BNMG 310 Exam 2 Study Guide: Organizational Behavior

Characteristics of committed employees

Traits and behaviors that demonstrate a strong dedication to an organization.

Three components of Attitudes

Cognitive, affective, and behavioral components that shape how individuals respond to situations.

Organizational citizenship

Discretionary behaviors that are not part of an employee's formal job requirements but contribute to the effective functioning of the organization.

Factors that contribute to job satisfaction

Elements such as work environment, job role, and relationships with colleagues that influence an employee's contentment with their job.

Motivation related to performance

The correlation between an individual's motivation levels and their performance outcomes.

Esteem needs

The needs related to self-esteem and recognition from others, as defined in Maslow's hierarchy.

Herzberg's Two-factor theory

A theory that identifies motivators and hygiene factors that influence job satisfaction and dissatisfaction.

Motivator and hygiene factors

Factors that lead to job satisfaction (motivators) and those that prevent dissatisfaction (hygiene factors) according to Herzberg.

Equity theory

A theory that explains how individuals assess fairness in social exchanges and its impact on motivation.

Reactions to unfairness in equity theory

Different responses individuals may have when they perceive inequity in their work environment.

McClelland's Needs Theory

A theory that identifies three individual needs: achievement, affiliation, and power, along with examples of high and low levels.

Procedural Justice

The perceived fairness of the processes used to make decisions within an organization.

Interactional Justice

The quality of interpersonal treatment individuals receive during the implementation of procedures.

Expectancy theory

A theory that explains how individuals' expectations of outcomes influence their motivation and behavior.

Expectancy, Instrumentality, and Valence

The three factors in Expectancy theory that managers can influence to enhance motivation.

Positive reinforcement

The process of encouraging a desired behavior by providing a reward following the behavior.

Negative reinforcement

The process of encouraging a desired behavior by removing an unpleasant stimulus following the behavior.

Extinction

The process of reducing a behavior by removing the reinforcement that supports it.

Job specialization

The process of focusing on a specific task or job role, which can lead to increased efficiency.

Job enlargement

The process of increasing the number of tasks an employee performs to reduce monotony.

Job enrichment

The process of enhancing a job by adding more meaningful tasks and responsibilities.

Job rotation

The practice of moving employees between different tasks to promote variety and reduce boredom.

Empowerment

The process of giving employees the authority and responsibility to make decisions regarding their work.

Job Characteristics Model

A framework that identifies five core job characteristics that influence employee motivation and satisfaction.