Attitudes

1. Attitude
   Definition: A psychological tendency to evaluate a particular entity with some degree of favor or disfavor.

2. Three Components of Attitude

   • Cognitive Component: Beliefs or thoughts about a particular object or situation.

   • Affective Component: Emotional reactions or feelings toward the object.

   • Behavioral Component: Intentions or actions toward the object.

3. Dispositional Approach
   Definition: Attitudes are shaped by an individual’s personality and traits.

4. Situational Approach
   Definition: Attitudes are influenced by external factors and the environment.

5. Social-Information-Processing Approach
   Definition: Attitudes are shaped by social cues and information from others.

6. Organizational Commitment
   Definition: Desire to remain a member of an organization, reflecting attachment and loyalty.

7. Continuance Commitment
   Definition: Staying in an organization due to awareness of the costs of leaving.

8. Affective Commitment
   Definition: Staying in an organization due to emotional attachment.

9. Normative Commitment
   Definition: Staying in an organization due to a feeling of obligation.

10. Job Satisfaction
    Definition: Positive emotional state resulting from job experiences and contentment with one’s job.

11. Value Percept Theory
    Definition: Job satisfaction depends on how well the job meets the employee’s values.

12. Five Dimensions of Job Satisfaction

    • Pay Satisfaction: Contentment with salary.

    • Promotion Satisfaction: Satisfaction with advancement opportunities.

    • Supervision Satisfaction: Satisfaction with the supervisor.

    • Coworker Satisfaction: Satisfaction with relationships with colleagues.

    • Work Itself Satisfaction: Satisfaction with the actual tasks performed.

13. Job Characteristics Theory
    Definition: Certain job characteristics lead to higher job satisfaction and motivation.

14. Five Core Job Characteristics

    • Variety: Range of different activities and skills required.

    • Identity: Completing a whole, identifiable piece of work.

    • Significance: Job’s impact on others.

    • Autonomy: Freedom and independence in performing the job.

    • Feedback: Clear information about job performance.

Personality, Values, and Culture

1. Personality
   Definition: A stable set of traits influencing behavior.

2. Big Five Personality Dimensions

   • Openness: Curiosity and openness to new experiences.

   • Conscientiousness: Organization and reliability.

   • Extraversion: Outgoing and energetic behavior.

   • Agreeableness: Kindness and cooperativeness.

   • Neuroticism: Tendency toward anxiety and stress.

3. How the Big Five Traits Affect Performance
   Definition: Extraversion enhances task performance due to increased motivation and assertiveness.

4. Values
   Definition: Lasting beliefs that certain actions or goals are better than others.

5. Schwartz's Ten Value Dimensions

   • Self-Direction: Freedom and independence in thought and action.

   • Stimulation: Seeking excitement and challenges.

   • Hedonism: Pursuing pleasure and self-gratification.

   • Achievement: Striving for success and competence.

   • Power: Valuing control and social status.

   • Security: Desiring safety and stability.

   • Conformity: Avoiding actions that disrupt social norms.

   • Tradition: Respecting cultural or religious customs.

   • Benevolence: Caring for and enhancing the well-being of close others.

   • Universalism: Valuing understanding and protection for all people and the environment.

6. Culture / Cultural Values
   Definition: Shared beliefs and behaviors that distinguish one group from another.

7. Individualism vs. Collectivism

   • Individualism: Prioritizing self and immediate family.

   • Collectivism: Prioritizing the group over the individual.

8. Power Distance

   • High Power Distance: Acceptance of unequal power distribution.

   • Low Power Distance: Preference for equality and less power disparity.

9. Uncertainty Avoidance

   • High Uncertainty Avoidance: Discomfort with ambiguity and uncertainty.

   • Low Uncertainty Avoidance: Comfort with ambiguity and risk-taking.

10. Masculinity vs. Femininity

    • Masculinity: Valuing competition and material success.

    • Femininity: Valuing cooperation and quality of life.

11. Short-Term vs. Long-Term Orientation

    • Short-Term Orientation: Focus on past traditions and immediate obligations.

    • Long-Term Orientation: Emphasis on future planning and adaptability.

12. Indulgence vs. Restraint

    • Indulgence: Encouragement of enjoying life and free expression of desires.

    • Restraint: Regulation of desires through strict social norms.

Job Performance and Appraisal

1. Job Performance
   Definition: The value of behaviors contributing to organizational goals.

2. Task Performance
   Definition: Behaviors that directly transform resources into goods or services.

3. Citizenship Behavior
   Definition: Voluntary actions that enhance the work environment.

4. Interpersonal Citizenship Behaviors

   • Helping: Assisting colleagues.

   • Courtesy: Being polite and respectful.

   • Sportsmanship: Maintaining a positive attitude.

5. Organizational Citizenship Behaviors

   • Interpersonal Citizenship Behavior: Helping individuals.

   • Organizational Citizenship Behavior: Voluntary actions benefiting the organization.

   • Counterproductive Behavior: Actions hindering organizational goals.

6. Counterproductive Behavior
   Definition: Actions intentionally obstructing the organization's success.

7. Performance Appraisal & Reward Process

   • Feedback to Employees: Regular performance reviews.

   • Reward Systems: Recognition and incentives based on performance.

   • Work Quality/Quantity: Evaluating work outcomes.

8. BARS (Behaviorally Anchored Rating Scales)
   Definition: A method using observable job behaviors for performance assessment.

9. Performance Appraisal Uses

   • Providing Feedback: Informing employees about performance.

   • Self-Development: Opportunities for improvement.

   • Reward Systems: Incentives for performance.

   • Personnel Decisions: Promotion or retention decisions.

   • Training & Development: Identifying growth areas.

10. Common Rating Errors

    • Central Tendency: Giving average scores to everyone.

    • Strictness: Harsh ratings.

    • Leniency: High ratings.

11. Biases in Performance Ratings

    • Halo Effect: One positive trait influencing all ratings.

    • Recency Error: Judging based mainly on recent actions.

    • Personal Biases: Personal likes or dislikes affecting judgment.

12. Reducing Performance Appraisal Errors

    • Use clear, single-job activities.

    • Avoid ambiguous terms.

    • Make regular observations.

    • Limit the number of employees rated by one person.

    • Clearly state relevant dimensions.

    • Train raters.

13. 360 Feedback Sources

    • The Task Itself: Job performance feedback.

    • Supervisor: Boss’s feedback.

    • Co-Worker: Peer evaluations.

    • Yourself: Self-assessment.

14. Extrinsic Rewards
    Definition: External rewards like salary and promotions.

15. Intrinsic Rewards
    Definition: Internal satisfaction such as personal growth and accomplishment.

Management and Organizational Behavior

1. Management
   Definition: Planning, organizing, directing, and controlling resources to achieve goals.

2. Six Changes and Challenges in Management

   • International Competition: Competing globally.

   • New Technologies: Adapting to tech advancements.

   • Increased Quality: Higher product/service standards.

   • Employee Motivation and Commitment: Keeping employees engaged.

   • Managing a Diverse Workforce: Handling varied backgrounds.

   • Ethical Behavior: Upholding moral standards.

3. Quality Assurance
   Definition: Efforts devoted to ensuring high quality in management.

4. Workforce as a Variable Expense
   Definition: North American companies view workforce costs as variable, unlike Japan.

5. Millennials and Job Tenure
   Definition: Many millennials expect shorter job tenures.

6. Workforce Demographics
   Definition: Major changes in workforce demographics in the 21st century.

7. Ethics Crisis in the West
   Definition: Ethics crises affect competitive strength in Western businesses.

8. Ethical Behavior
   Definition: There are not always clear-cut right-or-wrong answers.

9. Organizational Behavior
   Definition: Study of improving attitudes and behaviors to enhance performance and commitment.

10. Two Key Outcomes of Organizational Behavior
    PerformanceThe effectiveness with which employees perform their job tasks and contribute to organizational goals

11. Commitment The level of dedication and loyalty employees feel toward their organization, influencing their willingness to stay and contribute.