Advanced Org Vocab 6-7

A comprehensive vocabulary flashcard set defining key terms in performance management, evaluation, rewards, reinforcement theory, positive organizational behavior, psychological capital, and well-being.

performance management (PM)

A set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations

performance goals

Goals that garner a specific end result

learning goals

Goals that promote enhancing your knowledge or skill

SMART goals

An acronym for specific, measurable, attainable, results oriented, and time bound

Specific

State goals in precise rather than vague terms.

Measurable

You need to track progress and verify whether a goal has been achieved or not.

Attainable

Goals should be realistic, challenging, and attainable.

Results oriented

To focus on desired end results, goals should start with the word to followed by verbs such as complete, acquire, produce, increase, and decrease.

Time bound

Specify target dates for goal completion.

performance monitoring

Measuring, tracking, or otherwise verifying progress and ultimate outcomes

electronic performance monitoring (EPM)

Technology used to gather, store, analyze, and report employee behavior

performance evaluation

The process of comparing performance at some point in time to a previously established expectation or goal

Halo effect

To form an overall impression about a person or object and then use that impression to bias ratings about same.

Leniency

To consistently evaluate other people or objects in an extremely positive fashion.

Central tendency

To avoid all extreme judgments and rate people and objects as average or neutral.

Recency effect

To over-rely on the most recent information. If it is negative, the person or object is evaluated negatively.

Contrast effect

To evaluate people or objects by comparing them with characteristics of recently observed people or objects.

360-degree feedback

Individuals compare perceptions of their own performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers

Feedback

Information about individual or collective performance shared with those in a position to improve the situation

Coaching

A customized process between two or more people with the intent of enhancing learning and motivating change or improving an individual's behavior and performance to resolve work issues or handle specific aspects of the job and may be short term

extrinsic rewards

Financial, material, and social rewards originating from the environment

Intrinsic rewards

Self-granted awards, such as psychic rewards

total rewards

Rewards encompassing not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance

Compensation

Base pay, merit pay, incentives, promotions, and pay increases

Benefits

Health and wellness care, savings and retirement planning, and paid time off

Work-life effectiveness

Policies and practices to help employees thrive at work and home

Recognition

Formal and informal programs that acknowledge employee efforts and behaviors that support the organization's strategies and objectives

Talent development

Training, career development, and other support necessary to improve performance and advance careers

pay for performance

Merit and/or bonus pay based on individual-, group-, or organization-level measures and involving individual, group, or organization rewards

law of effect

Behavior with favorable consequences tends to be repeated, and behavior with unfavorable consequences tends to disappear

respondent behavior

Automatic reactions to stimuli, or stimulus-response (S-R)

operant behavior

Behaviors that are learned and occur when we "operate on" the environment to produce desired consequences

positive reinforcement

The process of strengthening a behavior by contingently presenting something appealing

negative reinforcement

The process of strengthening a desired behavior by contingently withdrawing something displeasing

Punishment

The process of weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive

Extinction

Weakening a behavior by ignoring it or making sure it is not reinforced

continuous reinforcement (CRF)

A reinforcement schedule in which every instance of a target behavior is reinforced

Intermittent reinforcement

A reinforcement schedule in which some but not all instances of a target behavior are reinforced

positive organizational behavior (positive OB)

The focus on positive human characteristics that can be measured, developed, effectively managed for performance improvement

amplifying effect

Positive practices from one individual result in additional positive practices by others, which spur positivity in others, which generate other positive outcomes

prosocial behaviors

Positive acts performed without the expectation of anything in return

buffering effect

The reduction of the impact of negative events and stressors through positive practices and resources

positivity effect

The attraction of all living systems toward positive energy and away from negative energy, or toward that which is life giving and away from that which is life depleting

positive deviance

Successful performance that dramatically exceeds the norm in a positive direction

Intentions

The end point or goal you want to achieve; they drive your behavior

Hope

Believing the future will be better than the present and that you have some power to make it happen. The two components are willpower and waypower. Persevering toward goals and, when necessary, redirecting paths in order to succeed.

upward spirals of positivity

Positive behaviors, feelings, and attitudes that generate the same in others in a continually reinforcing process

Negative experiences

activate a survival orientation and lead us to be more responsive to negative information

Positive experiences

activate a supportive orientation and lead us to be more responsive to positive information.

Mindfulness

The awareness that emerges through paying attention on purpose, in the present moment, and nonjudgmentally to the unfolding of experience moment by moment

positive psychological capital (PsyCap)

Considerable levels of hope, efficacy, resilience, and optimism (HERO)

Efficacy

Having the confidence to take on challenging tasks and put in the effort necessary to succeed.

Optimism

Making a positive attribution about succeeding now and in the future. Attribution of successes to personal, permanent, and pervasive causes, and negative events to external, temporary, and situation-specific ones.

Resilience

The capacity to consistently bounce back from adversity and to sustain yourself when confronted with challenges.

signature strengths

Positive human traits that influence thoughts, feelings, and behaviors and provide a sense of fulfillment and meaning

organizational climate

Employees' shared perceptions of organizational policies, practices, procedures, and routines

restorative justice

A shared belief in the importance of resolving conflict multilaterally through the inclusion of victims, offenders, and all other stakeholders

Compassion

A shared value that drives people to help others who are suffering

Temperance

A shared belief in showing restraint and control when faced with temptation and provocation

organizational practices

The procedures, policies, practices, routines, and rules that organizations use to get things done

Virtuousness

What individuals and organizations aspire to be when they are at their very best

Forgiveness

The capacity to foster collective abandonment of justified resentment, bitterness, and blame, and instead adopt positive, forward-looking approaches in response to harm or damage

well-being

The combined impact of five elements-positive emotions, engagement, relationships, meaning, and achievement (PERMA)

Flourishing

The extent to which our lives contain PERMA (positive emotions, engagement, relationships, meaning, and achievement)

Flow

The state of being completely involved in an activity for its own sake

social support

The amount of perceived helpfulness we derive from social relationships

Esteem support

reassurance a person is accepted and respected despite any problems or inadequacies.

Informational support

help defining, understanding, and coping with problems.

Social companionship

time spent with others in leisure and recreational activities.

Instrumental support

financial aid, material resources, or needed services.

Meaningfulness

The sense of belonging to and serving something that you believe is bigger than the self