MHR Exam 1

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57 Terms

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Organizational Behavior (OB)

The study of how individuals, groups, and structure impact behavior within an organization to improve effectiveness.

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Systematic Study

The use of scientific methods to predict and explain behavior in organizations.

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Evidence-Based Management (EBM)

Making decisions based on proven research rather than intuition.

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Behavioral Sciences in OB

Fields such as psychology, sociology, anthropology, and political science that study various aspects of behavior in organizations.

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Psychology

The study of individual behavior, emotions, and personality.

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Sociology

The examination of group behavior and social structures.

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Anthropology

The focus on cultures and human behavior.

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Political Science

The study of power, conflict, and governance within organizations.

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Workforce Diversity

A mix of different demographic traits (age, gender, race, etc.) within an organization.

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Gig Economy

A labor market characterized by short-term contracts and freelance work instead of full-time jobs.

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Corporate Social Responsibility (CSR)

Organizational efforts to improve societal well-being beyond financial performance.

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Work-Life Balance

Maintaining equilibrium between job responsibilities and personal life.

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Effective Manager

A manager who focuses on performance, employee satisfaction, and development.

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Successful Manager

A manager who focuses on networking and promotions.

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Diversity

Differences among individuals in gender, race, ethnicity, age, disability, and other characteristics.

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Social Identity Theory

The theory that people categorize themselves and others into groups, influencing self-concept and biases.

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Surface-Level Diversity

Observable characteristics such as age, gender, race, and ethnicity.

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Deep-Level Diversity

Traits that are not immediately visible, like values, personality, and work styles.

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Stereotype

A general belief about a group that may not be accurate for individuals.

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Stereotype Threat

Fear of being judged based on a stereotype, which can impact performance.

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Discrimination

Treating individuals unfairly based on characteristics such as gender, race, or age.

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Glass Ceiling

An invisible barrier that prevents minorities and women from advancing to higher leadership positions.

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Americans with Disabilities Act (ADA)

Law requiring employers to provide reasonable accommodations for employees with disabilities.

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Diversity Management

Organizational strategies to create inclusive environments and maximize the benefits of workforce diversity.

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Diversity Training

Programs that educate employees on diversity and inclusion to promote fair treatment.

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Emotions

Intense, short-lived feelings caused by specific events (e.g., anger, happiness, sadness).

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Moods

Less intense, longer-lasting emotional states without a specific cause (e.g., positive mood, negative mood).

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Emotional Labor

The process of managing emotions to fulfill job roles and display appropriate emotions at work.

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Surface Acting

Hiding true emotions while displaying required emotions.

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Deep Acting

Changing inner emotions to match required workplace emotions.

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Emotional Dissonance

A conflict between felt and displayed emotions, leading to stress and burnout.

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Affective Events Theory (AET)

Workplace events trigger emotional reactions, which influence job performance and satisfaction.

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Emotional Intelligence (EI)

The ability to recognize, understand, and regulate emotions in oneself and others.

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Self-awareness

Recognizing one’s own emotions.

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Self-regulation

Controlling emotions.

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Motivation (in EI)

Using emotions to achieve goals.

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Empathy

Understanding others' emotions.

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Social skills

Managing relationships effectively.

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Emotional Contagion

The tendency of emotions to spread from one person to another in social interactions.

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Emotion Regulation

Strategies to manage emotions.

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Cognitive Reappraisal

Reframing how one thinks about a situation to manage emotions.

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Social Sharing

Talking about emotions to release tension.

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Mindfulness

Focusing on the present moment to manage emotions.

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Perception

The process of interpreting and organizing sensory impressions to understand the environment.

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Attribution Theory

Explains how individuals determine the cause of behavior based on consensus, distinctiveness, and consistency.

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Consensus

Do others behave the same way in similar situations?

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Distinctiveness

Does the person behave differently in different situations?

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Consistency

Does the person behave the same way over time?

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Fundamental Attribution Error

The tendency to overestimate internal factors and underestimate external factors when judging others.

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Self-Serving Bias

The tendency to attribute personal successes to internal factors and failures to external factors.

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Selective Perception

Focusing only on information that aligns with one's beliefs while ignoring contradicting data.

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Halo Effect

Forming an overall positive impression of someone based on one favorable trait.

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Horns Effect

Forming a negative impression of someone based on one unfavorable trait.

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Contrast Effect

Judging someone’s characteristics based on comparisons with people encountered recently.

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Stereotyping

Categorizing individuals based on group membership and assuming they share the same characteristics.

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Employment Interview Bias

The tendency of interviewers to form quick judgments about candidates, often within the first few minutes.

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Performance Evaluation Bias

Managers' subjective perceptions influence employee assessments, leading to unfair evaluations.