BMGT364 test 1

organizational behavior

the systematic study and application of knowledge about how individuals and groups act within the organizations where they work

learning

a relatively permanent change in knowledge or skill produced by experience

retention

the ability to recall or recognize what has been learned over time.

case studies

in-depth descriptions of a single industry or company

field studies

research conducted in actual organizations. They may include observation, interviews, surveys, or experiments.

meta-analysis

the process of summarizing research findings from studies on related topics

volume
variety
velocity
veracity

what are the four V's of big data?

descriptive
predictive
prescrptive

what are the three types of analytics?

triple bottom line

beyond economic viability, businesses need to perform well socially and environmentally

gig economy

temporary, flexible jobs where organizations hire independent contractors instead of, or in addition to, full-time employees

job satisfaction

feelings toward a job

organizational commitment

emotional attachment to the company

job engagement

investment of mental, physical, and emotional energies at work

values

stable life goals people have, reflecting what is most important to them

terminal values

end states people desire in life, such as leading prosperous life and world at peace

instrumental values

views on acceptable modes of conducts, such as being honest and ethical, and being ambitious

person-job fit

the extent to which a person's skills, knowledge, abilities, and other characteristics match job demands

person-organization fit

extent to which a person's values, personality, goals, and other characteristics match those of the organization.

openness
conscientiousness
extraversion
agreeableness
neuroticism

what is the OCEAN big vide model of personality?

consciousness, neuroticism, and extroversion

what three OCEAN components were shown to have significantly impacted firm's stock volatility as well as the likelihood that this risk would result in higher returns to shareholders?

lower levers of stock volatility and higher stock returns at higher risk levels

what does a more conscientious CEO affect?

higher levels of stock volatility but lesser relationship between higher risk and shareholder returns

what does a more neurotic and extroverted CEO affect?

negative relationship between stock risk and shareholder returns

what does a more extroverted CEO affect?

self-enhancement bias

the tendency to overestimate our performance and capabilities, and to see ourselves in a more positive light than others see us

self-effacement bias

the tendency to underestimate our performance and capabilities, and to see events in a way that puts us in a more negative light

false consensus error

how we as human beings overestimate how similar we are to other people

selective perception

when we pay selective attention to parts of the environment while ignoring other parts

consensus
distinctiveness
consistency

what are the three factors key to understanding what kind of attributions we make?

self-serving bias

the tendency to attribute our failures to the situation while attributing our successes to internal causes

hindrance stressors

stress caused by factors that detract us from our personal goals and prevent personal growth

challenge stressors

demands and circumstances that cause stress but also promote individual growth.

role ambiguity

vagueness in relation to our job responsibilities

higher emotional exhaustion, more thoughts of leaving an organization, and lowered job attitudes and performance

what is higher role ambiguity related to?

role conflict

facing contradictory demands at work

role overload

having insufficient time and resources to complete one's job

role ambiguity

of role ambiguity, conflict, and overload, which is the strongest predictor of poor performance?

worse job attitudes, higher turnover, and decreases in job performance in terms of both in-role performance and organizational citizenship behaviors

stressed individuals have lower organizational commitment than those who are less stressed

there is also research connecting feelings of burnout (a stress outcome) to absenteeism frequency

Challenge stress, or stress that contributes to personal development such as having a high volume of high-responsibility assignments, has been found to be related to higher performance and higher levels of work engagement, perhaps with some individuals rising to the challenge

what are the effects of the stress on work?

flow

a state of consciousness in which a person is totally absorbed in an activity

positive reappraisal

psychological coping technique. This method involves finding meaning in seemingly negative life events

ex: loosing your job is an opportunity to make a career change

negative emotions are related to counterproductive work behaviors in general

people experiencing negative emotions are less likely to be deceived—so negativity may bring in some healthy skepticism to a topic

what is the affect of negative emotions on work?

affective events theory

theory that explores how events on the job cause different kinds of people to feel different emotions

persona

a professional role that involves acting out potentially artificial feelings as part of a job

surface acting
deep acting
genuine acting

what are the three major levels of emotional labor?

surface acting

behavior requiring individuals to exhibit physical signs, such as smiles, that reflect emotions they don't feel

deep acting

behavior requiring an individual to try to experience the emotions they are displaying

genuine acting

behavior requiring an individual to display emotions aligned with their own

surface acting is related to higher levels of stress and fewer felt positive emotions

what is the relationship between surface acting and emotions and stress?

deep acting may lead to less stress

what is the relationship between deep acting and stress

self-awareness
self-management
social awareness
relationship management

what are the four building blocks involved in developing a high level of emotional intelligence?

research has shown that it is more appropriate to express emotions outwardly in individualistic cultures as opposed to collectivistic cultures.

in fact, in individualistic cultures, individuals are expected to express more emotions in general, and more positive emotions in particular

even though they are very unhappy with a job, employees may not leave an organization

which of the following statements regarding turnover is true?:

employees will quit their jobs voluntarily only when they feel they will get fired

the link between work attitudes and turnover is direct

manager absenteeism causes employee turnover

even though they are very unhappy with a job, employees may not leave an organization

poor performers are more likely to quit their jobs compared to high performers

research suggests which of the following relationships between performance and turnover?

in general, good performers are more likely to leave a firm than poor performers because other firms readily recognize their skills and actively seek their employment

pay-for-performance systems have no impact on an employee's likelihood to turnover

the establishment of a pay-for-performance system in a company guarantees that high performers will stay in the firm

poor performers are more likely to quit their jobs compared to high performers

maintenance of the psychological contract helps develop organizational commitment

when analyzing the information on work attitudes and aspects of the work environment, which of the following statements is true?

attitudes always predict behavior in the work environment.

maintenance of the psychological contract helps develop organizational commitment

people with negative work attitudes never perform well

personality and organizational citizenship are the two key attitudes that are the most relevant to important outcomes in the work environment

false

true of false

the relationship between positive work attitudes and behavior is clear

true

true or false

natalia is assisting new employee Jane by showing her around the facility. this is an example of organizational citizenship behavior

a firm that employs selective hiring practices

which of the following is likely to help produce an effective organization?

a firm where information is shared on a "need-only" basis

a firm that maintains two separate cafeterias for employees; one for executives and managers and one for everyone else

a firm that employs selective hiring practices

a firm that controls its labor costs by limiting training opportunities to only a few employees

false

true or false

successful organizations tend to limit the amount of information shared by maintaining a centralized structure

generation Xers (born between 1965 and 1979) have to feel that their personal goals align with organizational ones before they work toward company goals.

values change over the generations, evolving in response to historical contexts. which of the following statements is true regarding values of different generations?

generation Xers (born between 1965 and 1979) are very group-oriented.

generation Xers (born between 1965 and 1979) have to feel that their personal goals align with organizational ones before they work toward company goals.

generation Xers (born between 1965 and 1979) don't care what they do for work, they just want money.

generation Xers (born between 1965 and 1979) see work as central in their lives.

judgment

according to the Myers-Briggs Type Indicator, what dimension describes those who would like to have clarity and closure?

thinking

feeling

judgment

intuition

continue to complain to his friends, family and co-workers

since Marco is high on the Big Five personality trait of neuroticism, he is stressed and burnout at his job; he most likely will

quit and move into his parents' basement.

start actively looking for a new job.

continue to complain to his friends, family and co-workers.

approach his boss to seek a solution about work

tend to be more successful in their careers

high social monitors

tend to be more successful in their careers

tend to experience lower levels of stress.

are more committed to their companies.

are very accurate at conducting performance evaluations.

interactionist perspective

behavior is a function of the person and the situation interacting with each other

job interviewers are very adept at assessing conscientiousness in candidates, so the personality test is not really needed in employee selection.

all of the following statements regarding personality testing in employee selection are correct EXCEPT:

self-reporting measures of personality may not be the best way to measure personality.

there are mixed feelings as to whether candidates' faking responses on personality tests is a serious problem.

job interviewers are very adept at assessing conscientiousness in candidates, so the personality test is not really needed in employee selection.

personality is a better predictor of job satisfaction than job performance.

when people fit their organization, they are more committed to the organization and more satisfied with their jobs

findings of person-organization fit studies indicate:

when people fit their organization, they are less influential in the firm.

when people fit their organization, they are more committed to the organization and more satisfied with their jobs

when people fit their organization, they tend to leave an organization at about the same rate as those who are organization misfits.

when people fit their organization, they consistently perform better.

true

true or false

behavior may be affected as much by what is expected of us as how we want to behave

social awareness

when you understand how OTHERS feel you are exhibiting which of the building blocks of emotional intelligence?

surface acting

jennifer strongly dislikes her next-door neighbors, yet every time she sees them she stops to pleasantly chat with them for a few moments. Jennifer is engaging in...?

higher life satisfaction

research suggests high levels of emotional intelligence lead to which of the following?

greater propensity to perceive situations as threats

higher stress levels

cognitive dissonance

higher life satisfaction

challenge stressors

demands and circumstances that cause stress but also promote individual growth

higher performance

Stress in the form of job challenge leads to:

higher performance

higher commitment

higher turnover

higher absenteeism

resistance phase

in what stress phase does the body release cortisol and begin to adjust to the demands of the stress?

resistance phase
alarm phase
exhaustion phase
adaptation phase

expectations of future downsizing leads to greater absenteeism in the workplace

which of the following statements regarding life stressors is correct?

work-life conflict is slightly greater for men than women.

stress results only from negative life events; positive life events increase feelings of satisfaction.

organizations cannot aid employees in dealing with work-life conflicts as any interference from the firm would be seen as an invasion of privacy.

expectations of future downsizing leads to greater absenteeism in the workplace.

individuals with Type A personalities are more likely to experience negative organizational outcomes.

research on individual differences in the type of stress experienced by employees indicates that:

individuals with Type A personalities are more likely to experience negative organizational outcomes.

due to their stronger social networks, men process stress more effectively than women.

men become depressed more often than women.

workaholics enjoy work more than other employees

General Adaptive Syndrome

the hypothesis that stress plays a general role in disease

alarm phase

it is finals week at State University and Agnes has five finals in three days. What phase of the stress process is she experiencing in the scenario below?

Agnes glances at the clock and notes it is three hours until her first final of the week. She still has two chapters to study. She feels a slight pain in the pit of her stomach. Agnes is experiencing symptoms of what stress phase?

all of the above

major organizational changes can cause employees to experience higher levels of stress at work. Which of the following is considered a type of organizational change?

changes in workforce due to a merger or an acquisition

changes in executive leadership

changes in policies and protocols

all of the above

individualism
power distance
uncertainty avoidance
masculinity

what are the four dimensions that countries differ in?

programmed decisions

choices that occur frequently enough that we develop an automated response to them

decision rule

automated response to problems that occur routinely

nonprogrammed decisions

decisions that require conscious thinking, information gathering, and careful consideration of alternatives

strategic decisions

decisions that are made to set the course of an organization

tactical decisions

decisions about how things will get done

operational decisions

decisions employees make each day to make the organization function

analysis paralysis

a decision making process in which more and more time is spent on gathering information and thinking about it, but no decisions actually get made

fluency: number of ideas a person can generate
flexibility: how different the ideas are from each other
originality: how unique a person's ideas are

what are the three factors that evaluate the level of creativity in the decision making process?

anchoring and adjustment bias

the tendency for individuals to rely too heavily on a single piece of information

availability bias

a situation in which information that is more readily available is viewed as more likely to occur

confirmation bias

the tendency to process and analyze information in such a way that it supports one's preexisting ideas and beliefs

escalation of commitment bias

when individuals continue on a failing course of action after information reveals this may be a poor path to follow

fundamental attribution error

a situation in which good outcomes are attributed to personal characteristics, such as intelligence, but undesirable outcomes are attributed to external circumstances, such as the weather

social awareness

interpreting information about another person

receiver
target
situation

what three characteristics does social perception depend on?

system 1 thinking

fast, automatic, emotional thinking that often triggers fight or flight or freeze responses

system 2 thinking

slow, deliberate, conscious, and logical thinking that happens less frequently

self-fulfilling prophecy

the professor announced the first day of class: "students are not good at meeting deadlines. I guarantee you that someone will email me the day after a due date and ask if I will accept a paper for partial credit." yesterday the first paper was due in the professor's class. he just checked his email and a student inquired whether the paper could be turned in for partial credit today.

this is an example of...?

if we make an external attribution to someone's goal achievement, we are less likely to reward the individual

which of the following statements about attribution is correct?

if someone's failure is due to internal causes, we feel empathy and offer help.

when faced with poor performance, one punishes the person more if we make an external attribution.

attributions depend only on consensus, distinctiveness and consistency.

if we make an external attribution to someone's goal achievement, we are less likely to reward the individual

true

true or false

our visual perception is biased because we do not perceive objects in isolation

false

true or false

people are always interested in making an optimal decision

the dynamic nature of today's organizations, including structural changes and cost cutting, have driven creativity in the business.

which of the following statements about the creative decision-making model is accurate?

the dynamic nature of today's organizations, including structural changes and cost cutting, have driven creativity in the business.

innovation is the generation of new, imaginative ideas

innovation and creativity are the same process.

problem identification is the last step in the creative decision making model

successful managers tend to be clear on what they want at the outset of the decision making process.

which of the following statements regarding the rational decision-making model is accurate?

the decision maker should generate alternatives before establishing criteria.

successful managers tend to be clear on what they want at the outset of the decision making process.

one research study indicated that alternative generation occurred in 85% of the decisions examined.

the decision maker should make certain to clearly identify alternatives before undertaking any other step.