Organizational Behavior Flashcards

Flashcards for lecture notes on various organizational behavior topics.

Artefacts

The constructed environment of an organization, including its physical structures, language, rituals, and public documents; the visible and tangible elements of culture.

Espoused Values

The organization's stated values, rules, and norms that guide behavior; often found in mission statements and ethics codes.

Enacted Values

Values that are shown through employee behavior and company actions; may differ from espoused values.

Underlying Assumptions

Unconscious beliefs or perceptions that automatically shape thinking, behavior, and decision-making; the foundation of organizational culture.

Power Distance

Acceptance of unequal power distribution by people in a society or organization.

Individualistic Cultures

Cultures focus on personal goals and achievement, independence, and self-reliance; performance is awarded individually.

Collectivistic cultures

Cultures emphasize teamwork and cooperation, group loyalty, and shared responsibilities; harmony is valued over competition.

Masculine Cultures

Cultures in which success is defined by achievement and competition; roles are more traditional.

Feminine Cultures

Cultures focus on collaboration, relationships, and work-life balance; success is defined in terms of quality of life and well-being.

Uncertainty Avoidance

Measures how comfortable a culture is with ambiguity, risk, and uncertainty.

Long-Term Orientation

Focuses on perseverance, future rewards, and long-term success; strategic investments are prioritized.

Short-Term Orientation

Focuses on immediate results, traditions, and fulfilling current obligations.

Indulgent Culture

Encourages gratification of desires, individual happiness, and personal freedom.

Restraint Culture

Suppresses gratification through strict norms and social expectations.

Clan Culture

Collaborative, family-like culture that focuses on people, teamwork, and a sense of belonging.

Adhocracy Culture

Innovative, entrepreneurial culture that values innovation, creativity, and risk-taking.

Market Culture

Competitive, goal-driven culture that focuses on results, performance, and competition.

Hierarchy Culture

Structured, process-oriented culture that emphasizes formal structure, clear procedures, and stability.

Organizational Culture

Impacts employee effectiveness by driving engagement, innovation, productivity, adaptability, and retention.

Flat Structure

A structure that suits cultures that value low power distance, open dialogue, and innovation; promotes fast decision-making and team empowerment.

Hierarchical Structure

A structure that aligns with cultures that value tradition, authority, and clear roles; supports control and formal communication.

Recruitment

The process of sourcing, screening, and selecting individuals to fill job roles.

Job description

Clearly outlines the roles & responsibilities, a summary of the job

Job specification

To define the specific skills & qualifications needed to perform the job successfully.

Referral

Hiring candidates based on recommendations who align with existing team values, supporting a strong cultural fit.

Promotion

Moving employees who already demonstrate alignment with the organization’s culture into new positions.

Transfer

Shifting employees to teams or roles where their cultural fit benefits collaboration, maintaining cultural consistency.

Job Advertisements

Crafting job ads that clearly reflect company values and expectations to attract culturally aligned candidates.

Social Media Recruitment

Using platforms like LinkedIn or Instagram to showcase company culture and attract like-minded talent.

Campus Recruitment

Targeting institutions with students whose values align with the organization’s mission.

Career Fairs

Presenting company culture clearly at career fairs to attract culturally compatible candidates.

Selection

The process of choosing the most suitable candidate for a job.

Selection Process

Involves activities like Resume/CV Screening, Preliminary Interview, Employment Tests, Interviews, Background & Reference Checks, Medical Examination (if applicable), and Final Decision & Job Offer

Onboarding

The process of integrating a new employee into an organization and preparing them to succeed in their role.

Structured Onboarding

Structured, planned and formal process with a clear schedule with defined steps and timelines.

Ad-hoc Onboarding

Informal, unplanned and inconsistent approach with No fixed plan, depending on situation or person, may miss important information or training.

Performance Management

A systematic process of assessing employee performance and aligning it with organizational goals, including setting expectations, giving feedback, and identifying training needs to improve results.

Performance Appraisal

The regular review of an employee's job performance and contribution, helping evaluate goal achievement and supporting decisions on career advancement or further development.

SMART goals

Specific, Measurable, Achievable, Relevant, and Time-bound goals for employees based on defined performance standards.

Rating Scales

Managers rate employee traits or behaviors using a scale

360-Degree Feedback

Feedback is gathered from peers, subordinates, supervisors, and sometimes customers

Ranking Method

Employees are compared directly against each other and ranked from best to worst in terms of overall performance

BARS (Behaviorally Anchored Rating Scales)

Assess specific behaviors

Forced distribution

Place employees into performance categories by a set distribution

On-the-Job training (OJT)

Training methods in which a person with job experience and skill guides trainees in practicing job skills at the workplace.

Off-the-Job Training

The learning that takes place outside of an employee's normal work duties, typically within their regular working hours.

Apprenticeship

A work-study training method that combines hands-on training and classroom learning assisting a certified tradesperson

Internship

On-the-job learning sponsored by an educational institution as a component of an academic program.

Coaching

A coach guides and supports an employee in their specific job duties to improve performance or develop new skills.

Mentoring

Involves a more experienced employee or manager providing guidance, support, and advice to a less experienced colleague.

Job shadowing

A training method where a person observes someone in their role for a short period (a few hours to a few days).

Classroom Instruction

Trainer-led sessions involving lectures, slides, discussions, case studies, Q&A, and role play.

Computer-based training(E-learning)

Involves receiving training via the Internet or the organization's intranet, typically through web-based training modules, distance learning, and virtual classrooms.

Simulations

A training method that represents a real-world situation, it allows individuals to practice skills and make decisions without facing any risks.

Workshops/ Seminars

Workshops involve interactive discussions and activities. Seminars are lecture-style sessions where experts share insights, followed by discussion.

Diversity, equity, and inclusion (DEI)

A framework adopted by organizations to promote fair treatment and full participation of all individuals, respecting and valuing differences across age, gender, race, background, and abilities.

TAFEP

Tripartite Alliance for Fair & Progressive Employment Practices

Workplace Fairness Act (WFA)

A law that Protects against discrimination at the workplace based on Age, nationality, sex, marital status, race, religion, disability, mental health

Burn-out

A stress consequence that occurs when people experience emotional exhaustion, cynicism, and reduced feelings of personal accomplishment.

Work-life balance

Addresses how an organization's workforce prioritizes their personal and professional activities.

Flexi-time

Employees can adjust their work hours within a set framework, potentially working staggered hours or having a compressed workweek.

Flexi-place

Employees can work from locations other than their usual office, such as working from home (telecommuting).

Flexi-load

Employees can adjust their workload, such as job sharing or part-time work, with corresponding changes in pay.

Work-Life Grant

Supports companies implementing FWA and work-life strategies.

Workplace Health Promotion (WHP) Grant

Grant Up to S$15,000, especially for SMEs.

Change management

A structured approach that transit individuals, teams, and organisations from their current situation to a desired future state.

Lewin’s Three-Stage Model

Model consist of 3 stages: Unfreeze, Move, Refreeze.

Kotter's Eight-Step Framework

Model provides a thorough procedure for leading change with 8 steps

ADKAR Model

Awareness, Desire, Knowledge, Ability, Reinforcement

McKinsey 5A Model

Aspire, Assess, Architect, Act, Advance

Sense-makers

Assist employees in understanding the information given.