OB old shit review quick and ez

What are the different personality traits? Explain them

OCEAN, locus of control, self-esteem, self-monitoring

What is operant learning theory?

behaviour vs. consequences, Law of Effect

How to increase probability of behaviour?

Positive vs. negative reinforcement: positive applies good stimulus when behaviour occurs, negative adds bad stimulus and removes when behaviour occurs

How to decrease probability of behaviour?

Punishment vs. extinction

What is social cognitive theory? It has 3 sub components

our cognitive processes influence learning

Observational learning: observing memorable people

Self-efficacy beliefs: influenced by our experiences, other’s opinions, psychological state

Self-regulation: using learning principles, ex. setting goals through discrepancy

Examples of organizational learning

Organizational learning: OB Mod, Training Programs, employee recognition

3 things to know about perception

1. Social Identity Theory

2. Perceptual Process

3. Perceptual Biases

Examples of perceptual biases

primacy, recency, central traits, implicit personality, projection, stereotyping

How do we assign attributions to people?

Attributional Cues: consistency, consensus, distinctiveness

What are some issues we make in assigning attributions?

Attribution Biases: actor-observer, fundamental attribution error, self-serving bias

Values might differ in cultures according to these 4 things:

4 Cultural Dimensions of Values: power distance, uncertainty avoidance, masculinity/femininity, individualism/collectivism

Job satisfaction has 2 aspects which are:

Global aspects vs. facets of job satisfaction

What might contribute to job satisfaction?

Contributors: challenging and meaningful work, compensation, opportunities, people

What is the impact of job satisfaction?

Negative: absence, turnover,

Positive: performance, OCB, profit

Fairness is a perception and has 3 kinds:

Distributive fairness (equity theory), procedural, interactional

Organizational commitment types and the impact

Types: Affective, continuance, normative

Influence: performance and turnover

What are need motivation theories

• Maslows

• ERG: Existence, relatedness, growth

• McClelland’s Theory: need for achievement, affiliation, power

• Self-determination: autonomous vs. controlled

Process motivation theories

Goal Setting Theory: goal orientations

Expectancy theory: expectancy, instrumentality, valence Equity theory

Org. Justice theory: distributive, interactional, procedural

How does money work as a motivator?

Extrinsic motivator

Individual: piece rate, merit pay/lump sum bonuses
For teams: profit sharing, stock ownership, gainsharing, skill based

The job characteristics model can create intrinsic motivation by

• characteristics → psychological states → outcomes (moderators throughout)

• characteristics: skill variety, task identity, task significance, autonomy, feedback

How do groups develop

5 stages: forming, storming, norming, performing, adjourning

equilibrium: phase 1, midpoint, phase 2

Some group and task characteristics

Tasks: additive (sum), disjunctive (best), conjunctive (worst), compensatory (avg.)

Group size: depends on task
Diversity: deep vs. surface, homogeneous vs. heterogeneous

Potential process gains

Norms, roles (role conflict and ambiguity), status, cohesiveness

Process losses in groups

• social loafing: free rider vs. sucker effect

• production blocking, evaluation apprehension, groupthink, group polarization

everything about fucking negotiation

Target vs. resistance points

BATNA

Distributive negotiation: threats and promises, firmness vs. concessions, persuasions

Integrative: information exchange, framing differences as opportunities, cutting costs, inc. resources, superordinate goals

Tips: anchors, small concessions, third party, flinch Settlement: nibble, post settlement settlement

Negotiating better: stick to business with some emotion, take time, questions and listen, research, evaluate thoroughly, focus on interest not winning, walk away if you want to