Organizational Behavior

Values that describe a person's mode of conduct/character (e.g., broadminded, courageous, forgiving, honest) are called what?|Instrumental values

Values that describe desired end-states or life goals (e.g., a comfortable life, happiness, wisdom) are called what?|Terminal values

Manager A does more work for the same pay as Manager B and starts job hunting. Which theory explains this?|Equity theory

What does equity theory say drives motivation?|Employees compare their outcome/input ratio to a referent other's ratio; perceived inequity creates tension that motivates corrective action (reduced effort, job search, demands for more pay, etc.)

Is 'inequity theory' a real named theory in Robbins & Judge?|No - it's a distractor built from the term 'equity theory.' The real theory is called equity theory.

A manager gives a specific numeric goal (e.g., 24 units/day) and a tracking sheet for progress. Which two factors of goal-setting theory is this leveraging?|Specificity and feedback

What are the core levers of goal-setting theory?|Specific goals, appropriately difficult goals, and feedback on progress (plus goal commitment and self-efficacy)

What does expectancy theory say motivation depends on?|Effort-to-performance expectancy, performance-to-reward instrumentality, and the attractiveness (valence) of the reward

What defines a set of expected behavior patterns attributed to someone occupying a given position?|Group role

What is a group norm?|A standard of behavior shared by the group as a whole (not tied to one specific position, unlike a role)

Which type of group is defined by the organization's structure?|Formal group

How does an informal group differ from a formal group?|It forms naturally around social contact rather than being defined by the organization's structure

Name 3 ways to INCREASE group cohesiveness|Make the group smaller, physically isolate it, increase time spent together, increase status/prestige of membership, increase difficulty of entry, stimulate competition with another group, reward the group rather than individuals

True or False: Decreasing the difficulty of joining a group increases cohesiveness.|False - increasing (not decreasing) entry difficulty increases cohesiveness (exclusivity effect)

When is a cohesive group MORE productive?|When performance-related goals are high/aligned with organizational performance - cohesiveness amplifies whatever direction the group's goals point

List the characteristics of an effective team (Robbins' model)|Adequate resources, effective leadership, climate of trust, reward systems tied to team performance, conscientious members who fill role demands, moderate/manageable level of conflict, appropriate (small-to-moderate) team size

True or False: Effective teams should have zero conflict.|False - a manageable/moderate level of conflict is a characteristic of effective teams, not the absence of conflict

What reward system best fosters long-term team effectiveness?|A hybrid system that rewards BOTH individual and group performance

A team can't agree on who is responsible for which tasks. What should the team leader do?|Coach the team through the difficulty (not resign, not impose a unilateral solution, not disband)

What primarily differentiates virtual teams from face-to-face teams?|Virtual teams overcome time and space constraints but have reduced paraverbal/nonverbal cues and a more limited social context

Which leadership theory holds that leaders implicitly sort followers into an 'in-group' and 'out-group' early in the relationship?|Leader-member exchange (LMX) theory

How does a charismatic leader primarily increase performance?|By articulating an appealing vision (plus personal risk-taking, sensitivity to follower needs, and unconventional vision-serving behavior)

What does path-goal theory say a leader should do?|Clarify the path to goals and remove obstacles, using directive, supportive, participative, or achievement-oriented styles depending on the situation

What does situational leadership theory say?|Leader style should match the follower's readiness/maturity level

What are the 4 'career functions' of mentoring?|Sponsorship, coaching, exposure, protection

What are the 4 'psychosocial functions' of mentoring?|Counseling, friendship, acceptance, role modeling

Which mentoring approach pairs a psychosocial function with a career function?|Counseling and sponsorship

List Robbins' named conflict-resolution techniques|Problem-solving, expansion of resources, avoidance, smoothing, compromise, authoritative command, altering the human variable, altering the structural variables, superordinate goals

Is 'roughing' a real conflict-resolution technique in Robbins & Judge?|No - it's a made-up distractor term

Which two legitimate techniques help control conflict that has become dysfunctional: superordinate goals & altering structural variables, OR roughing & compromise?|Superordinate goals and altering the structural variables

What is the definition of organizational culture?|A shared system of meanings that is unique to the organization

What is a key advantage of a strong organizational culture?|Low employee turnover (due to high agreement on values, increased cohesiveness, loyalty, and organizational commitment)

When should a company use 360-degree performance evaluation?|When feedback from multiple sources is helpful - supervisors, peers, subordinates, AND both internal and external customers

Equity theory vs. Goal-setting theory vs. Expectancy theory - which one is about SOCIAL COMPARISON of outcome/input ratios?|Equity theory

Equity theory vs. Goal-setting theory vs. Expectancy theory - which one is about SPECIFIC, DIFFICULT goals plus feedback?|Goal-setting theory

LMX vs. Path-goal vs. Situational leadership - which one is about IN-GROUPS and OUT-GROUPS?|Leader-member exchange (LMX) theory

LMX vs. Path-goal vs. Situational leadership - which one is about matching leader style to FOLLOWER READINESS?|Situational leadership theory

LMX vs. Path-goal vs. Situational leadership - which one is about the leader CLEARING OBSTACLES to goals?|Path-goal theory