theory (SDT)

based on the assumption that employees are essentially driven to "behave in effective and healthy ways". Can be compared to McClelland in that they also ignore the importance of lower order needs, however unlike McClelland, SDT proposes that all individuals have basic innate needs for competence, autonomy, and relatedness rather than socially learning these needs.

definition of competence

ability to do something well, similar to the need for achievement. There is a drive in people to master tasks in which they participate.

definition of autonomy

The desire to be self-directed and independent. Employees want to feel as though they have some control over the type of work they do and how that work is done.

definition of relatedness

The state of connection or association with an individual, group, or entity.

definition of Herzberg's Two-Factor Theory

says that the things that satisfy, or motivate, us; and the things that dissatisfy, or demotivate, us are related to two different factors; Hygiene factors are the aspects of the job that don't actually motivate employees, but the lack of these factors can lead to dissatisfaction. & motivational factors are the aspects of the job that increase employee's job satisfaction.

definition of process theory

focus on the psychological processes that drive individuals toward certain behaviors, examine the thought processes that lead to specific action.

definition of equity (justice) theory

the idea that we all have a basic desire for fairness in relation to our inputs and outcomes in the workplace when compared with our peers.

definition of organizational justice

the perception that individuals are treated fairly in the workplace. This perception is based on three elements: distributive justice, procedural justice, and interactional justice.

definition of Distributive justice

is how fair employees view the distribution of rewards. In other words, is everyone paid the same wage, and is that fair given their level of effort, skill, and experience?

definition of Procedural justice

has to do with how decisions are made regarding those allocations of rewards. Do we feel that the process that managers use to reach those decisions are fair?

definition of Interactional justice

is based on the perception that we feel the interaction between employees and managers is fair and equitable

definition of expectancy theory

based on the idea that people are motivated by how much they want something and how likely they think they are to get that thing. belief that if you put forth effort, then that effort will lead to the desired performance.

definition of Instrumentality

the belief that if you perform, you will receive the reward that has been promised. The thought that if an individual performs well, then they will receive the desired outcome or reward.

definition of valence

The value an individual puts on a reward they are pursuing. The higher the value, the more it is a motivating factor.

Goal setting theory

This theory proposes that goal-setting motivates people through specific psychological mechanisms. It directs employee behavior toward associated tasks while ignoring unimportant tasks.

What does S.M.A.R.T goals mean

Specific

Measurable

Attainable

Relevant

Time based

Goal orientation theory

this theory looks at why and how people try to achieve a goal and the purposes behind their actions.2 This theory is based on the idea that individuals have a predisposition towards either performance or mastery.

Performance orientation

means that individuals are motivated to meet the expectations established by managers or supervisors, perform the tasks they have been assigned

mastery orientation

is motivated by becoming good at, or mastering, the task that is assigned. more likely to be motivated

Job design

The process of altering a job or position to suit particular needs.

job enlargement

The process of increasing the number of tasks that are associated with specific jobs.

job enrichment

The process of increasing the importance or difficulty of tasks associated with a job.

5 parts of the job characteristic model

1. skill variety - engage in a variety of tasks at their job

2. task identity - identify their contribution to a finished product or service

3. task significance - feel that their efforts matter to the organization and its customers

4. autonomy - are in control of the work that they do

5. feedback - how they are doing and why their jobs are important

​Reinforcement Theory

based on the idea that you can change people's behavior by using rewards and punishment. there are two types of reinforcement; positive and negative

positive reinforcement

We provide a desirable reward after we observe a behavior that we would like to see.

negative reinforcement

We remove something unpleasant to encourage a desirable behavior.

If we want a behavior to stop happening, we can try these two approaches __________ & __________________

Punishment - We add something negative following behavior we want to stop from happening again.

​Extinction - We eliminate undesirable behaviors by ignoring them or withholding reinforcement.

Legitimate power

This power is derived from someone's rank within an organization. The higher someone is in the organization, the more legitimate power that person will have.

Reward power

This power comes from the ability of a person to give rewards. Since rewards typically center on money, bonuses, and other compensation, it is natural to think that people with reward power are in positions of authority.

Coercive power

Coercive power is the type of power that comes from punishment, or at least the ability to threaten punishment, of another person.

Expert power

Expert power comes from having special expertise or skill in a given area.

Referent power

Referent power comes primarily from admiration and identification. This is the most abstract of the different forms of power

Narcissism

A personality trait that is characterized by arrogance, self-absorption, entitlement, and hostility.

task orientation

Behavior related to completing tasks as the primary objective.

relationship orientation

Behavior concerned with enhancing relationships as the primary objective.

contingency theory

Contingency theory looks at a leader's behavior and determines if a leader's style is task oriented or relationship-oriented and if that style is effective for the situation at hand.

three variables of situational control

1. Position power - How much formal authority does the leader have?

2. Task structure - Are the employees' tasks routine and well-structured or are they flexible and ambiguous?

3. Leader-Member relations - What is the relationship between the leader and the followers?

4 styles of path-goal theory

Directive - The leader is direct and authoritative with employees.

Achievement-oriented - The leader shows confidence in employees and challenges them to show confidence in their task efficacy.

Participative - The leader takes a hands-on, peer-based approach.

Supportive - The leader is caring and nurturing toward the employees' needs and well-being.

4 different styles of leadership implementation

Telling - Leaders are specific and direct, telling followers instructions.

Selling - Leaders give guidance, but there is discussion and give-and-take from the follower.

Participating - Leaders work alongside the followers, placing emphasis on relationships and collaboration.

Delegating - Followers are given more responsibility and autonomy to get tasks completed with minimal oversight.