BA350 Midterm 1 Study Terms | Psychology Definitions SDSU

Organizational behavior

OB is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organizations effectiveness

What are the behavioral disciplines that contribute to OB?

Psychology, Social psychology, sociology, and anthropology

Psychology is

the behavior of humans and other animals

Social psychology is

the influence of people of one another

Sociology is

people in relation to social environment or culture

anthropology

studies societies to learn about human beings and their activities

OB and the topics it covers

Disciplines, systematic study, levels of analysis

Individuals and the topics it covers

Motivations, attitudes, personality , jobs satisfaction and performance

Organization system and the topics it covers

Culture, climate, structure

Groups/teams and the topics it covers

Communication, decision-making, leadership, power and politics

Contingency variables

Appropriate management depends on the demand of the situation or conditions

What environment is influencing OB? Be specific.

The VUCA environment is influencing OB.

Volatility

Uncertainty

Complexity

Ambiguity

This has to do with factors like managing workforce diversity and inclusion, responding to globalization, technology and social media, always on work cultures, focus on Corporate Social Responsibility (CSR) , AI and Machine learning, shift to gig economy.

What is CSR?

Corporate Social Responsibility is an organizations self-regulated actions to benefit society or environment beyond what is required by law.

Example: Charitable giving, sustainability training

Systematic study of behavior

-Cause and effect focused.

-Behavior generally is predictable if we know how the person perceived the situation and what is important to the person.

evidence-based management (EBM)

-Complements systematic study

-Argues for individuals to make decisions based on evidence

Intuition

Evidence-Based management (EBM) and Systematic Study (S.S) add to intuition which is gut feelings about what makes others.

But making decisions with intuition/gut instinct means that you are likely working with incomplete information.

What are the roles of Managers?

PLOC

Planning, Learning, Organizing, Controlling

Define the management function: Planning

Defining what we intend to do.

-environment context (market/trends/history/competition)

Define the management function: Organizing

Designing what/how work gets done and by whom.

-Workers(people) > structure > tasks > processes --> these are all connected and effect eachother

Define the management function: Leading

Motivating and directing

-hire, train, coach, mentor

Define the management function: Controlling

Monitoring outcomes and react

-Performance (org., group, individual)

What are the 3 factors in an OB Model?

Inputs > processes > outcomes

Outcomes being most important

Inputs

Variables like personality, group structure, organization culture. These lead to processes.

At the individual level its personality.

Processes

-If inputs are like the nouns in organizational behavior, processes are like verbs.

-Defined as actions that individuals, groups, and organizations engage in as a result of inputs, and that lead to certain outcomes.

Outcomes

Key factors that you want to explain / predict. Affected by other variables such as attitudes and stress, job performance, citizenship/withdrawal behavior

Organization citizenship behavior (OCB)

discretionary (optional) behavior that is not part of an employee's formal job requirements, but which promotes the effective functioning of the organization

Withdrawal behavior

a set of actions that employees perform to avoid the work situation - behaviors that may eventually culminate in quitting the organization (example: showing up late, being absent for important work meetings)

Organization survival

the degree to which an organization is able to exist and grow over the long term

Mintzberg Managerial roles

Mintzberg concluded that managers perform (10) different, highly interrelated role or sets of behaviors thus serving a critical function in organizations.

They are interpersonal (3), informational (3), and decisional (4)

Interpersonal roles

Figurehead , leader, and liaison

The managerial roles in this category involve providing info and ideas

Informational roles

Monitor, disseminator, spokesperson

The managerial roles in this category involve processing information

Decisional roles

Entrepreneur, disturbance handler, resource allocator, negotiator

The managerial roles in this category involve using information

Define figurehead. Know the category it falls under in Mintzberg roles.

-Interpersonal

Symbolic head; required to perform a # of routine duties of a legal or social nature

*figurehead = symbolic head = source of inspiration = people look up to you as a person w/ authority

*setting a good example at work

Define leader. Know the category it falls under in Mintzberg roles.

-Interpersonal

responsible for the motivation and direction of employees

*provide leadership for team → manage the performance and responsibilities of everyone in the group

Define liaison. Know the category it falls under in Mintzberg roles.

-Interpersonal

maintains a network of outside contacts who provide favors and info.

*must be able to network effectively on behalf of your organization... communicate

Define monitor. Know the category it falls under in Mintzberg roles.

-Informational

receives a wide variety of info. ; serves as the nerve center of internal and external info of the org.

*monitor responsible for wide variety of informational stuff - internal and external

Define disseminator. Know the category it falls under in Mintzberg roles.

-Informational

transmits info received from outsiders or from other employees to members of the organization

*disseminator → disperses informational content received from people outside of org. To members of org

*learn how to share organizational info

Define spokesperson. Know the category it falls under in Mintzberg roles.

-Informational

transmits info. To outsiders on orgs. Plans , policies , actions and results ; serves as expert on organizations industry

*transmits informational stuff to on organizations plans /actions = THE EXPERT

*representing your organization lets say at a conference

Define entrepreneur. Know the category it falls under in Mintzberg roles.

-Decisional

searches org. And its environment for opportunities and initiates projects to bring about change

*entrepreneur is under decisional role of management → they organize opportunities for business → they DECIDE TO bring change

*coming up w/ new ideas - be creative

Define disturbance handler. Know the category it falls under in Mintzberg roles.

-Decisional

Responsible for corrective action when organization faces important, unexpected disturbances

*handles disturbances!

*responsible for handling disturbances in the organization

*they DECIDE TO handle the disturbances

Define resource allocator. Know the category it falls under in Mintzberg roles.

-Decisional

makes or approves significant organizations Decisions

*allocator = is a person with authority. Think of this allocator → approves resources .. significant decisions

*manage a budget / cut costs/ prioritize making the best of your resources

*THEY DECIDE / approve significant organizational decisions

Define negotiator. Know the category it falls under in Mintzberg roles.

-Decisional

responsible for representing at major negotiations

*THEY DECIDE to represent major negotiations

According to Mintzberg, a factory supervisor giving a group of high school students a tour of the plant may be termed as ___________

Figurehead

Explanation: Mintzberg says that a figurehead is a symbolic head who is required to perform a number of routine duties of a legal or social nature

Person-Job Fit

John Holland describes this as the effort to match job requirements with personality characteristics. This theory identifies 6 personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

This model basically says; if we know a little bit of what you like/enjoy, we know what job is best suited for you.

What are the 6 personality types under Person Job Fit?

C.R.E.S.I.(T)A.

Conventional

Realistic

Enterprising

Social

Investigate

Artistic

Define personality.

The total number of ways in which an individual reacts to and interacts with the world around them

Personality traits are

enduring characteristics that describe an individuals behavior

Why do we measure personality?

1. Predict behavior and emotion

2. Predict how X situation will produce Y behavior

3. Determine proclivity ( tendency )

**no personality test will give you a better understanding of someone than repeated interaction and conversation

What is the most common way to measure personality?

Self report surveys "I worry alot about the future"

Myers-Briggs Type Indicator (MBTI)

a personality test that taps four characteristics and classifies people into 1 of 16 personality types

E or I (Extraversion or Introversion)

Extroversion > outgoing

Intro > shy

S or N (Sensing or Intuition)

is how one prefers to process information, whether through the use of senses such as being able to describe what one sees, or intuitively like dealing with ideas.

Sensing = practical

Intuitive = unconscious process and usually look at

"the big picture"

Thinking or Feeling (T or F)

Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions.

Judging or Perceiving (J or P)

Judging = control, order and structure

Perceiving = Flexible , spontaneous

What is the Big 5 Model? What is OCEAN

Personality model that proposes 5 basic dimensions (OCEAN) encompass/explain differences in human personality.

OCEAN is:

Openness

Conscientiousness

Emotional stability

Extroversion

Agreeableness

Negative emotionality

Conscientiousness dimension of big 5 model

Reliable : responsible, dependable, organized

Emotional stability dimension of big 5 model

Calm, self confident , secure

High score = positive :)

Low score = anxiety / insecure

Extroversion dimension of big 5 model

Sociable / assertive

(introvert = timid , thoughtful)

Openness to experience dimension of big 5 model

Curious/creative

(low score = comfort in familiarity)

agreeableness dimension of big 5 model

good natured / cooperative

The Dark Triad

A personality assessment that consists of 3 other socially undesirable traits that are machiavellianism, narcissism, psychopathy

Machiavellianism

-The ends justify the means

-I do whatever I want to get ahead

-Engage in CWB ( counter productive work behavior)

-Less in OCB

-You win short term... you lose long term

Narcissism

Likes to be center of attention; arrogant; no empathy; exploitation

-largest prediction of CWB (counter productive work behavior)

-Some say is adaptable though and shows leadership in some ways

Issues with MBTI (Myer Briggs type indicator)

-Limited: this or that

-No evidence to support validity

-does not predict job performance or important organization outcomes

Psychopathy

Lack of concern for others and lack of guilt or remorse.

-No clinical connotation when used in OB

-Bullying / little connection to CWB

core self-evaluation (CSE)

Bottom line conclusions individuals have about their capabilities, competence, and worth as a person

(+) CSE (core self eval) example

I am effective and in control of my environment.

Positive CSEs are able to adapt to change more

(-) CSE (core self eval) example

I dislike myself. I question my capabilities.

Self-monitoring

measures an individual's ability to adjust his or her behavior to external, situational factors

Describe a "high self monitor"

Considerable adaptability to adjusting their behavior. Sensitive to external cues. More likely to emerge as leaders.

Describe a "low self monitor"

Cant disguise themselves... says whatever

these people are realllll

Situation strength theory (SST) Name examples

The way personality translates into behavior depends on strength of situation

Example: the 4 C's

1. Clarity: for example if you are a janitor your job duties are pretty transparent compared to a hollywood actor agent

2. Constraints: Jobs w/ many constraints (limited by forces) = strong situation. example: Banker vs. Forest ranger

3. Consistency: Compatability of work duties and responsibility. Example the job of an acute care nurse has higher consistency than job of manager

4. Consequences: Actions have important implications for the organization. Example: There are different consequences for a surgeon compared to a language teacher.

Trait Activation Theory (TAT)

a theory that predicts that some situations, events, or interventions "activate" a trait more than others

-using TAT we an predict which jobs suit personalities

-Example: A Commission-based job like selling cars is more likely to be an extrovert ( Because they are reward sensitive)

Example of TAT

Dealing with angry people

Flight attendant

(+)extroversion

(+)agreeableness

(+)emotional stability

Values

basic conviction that some actions and outcomes are more morally, socially, personally preferable than others

Value = what "ought" and "ought not to be" right or wrong

Value can sometimes cloud objectivity and rationality

The _________ dimension of the big five model is a measure of reliability

Conscientiousness : a highly conscientious person is responsible , organized, dependable, persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable

_____________(s) get things done through other people. They make decisions, allocate resources, and direct the activities of others to attain goals.

a. Entrepreneur

b.Figurehead

c.Manager

d.Liaison

Managers

Terminal Values vs Instrumental Values

terminal values: refer to desired end states

example: prosperity / economic success / health and well being

instrumental values: refer to modes of behavior or means of achieving terminal values

example: autonomy, self reliance, kindness, goal orientation

each of us places value on both the ends ( terminal values ) and the means (instrumental values)

Intrinsic values

Personal feelings that stem from the direct relationship between you and the work ( joy, helping, innovating )

Extrinsic Value

rewards or benefits that stem from the work environment or evaluation of others (ex. money , promotions, recognition).

Someone that has dominant work values of flexibility , skepticism, self-enhancement is most likely to be from what generational cohort?

GenerationX born 1965 - 1980

Someone that has dominant work values of competititon, quality relationships, and open-mindedness is most likely to be from what generational cohort?

Millennials born 1981 - 2000

According to the Myers-Briggs Type Indicator (MBTI) classification, people belonging to the "________" type are flexible and spontaneous.

A) thinking

B) extraverted

C) introverted

D) feeling

E) perceiving

E) perceiving

Components of attitudes (ABC's )

There are 3 components: affective, behavioral, cognitive

attitude

judgements / evaluative statements ( favorable or unfavorable ) about objects , people, or events. It is how we feel about someone

Cognition

it is a component of attitudes. it is an opinion / belief.

example : my pay is low

Affective

it is a component of attitudes. it is an emotion/feeling.

example: i am angry over how little i am paid

behavioral

it is a component of attitudes. It is an action.

example: i am going to look for another job that pays better

True or False: Research suggests that attitudes predict future behavior

true

Cognitive dissonance

psychological discomfort that arises from holding 2 conflicting attitudes or between behavior and attitudes

People tend to seek consistency in their attitudes, so the conflict causes discomfort -- motivating us to action ; reject info , explain or rationalize , avoid new info

example: You know texting while driving is bad you do it anyway and convince yourself nothing bad will occur

Job satisfaction

employee's general attitude toward his or her job; Do I like what I am doing? Do I like who I am working with?

Job Involvement

extent to which we identify with a job and consider it important to self worth

To what extent does the role that I am playing in this organization offer me self-worth?

organizational commitment

the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization

the bond / connection with the employees and their employer

2 ways to measure job satisfaction

1. Single global rating (Rate 1-5) ; this is not time consuming

2. Summation of job facets: Identifies key elements in a job ( type of work ) skills needed ... dissatisfied to satisfied ; this measurement helps managers zero in on problems more efficiently /more accurately

Influences of satisfaction

Economic conditions and job facets (work itself, promotion, pay etc)

What contributes to job satisfaction?

Job conditions, personality and individual differences ( core self evaluation and culture ), pay

Name the 4 outcomes of job satisfaction

1. Job performance

2. Organizational Citizenship behavior ( trust is the reason why job satisfaction leads to OCB)

3. Customer satisfaction

4. Life satisfaction

Responses to dissatisfaction

exit, voice, loyalty, neglect

What are the active responses to low job satisfaction? (hint:2)

exit and voice

Exit = dissatisfaction will lead you to leave the organization (destructive)

Voice: Suggest improvements (constructive)

What are the passive responses to low job satisfaction? (hint:2)

Loyalty and neglect

Loyalty= passively waiting for it to improve ( constructive )

Neglect = dissatisfaction occurs , so you just let it happen ( destructive )