Human Resources and Organizational Behavior Key Terms

This set contains vocabulary based on the lecture notes covering Human Resources topics such as compensation, power dynamics, group behavior, and negotiation strategies.

Compensation

Includes all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship.

Incentive Pay

Forms of pay linked to performance as an individual, group member, or organization member.

Merit Pay

A system of linking pay increases to ratings on performance appraisals.

Compa-ratio

A measure that expresses current pay rates as a percentage of the midpoint of a pay range, indicating whether pay is below, at, or above market rates.

Performance Bonus

A one-time reward tied to performance that is not added to base salary and must be re-earned each period.

Profit Sharing

Incentive pay where employees receive a percentage of the organization’s profits and it does not become part of base salary.

Power

The means to enforce one’s will over others.

Legitimate Power

Obtaining compliance through formal authority or position.

Reward Power

Obtaining compliance by promising or granting rewards.

Coercive Power

Obtaining compliance through threats or punishment.

Expert Power

Having knowledge or expertise that others need.

Referent Power

Influence based on personal traits, relationships, or charisma.

Organizational Politics

Intentional actions aimed at promoting self-interest, often at the expense of organizational goals.

Organizational Culture

Shared, taken-for-granted assumptions that influence how members perceive, think, and react.

Organizational Socialization

The process through which individuals learn values, norms, and behaviors needed to function in an organization.

Anticipatory Socialization

Stage that occurs before an individual joins an organization.

Encounter Stage

Stage where employees learn what the organization is really like.

Change and Acquisition Stage

Stage where employees master tasks, roles, and adjust to group norms and values.

Group

Two or more freely interacting individuals who share norms, goals, and a common identity.

Team

A small number of people committed to a common purpose, performance goals, and collective accountability.

Norms

Shared expectations about behaviors, attitudes, and actions within a group.

Cohesiveness

The degree to which members are attracted to a group and motivated to stay.

Groupthink

When group members prioritize consensus over critical evaluation.

Social Loafing

The tendency to exert less effort when working in a group.

Conflict

A process in which one party perceives another has negatively affected something it cares about.

Task Conflict

Conflict related to work content, goals, or ideas.

Relationship Conflict

Conflict arising from personal differences.

Process Conflict

Conflict over how work should be completed.

Distributive Negotiation

A competitive, win-lose approach focused on dividing a fixed amount of resources.

Integrative Negotiation

A collaborative, win-win approach focused on expanding resources.

BATNA

The best alternative a party has if a negotiation fails.

Reservation Point

The lowest acceptable outcome in a negotiation.

Bargaining Zone

The range between parties’ reservation points where agreement is possible.

Organizational Development

A planned, systematic process of changing an organization to improve effectiveness.

Stress

A condition where an individual faces demands or opportunities with uncertain and important outcomes.

Legitimate Power

influence based on formal authority

Reward Power

influence through rewards

Coercive Power

influence through punishment

Expert Power

influence through knowledg

Referent Power

influence through personal traits or relationships

Anticipatory Socialization

occurs before joining an organization

Encounter

employees learn what the organization is really like

Change and Acquisition

employees master tasks and adjust to norms