mgmt 300 midterm UW

4 methods of knowing

method of experience

method of intuition

method of authority

method of science

Correlation

stat that expresses the strength of a relationship between two variables

Qualitative

develop theories based on observations

Quantitative

collect/generate data sets to determine patterns

job performance

value of the set of employee behaviors that contribute to organizational goal accomplishments. Includes task performance, citizenship behaviors, counterproductive behaviors

Routine Task Performance

well known responses to normal demands

Adaptive task performance

responses to unusual/unpredictable demands

creative task performance

develop ideas/outcomes that are both novel and useful

interpersonal citizenship behavior

benefits coworkers/colleagues

includes: helping, courtesy, sportsmanship

helping

assisting coworkers with workload

courtesy

keeping coworkers informer

sportsmanship

keeping good attitude

Organizational citizenship behavior

benefits larger organization, includes voice, civic virtue, boosterism

voice

speaking up/offering suggestions for change

civic virtue

heavily participating- ex voluntary meetings

boosterism

reppin' organization in positive light

counterproductive behavior

employee behaviors that hinder organizational goals. includes property deviance, production deviance, political deviance, personal aggression

property deviance

harms the organization's assets/possessions. includes sabotage/theft

production deviance

reducing work output efficiency. Includes wasting resources/substance abuse

political deviance

disadvantage individuals, not the organization. includes gossiping/incivility

personal aggression

hostile actions towards other employees. Includes harassment/abuse

Organizational commitment

desire to remain a member of the organization

affective commitment

b/c you WANT to

continuance commitment

b/c you NEED to

Normative commitment

b/c you OUGHT to

Psychological withdrawal

neglect, daydream, looking busy etc.

Physical withdrawal

exit, tardy, quitting, absent etc.

STARS

high task performance

high commitment

voice

Citizens

low task performance

high commitment

loyalty

lone wolves

high task performance

low commitment

exit

apathetics

low task performance

low commitment

neglect

5 Facets of job satisfaction

pay

promotion

supervision

coworker

work itself

3 types of satisfaction w/ work itself

meaningfulness of work

responsibility for outcomes

knowledge of results

variety

degree of tasks and the different skills/talents required

identity

requires completing a whole identifiable piece of work, start to finish

significance

degree your work impacts lives of people

autonomy

work provides freedom, independence

feedback

carrying out tasks provides employees w/ information on how they're performing

knowledge and skill

growth need strength

whether employees have strong needs for personal accomplishment or to develop themselves

job enrichment

duties expanded to provide more variety, autonomy, etc.

job crafting

shape, mold, redefine jobs in proactive way

affective events theory

workplace events trigger emotions that influence work attitudes/behaviors

stress

psychological response to demands that possess certain stakes that tax/exceed persons capacity/resources

role conflict

conflicting expectations that people have of us

role ambiguity

lack of information on what needs to be done in a role

role overload

too many roles so all cannot be completed effectively

daily hassles

minor day to day activities that get in the way

time pressure

strong feeling that there is not enough time to complete tasks

work complexity

requirements of work exceed capabilities of the person doing work

work responsibility

nature of the obligations that a person has towards others

work family conflict

demands of both cannot be filled

negative life events

cause stress, ex. death

financial uncertainty

uncertainty regarding money/future

family time demands

time committed for fam

personal development

activities that cause growth, ex. training, hobby, classes

positive life events

associated w/ positive attitudes. ex. new baby

expectancy theory

effort to performance to outcomes

expectancy

if i put in effort, will i peform well?

instrumentality

if i perform well, will i receive outcomes?

valence

will the outcomes be satisfying?

5 needs

existence

control

meaning

relatedness

esteem

feedback

moderator,

updates employee progress toward goal achievement

task complexity

moderator

how complicated info/actions of task are and how it changes

goal commitment

moderator

degree to which goal is accepted and determined to reach it

equity theory

motivation depends on what happens to other people.

your outcomes/your inputs = others outcomes/others inputs

OCEAN

Openness to experience

Conscientiousness

Extraversion

Agreeableness

Neuroticism

locus of control

whether people attribute causes of events to themselves or external environments

individualism collectivisim

self vs. group focused

power distance

equal vs unequal power distribution

uncertainty avoidance

tolerance for ambiguity

masculinity femininity

stereotypical traits

short term vs. long term orientation

past/present mindset vs. future mindset

situational strength

"strong situations" have clear behavioral expectations that make differences less important, but "weak situations" emphasize differences

trait activation

some situations cue triggers that express given traits

TYPES OF TRUST

disposition based

cognitive based

affect based

distributive justice

fairness of decision making/outcomes

procedural justice

fairness of process that led to outcome

interpersonal justice

fairness of treatment received by authorities

informational justice

fairness of communication provided by authorities

corporate social responsibility

responsibilities to maintain expectations of legal, ethical, economic, etc.

cognitive ability

capabilities related to acquisition/application of knowledge in problem solving

emotional ability

set of emotions that approve effectiveness in social situations

contingency variable

the extra piece to a independent variable changes dependent variable

organizational identification

perceived oneness w/ org and its success/failure