week 5 OP

task interdependence

The extent to which performance on team-based tasks are dependent on other members’ performance

production teams

manufacture tangible products on a cyclical basis

service teams

members interact with and assist clients on a regular basis

Action and performance teams

members are interdependent specialists working on a time- constrained tasks

What did Tuckman suggest

He proposed four phases of group forming.

Forming: ⚬ First step of new groups (bringing members together) •

Storming: ⚬ Working out the interpersonal and work demands of the group

Norming: ⚬ The group develops its own norms for behaving in the group environment, and imposing its own rewards and sanctions to reinforce those behaviours •

Performing: ⚬ the group finally getting down to productively work on a task

what did Kozlowski & Bell suggest

they argued tuckman’s theory was not accurate and said

phase 1= formation

phase 2= task compilation

phase3= dyadic relationships/role compilation

phase 4= team compilation

which ways does referent group norms shape behaviour?

normative inflluence= conform to fit in and avoid rejection

informational influence= copy others because we think they have correct facts

cooperative norm

an unwritten social rule that expects individuals to help each other, share resources, and act for the common good rather than purely out of self-interest

minority influence

The process by which dissenters (or numerical minorities) produce attitude change within a group, despite the extraordinary risk of social rejection and disturbance of the status quo

how minorities influence

via thoughtful processing. Tends to lead to private attitude change that guides behaviour

how majorities influence thoughts

they influence thoughts via automatic processing. Tends to be superficial and short lasting.

social loafing

Situations in which individuals put forth less effort when working in a group than when working alone

job attitude

A relatively stable view or opinion of a specific
person, group, organization, job, or situation

job affect

ones feeling about work

whats affective events theory

Focuses on how workplace events trigger emotional
reactions in employee

what are components of AET?

Workplace Events: Both positive (e.g., praise, promotions) and negative (e.g., criticism, conflict)

⚬ Affective Reactions: Emotions triggered by these events (e.g., happiness, frustration)

⚬ Job Attitudes: How these emotional reactions influence attitudes like job satisfaction and organizational commitment

⚬ Behavioural Responses: Emotions influence both productive behaviours (e.g., Organizational Citizenship Behaviours, OCBs) and counterproductive behaviours (e.g., absenteeism, withdrawa

Three aspects of job satisfication

1-thoughts and beliefs abt job

2-feelings about job

3-behaviour at job

whats job description index

One of the most
widely used job satisfaction measures,
measuring five facets of job satisfaction:
satisfaction with work, pay, promotion,
supervision, and coworkers

whats the jobs in general scale

A global measure
of job satisfaction in which a total score is
created based on ratings of several general
characteristics

The minnesota satisfication questionnaire

A measure of job satisfaction that measures
overall intrinsic and extrinsic satisfaction, as
well as 21 specific aspects (e.g., pay, flexibility,
coworkers)

whats reward management for

Reward management (especially intrinsic and intangible rewards) is the strongest predictor of employee engagement, emphasizing the importance of meaningful work

whats performance management for

Performance management is crucial for fostering engagement, as clear performance evaluation and feedback help employees connect their efforts with outcomes

whats transformational leadership for

Transformational leadership significantly enhances engagement, and leadership skills can be developed through targeted training program

job involvement

Extent to which you identify with your job
and the value you place on it

job engagement

Refers to the emotional commitment employees have toward their organization, driving them to put in extra effort and go beyond basic job requirements

⚬ Meaningful work, recognition, feedback

organizational commitment

strength to which workers are committed to their organization. Commitment is related to helpful behaviours outside of formal job duties, also known as organizational citizenship behaviours

whats the three components to organizational commitment

affective commitment- emotional attachment to identification with and involvement with the organization

continuance commitment- Commitment based on the costs that
employees associate with leaving the organization

normative commtiment- Feelings of obligation to remain with the
organization

organizational justice

Our perceptions of fairness in the workplace

procedural justice- fairness by which organizational decisions are made

distributive justice- perceived fairness of the distribution of outcomes

interactional justice- extent to which individuals are treated fairly within an organization

whats distributive justice rules

Distribution justice is based on equality where all employees have equal opportunity. Equity where rewards are distributed equitably. Need where rewards should be distributed based on needs.

Interactional justice rules

interpersonal justice- how fairly and respectfully
individuals are treated in their interactions within an organization

informational justice- quantity and quality of
information employees receive
regarding a workplace decision