MGMt 363 Exam 1

Human Resource Management

takes the theories and principle studies in OB and explores the "nuts and bolts" applications of those principles in organizations

HR Management

examines the best ways to structure training programs to promote employee learning

job performance and organizational commitment

the two individual outcomes of interest to OB

individual mechanisms

directly affects job performance and organizational commitment. Ex: job satisfaction, stress, motivation, trust, justice, & ethics, and learning & decision making

Individual characteristics

factors that improve/hinder individual mechanisms. Ex: Ability and Personality & cultural values

Group mechanisms

shape the individual mechanisms through teams/groups. Ex: diversity, communication, leader power, negotiation

Organizational mechanisms

affect individual mechanisms that are grouped in larger organizations. Ex: structure, culture

long

Effective OB can help keep a product good over the ______ term

Organizational Behavior (OB)

field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations

Strategic Management

focuses on the product choices and industry characteristics that affect an organization's profitability

Hyundai

Which automotive industry represents a case in which OB principles are being applied across cultures?

Scientific management

an idea from the early 1900's of classical and efficient management; that there is one best way to do things; assembly line

Human relation movement

1924-1932 introduced an idea that working with people increases productivity; humanistic approach

Theory X

controlling theory that you need someone to tell you what to do; "work is required"

Theory Y

theory that if you don't work, what do you do? work is an identifier, sharing power

Resource-based view

model that suggests rare and inimitable resources help firms maintain comparative advantage

planning, organizing, leading and controlling

4 basic management functions

inimitable

not duplicable

history, numerous small decisions, and socially complex resources

3 reasons people are inimitable

true

big decisions can be easily copied

socially complex resources

inimitable things like culture, teamwork, trust or reputation contribute to

good people

one of the rarest and inimitable sources in the world

Rule of 1/8

Belief that at best 12% of organizations will actually do what is required to build profits by putting people first

Method of experience

people hold firmly to a belief because it is consistent with their own experience and observations

Method of intutition

people hold firmly to some belief because it "just stands to reason" or seems obvious

Method of authority

people hold firmly to some belief because some respected official, agency or source said so

Method of science

people accept some beliefs because scientific studies have tended to replicate using a series of samples, settings, and methods

theory

collection of assertions that specify how and why variables are related; tells a story

hypothesis

written predictions that specify relationships between variables

correlation

describes the statistic relationship between two variables; can be positive or negative and range from a 0-1

causal inferences

establishing that one variable really does cause another

meta-analysis

takes all correlations found in studies and calculates a weighted average

evidence-based management

a perspective that argues scientific findings should form the foundation for management education

Job performance

value of the set of employee behaviors that contribute either positively or negatively to organizational goal accomplishment

task performance

employee behaviors that are directly involved in the transformation of organizational resources into the goods and services that the organization produces

routine task performance

well known responses to demands that occur in a normal , routine, or otherwise predictable way. ex: flight attendant going over how to buckle a seatbelt

adaptive task performance

employee responses to task demands that are novel unusual, or unpredictable. ex: flight attendants when emergency occurs

creative task performance

individuals develop ideas or physical outcomes that are both novel and useful. ex: fashion designers suggesting new trends

job analysis

a process by which an organization determines requirements of specific jobs

Toyota

This company uses a highly detailed job analyst

ONET

Occupational Information Network

ONET

online database that includes the characteristics of mot jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities

citizenship behavior

voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place

interpersonal citizenship behavior

benefit coworkers and colleagues and involve assisting, helping, supporting, and developing other organizational members in a way that goes beyond normal job expectations

interpersonal

Helping, courtesy, and sportsmanship are all what kind of citizenship behavior?

organizational citizenship behavior

behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it

organizational

Civic virtue, boosterism, and voice are all what kind of citizenship behavior?

interpersonal and organizational

two kinds of citizenship behaviors?

true

citizenship behaviors are relevant in virtually any job

false

an employee who engages in citizenship behaviors during one point in time will almost always engage in citizenship behaviors at other points in time

counterproductive behavior

employee behaviors that intentionally hinder organizational goal accomplishment

property, production, political, and personal aggression

4 types of counterproductive behavior

property deviance

behaviors that harm the orgs assets and possessions

property deviance

sabotage and theft are what type of counterproductive behaviors?

laser discs

example of a classic property deviance case

$15 billion

how much a year is lost in an orgs property?

production deviance

behaviors that reduce the efficiency of work output

production deviance

wasting resources/time and substance abuse are what type of counterproductive behaviors?

political deviance

behaviors that disadvantage other individuals rather than the larger org

political deviance

gossiping and incivility are what type of counterproductive behaviors?

personal aggression

hostile and physical actions directed toward other employees

personal aggression

harassment and abuse are what type of counterproductive behaviors?

true

it is surprising when employees engage in counterproductive behaviors

knowledge work

jobs involving cognitive activity versus physical activity; ex: lawyer, doctor

knowledge work

this type of work is being more prevalent today

service work

one of the largest and fastest growing sectors

service work

work that provides non-tangible goods to customers through direct electronic, verbal, or physical interaction; ex: nails, hair, hotel

true

a bad experience is easy to spot in service work

Management by objectives (MBO)

management philosophy that bases an employee's evaluation on whether the employee achieves specific performance goals

MBO

best suited for managing the performance of employees who work in contexts

behaviorally anchored rating scales (BARS)

measures performance by directly assessing job performance behaviors; adds job descriptions to MBO

critical incidents

the physical descriptions of effective and ineffective behaviors of BARS

360 degree feedback

involves collecting performance info not just from the supervisor but from anyone else who might have had firsthand knowledge about the employee's performance behaviors

360 degree feedback

arrises a problem where biased evaluations occur

peers

biggest shocker evaluation in a 360 degree feedback comes from the

360 degree feedback

evaluation best suited to improve or develop employee talent; coaching

Jack Welch

who formed the vitality curve?

energy, energize, edge, execute

Four E's of GE's leadership

forced ranking

forces managers to rank all of heir people into one of three categories; A, B, and C players

dead mans curve or rank and yank

another name for forced ranking

social networking networks

recently been applied to OB for the purposes of developing and evaluating employee job performance; ex: twitter and facebook

organizational commitment

employment desire to remain a member of the org

withdrawal behavior

a set of actions that employees perform to avoid the work situation-- lead to quitting

affective commitment

a desire to remain a member of an org due to an emotional attachment; stay because you want to

affective

friendships, atmosphere, or culture create a sense of what type of commitment?

continuance commmitment

desire to remain a member of an org because of an awareness of the costs associated with leaving; stay because you need to

continuance

salary, benefits, and promotion create a sense of what type of commitment?

normative commitment

desire to remain a member of an org due to a feeling of obligation; stay because you ought to

normative

sense of debt owed to a boss, colleague or larger company create a sense of what type of commitment?

focus of commitment

various people, places, and things that can inspire a desire to remain a member of an org

sadness

if you left a job that you had an affective commitment to, you would feel a sense of ???

affective

if managers could choose a type of commitment to instill in their employees it would be ???

erosion model

suggests that employees with fewer bonds will be most likely to quit the org

social influence model

suggests that employees who have a direct linkage with "leavers" will themselves become more likely to leave

anxiety

if you left a job that you had a continuous commitment to, you would feel a sense of ???

continuance

total amount of investment employees have made in their work roles is a factor that increases __________________ commitment

continuance

lack of employment alternatives is a factor that increases __________________ commitment

no

there is _______ statistical relationship between continuance commitment and citizenship behaviors

embededness

sense of fit with an org or community; hard to extract

guilt

if you left a job that you had a normative commitment to, you would feel a sense of ???