MGMT

Intuition

Gut feelings, individual observation, and commonsense.

Systematic study

Looking at relationships, attributing causes and effects, and drawing conclusions based on scientific evidence.

Psychology

The science that seeks to measure, explain, and sometimes change behavior of humans and animals.

Sociology

The study of people in relation to their fellow human beings.

Social Psychology

An area within psychology that blends concepts from psychology and sociology, focusing on the influence of people on one another.

Contingency variables

Situational factors that affect the relationship between two variables.

Model

An abstraction of reality; a simplified representation of a real-world phenomenon.

Dependent variable

A response affected by an independent variable.

Productivity

Transforming inputs to outputs at the lowest cost, which involves effectiveness and efficiency.

Absenteeism

Failure to report to work, which is a significant cost to employers.

Turnover

Voluntary and involuntary permanent withdrawal from an organization.

Deviant Workplace Behavior

Voluntary behavior that violates organizational norms, threatening the organization or its members.

Organizational Citizenship Behavior (OCB)

Discretionary behavior that promotes the effective functioning of the organization.

Job Satisfaction

A general attitude toward one’s job; a positive feeling resulting from evaluating job characteristics.

Independent variable

The presumed cause of change in the dependent variable.

Surface-level Diversity

Differences in easily perceived characteristics like gender, race, and age.

Deep-level Diversity

Differences in values, personality, and work preferences that become important as people get to know one another.

Discrimination

Unfair judgment about individuals based on demographic group stereotypes.

Biographical Characteristics

Personal characteristics like age, gender, race, and tenure that are objective and easily obtained.

Emotional Labor

The expression of organizationally desired emotions during interpersonal interactions.

Cognitive Dissonance

Incompatibility between two or more attitudes or behaviors that individuals seek to reduce.

Job Involvement

Identifying with the job and considering performance important to self-worth.

Perceived Organizational Support (POS)

The degree to which employees feel the organization cares about their well-being.

Employee Engagement

An individual’s involvement with, satisfaction in, and enthusiasm for their organization.

Attitude Surveys

Questionnaires to elicit employee feelings about jobs, supervisors, and the organization.

Exit

Behavior directed toward leaving an organization.

Voice

Active and constructive attempts to improve conditions at work.

Neglect

Allowing work conditions to worsen.

Loyalty

Passively waiting for improvements in work conditions.

Job Characteristics Model (JCM)

Identifies job characteristics related to work outcomes.

Skill Variety

The degree to which a job requires different activities.

Task Identity

The degree to which a job involves completing a full and identifiable piece of work.

Task Significance

The impact of a job on the lives of others.

Autonomy

The freedom and discretion in scheduling work and determining procedures.

Feedback

Information about job performance effectiveness.

Job Rotation

Periodic shifting of workers between tasks.

Job Enrichment

Vertical expansion of jobs, giving workers control in planning and evaluating work.

Flextime

Flexible working hours with a common core time.

Job Sharing

Splitting a 40-hour job between two or more people.

Telecommuting

Working from home at least two days a week.

Variable Pay Programs

Employee pay based on individual and organizational performance measures.

Merit-Based Pay

Compensation based on performance appraisal ratings.

Organizational behavior (OB):

A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.

price Rated pay

Workers are paid a fixed sum for each unit of production completed