Psychological contract
________: unwritten agreement that sets out what management expects from an employee and vice versa.
Social loafing
________: tendency of individuals to extend less effort when they work collectively, then when they work individually.
Diversity
________: extent to which members of a group are similar to, or different from another.
Conformity
________: phenomenon of adjusting the behavior of an individual to align with the norms of the group.
Cohesiveness
________: degree to which group members are attracted to each other and are motivated to stay in the group.
particular objectives
Group: two or more individuals, interacting and interdependent, who have come together to achieve ________.
Groupthink
________: phenomenon in which norm for consensus overrides the realistic appraisal of alternative courses of action.
identity theory
Social ________: perspective that considers when and why individuals consider themselves members of groups.
Deviant workplace
________ behavior: voluntary behavior that violates significantly organizational norms.
Group shift
________: phenomenon of changing the level of risk of a decision towards greater risk /conservatism.
Role expectations
________: how other believe a person should act in a given situation.
Role conflict
________: situation in which an individual is confronted by divergent role expectations.
Norms
________: acceptable standards of behavior within a group that are shared by the groups members.
Nominal group technique
________: group decision- making method in which individual members meet face- to- face to pool their judgements in a systematic but independent fashion.
Group properties
________: roles, norms, status, size, cohesiveness and diversity.
Reference groups
________: significant groups to which individuals belong or wish to belong and with whose work norms individuals are willing to conform.
Role
________: set of expected behavior patterns attributed to someone occupying a given position in a social unit.
Group
Two or more individuals, interacting and interdependent, who have come together to achieve particular objectives
Formal group
Designated work group defined by an organization’s structure
Informal group
Group that is neither formally structured nor organizationally determined, such a group appears in response to the need for social contact
Social identity theory
Perspective that considers when and why individuals consider themselves members of groups
In-group favoritism
Perspective in which we see members of our in group as better than other people and not people in our group as all the same
Five-stage group-development model
Forming stage, storming stage , norming stage, performing stage and adjourning stage
Punctuated-equilibrium model
Set of phases that temporary groups go through that involves transitions between inertia and activity
Role
Set of expected behavior patterns attributed to someone a occupying a given position in a social unit
Role perception
Individual's view of how he/she is supposed to act in a given situation
Role expectations
How other believe a person should act in a given situation
Psychological contract
Unwritten agreement that sets out what management expects from an employee and vice versa
Role conflict
Situation in which an individual is confronted by divergent role expectations
Norms
Acceptable standards of behavior within a group that are shared by the groups members
Performance norms
Level of output, time constraints
Appearance norms
Dress code
Social arrangement norms
Ability to form friendships within the workplace
Resource allocation norms
Assignment of challenging jobs
Conformity
Phenomenon of adjusting the behavior of an individual to align with the norms of the group
Reference groups
Significant groups to which individuals belong or wish to belong and with whose work norms individuals are willing to conform
Deviant workplace behavior
Voluntary behavior that violates significantly organizational norms
Status characteristics theory
Theory which states that differences in status characteristics create status hierarchies within groups
Social loafing
Tendency of individuals to extend less effort when they work collectively, then when they work individually
Cohesiveness
Degree to which group members are attracted to each other and are motivated to stay in the group
Diversity
Extent to which members of a group are similar to, or different from another
Groupthink
Phenomenon in which norm for consensus overrides the realistic appraisal of alternative courses of action
Group-shift
Phenomenon of changing the level of risk of a decision towards greater risk/conservatism