Org Key concepts

What is the congruence model?

The organization has 4 parts and performance depends on how well they fit together

What are the 4 parts of the congruence model

1. work - what the org must do to succussed

2. people - the individuals doing work

3. structure - formal arraignments

4. culture - informal arraignments

What is Colman’s Boat?

4 steps showing how big macro outcomes comes from individual behaviour

What are the 4 steps of Colemans boat

• Macro conditions - such as company policy

• Induvial beliefs/incentives

• These shape individual actions

• These add up to large macro outcomes

What are the 4 management functions

1. Planning

2. Organizing

3. directing

4. controlling

What is perception and its 3 main influences

Perception is the process of selecting, organizing, and interpreting information

1. Perceiver

2. Target

3. Situation

Perception process

1. unfamiliar target

2. open to new cues

3. familiar cue

4. categorize

5. look only for supporting cues

4 perception biases

1. primacy - first impression dominates

2. recency - last impression dominates

3. central traits - one trait the perceiver cares about dominates

4. projection - assuming others think the way you do

What is attribution theory and its 3 cues?

Acting as naive scientists explaining the causes of behaviour through internal and external effects

1. Consistency - same person, same task over time

2. Distincivness - same person dif tasks

3. Consensus - same task dif people

The rational decision making process

1. define problem

2. list alternatives

3. choose one

4. implement

System 1 vs 2

System 1: fast, automatic, effortless, stereotype prone

System 2: slow, deliberate, analytical

What is prospect theory

People judge value as gains and losses from a reference point. People want to mitigate loss as a loss hurts more than an equal gain feels good

2 connecting theory to prospect theory

1. certainty effect - sure outcomes are overweighted compared with probable ones

2. framing effect - Same outcomes framed differently - gain frame people avoid risk loss frame they take risks

How to measure valiadility 3 ways

1. face - does it look right

2. criterion - does it match a benchmark

3. construct - does it predict what it should

Schelling model

Small individual preferences lead to large mass aggregation and clustering even if individuals did not intend it

What is an attitude and 3 places it comes from

A predisoped responses that is either favorable or unfavoruable to the situation

1. dispostional - personal tendency

2. situational - actual work experience

3. social info - coworkers cues

Two types of attribution erros

1, fundamental attribution theory - Over-blaming personality and under-weighting the situation for others

2. self serving bias - My successes = me, my failures = situation

Two types of decison models

• rational - Define problem → list alternatives → choose → implement; maximize

• bounded - Limited info, alternatives and time; biased judgments; satisfice

what is a hearustic

mental shortcut or rule of thumb to speed up decison making process

4 Types of biasing effecting with heuristic

1. representivness - judging by fit with existing stereotype

2. availability - juddging something cuz its likely to recall

3. anchoring - over relying on intial offer

4. framing - same choice different frame dif deicsion

What is disparate impact

Neutral-looking policy with unequal effects on some groups; intent doesn't matter

What is surviorship bias

Studying only the cases that survived (returning planes)

Cognative dissoannce and how to reduce it

Tension when attitudes and behaviour clash. Fix: change behaviour, change attitude, or add a justification

4 work attitudes

1. job satisfaction

2. job involmvent

3. engagment

4. commitment

factors of job satisafaction

pay promotion work itself

3 aspects of work engagment

1. vigor - energy

2. dedication - pride

3. absorption - deep focus

3 types of orgnazational commitment

Affective - i want to stay

normative - i ought to stay

continuance - i need to stay

Turnover model

1. turnover driver

2. attitude change

3. withdrawl

4. search

5. quit

6. also is affected by shcoks and srcipts

What is job embendanss

links connection to work

1. fit

2. sacrafice

3. motivation

What are the aspects of motivation

• direction - where

• effort - how much

• persitatance - how long

3 drivers of performance

Ability - can they do it

motivation - will they invest effort

opportunity - do they have the resourses

Instrincic vs extrinstic

job itself is rewarding vs external rewards

Maslows hiercacy of needs

1. physiological

2. saftey

3. belonging

4. esteem

5. self aculization

Hezenberg two factor theroy

Hygeinie factors - reduce dissatisfaction

motivtors - improve satisfaction

Mclellands Neds?

1. Affirmation

2. Power

3. Achievement

Expecantcy theory

EIV - if one 0 wont work

E = Expencacy - if i try can i perofom well

I - instrumentally - if i perform will i be rearded

V = valance - do i want reward

Goal setting theory

Specific + challenging goals beat "do your best"; direct attention, effort, persistence, strategy. Needs commitment, capability, skills, and feedback

Goodharts law

When a measure becomes a target, it ceases to be a good measure"

Equity theory

My outcomes/inputs vs a referent's. Inequity → change inputs/outcomes, change the comparison, or leave

4 aspects of organiizational justice

1. distrubtivie - outcomes fair

2. procedural - process fair

3. interpersonal - treated fair

4. informational - explation honest and timley

Job charectieristic model

1. skill vairety - diversity of tasks

2. task idenity - completing a task

3. task signifgance - meaninful work

4. autonmy - responsibility

5. feedback - results

Copreate materialism

Firms caring for employees' personal needs (meals, wellness) to boost productivity

3 communication models

1. linear - one way communcation

2. interative - adds feedback loop two way

3. transactional - both people send and recivie at same time

media richness theory

more ambiogoues message the richer the communicated media

3 listneing models

1. passive - not speaking cuz dont understand

2. competitive - pushing own view

3. active - trying to understand

nonverbal communcation

1. proxemis - space and distance

2. haptics - touch

3. chronemic - time

4. kinesics - facial expression

5. vocialics - pitch tone

typcs of conflict

task conflict

process conflit

relationship conflict

bargening terms BATNA, ZOPA

BATNA = Best alternative to negotiated agrrement

ZOPA = zone of possible argement

resrvation point = number you walk away

What is lingustic abstriaction

abstract = broad concreate = specific

what is a gatekeeper

someone who chosses which message reach audiance

Open workspaces (Bernstein & Turban, 2018)

Removing walls cut face-to-face interaction ~70% and increased email/IM. People withdrew socially; the channel changed, not collaboration

4 active listening strateiges

1. reflect - rephrase to check understanding

2. clairfiy - ask questions

3. encourage - show interest

4. empathize - achknowledge feelings

3 turnover types

1. voulnatry/involutary - who initiaties it

2. functional / dysfunctional - does it hurt the org

3. avoidable vs unavoidable - could it be prevented

two types of goals

1. performative - hit a target

2. learning - discover a method (new tasks)

What does it mean for an organization to be an open system

The org takes inputs from its environment and adapts to it (e.g. knowledge economy → HR shifts from control to care)