MANA 3318 Exam 1 Study Guide Spring 2025_eng

Chapter 1: Organizational Behavior and Opportunity

1. Organizational Behavior (OB)

• Definition: Study of individual behavior and group dynamics in organizations.

• Levels of Analysis: Individual, Group, Organization.

• Interdisciplinary Nature: Encompasses sociology, psychology, communication, management, and medicine.

2. The Hawthorne Studies

• Premise: Investigated the impact of physical and environmental workplace changes on productivity.

• Results: Productivity influenced by social and psychological effects of observation, not just physical changes.

• Impact: Awareness of observation affects behavior.

3. Formal vs. Informal Elements of Organizations

• Formal Organizations: Official aspects such as goals, policies, and job descriptions.

• Informal Organizations: Unofficial aspects like beliefs, values, and group norms.

4. Primary Goal of Organizations

• Achieve profit, success, and sustainability.

Chapter 2: Challenges for Managers

1. Globalization

• Global Organizations: Businesses operate beyond national boundaries, leading to increased competition.

2. Organizational Culture

Dimensions of Culture

• Cognitive Dimension: Knowledge, beliefs, values (e.g., ideologies, worldviews).

• Behavioral Dimension: Observable actions and practices (e.g., rituals, customs).

• Material Dimension: Physical artifacts (e.g., tools, technology).

Three Levels of Culture (Edgar Schein)

1. Artifacts: Visible elements (dress codes, layout).

2. Values: Organizational missions and core values.

3. Assumptions: Fundamental beliefs about nature and reality.

Hofstede’s Five Dimensions of Culture

1. Individualism vs. Collectivism: Focus on individual vs. collective goals.

2. Power Distance: Acceptance of unequal power distribution.

3. Uncertainty Avoidance: Tolerance for ambiguity and uncertainty.

4. Masculinity vs. Femininity: Preferences for competitiveness vs. relational values.

5. Long-Term vs. Short-Term Orientation: Focus on future vs. immediate results.

3. Ethics

Ethical Theories

• Consequentialism: Focus on consequences of actions.

• Utilitarianism: Right or wrong based on societal well-being.

• Rules-Based Theory: Emphasis on the act's character and intent.

4. Corporate Social Responsibility (CSR)

• Definition: Obligation to behave ethically in society.

• Classical vs. Socioeconomic View: Profit maximization vs. broader social responsibilities.

Chapter 3: Personality, Perception, and Attribution

1. Personality

Nature vs. Nurture

• Nature: Innate traits vs. Nurture: Influence of environment and learning.

2. Big Five Personality Traits

1. Openness to Experience: Creativity and curiosity.

2. Conscientiousness: Organized and reliable.

3. Extraversion: Sociability and energy.

4. Agreeableness: Compassion and cooperation.

5. Neuroticism: Tendency toward negative emotions.

3. Dark Triad of Personality

• Machiavellianism: Manipulative and self-serving behavior.

• Psychopathy: Lack of empathy and impulsivity.

• Narcissism: Grandiosity and entitlement.

4. Situation Strength

• Strong Situations: Clear expectations, reduce personality influence.

• Weak Situations: Allow for individual expression.

5. Locus of Control

• Internal Control: Belief in personal influence over outcomes.

• External Control: Attribution of outcomes to external factors.

6. Perception and Attribution

Social Perception Components

• Perceiver: Individual making the judgment.

• Target: Individual being perceived.

• Situation: Context affecting perception.

• Schema: Framework for organizing information.

Barriers to Social Perception

• Selective Perception: Focusing on certain aspects.

• Stereotyping: Generalizing traits to individuals.

• Halo Effect: Positive traits influencing overall perception.

• Projection: Attributing personal feelings to others.

• Self-Fulfilling Prophecy: Expectations influencing behavior.

7. Impression Management

• Self-Enhancing vs. Other-Enhancing: Promoting oneself vs. lifting others.

Chapter 4: Attitudes, Emotions, and Ethics

1. Attitudes

ABC Model of Attitudes

• Affective Component: Emotions about a situation.

• Behavioral Component: Actions influenced by attitudes.

• Cognitive Component: Beliefs about a situation.

2. Job Attitudes

Job Satisfaction

• Indicators: Job characteristics, work relationships, compensation, career development, work-life balance, job security.

3. Organizational Commitment

• Types: Affective, Continuance, Normative Commitment.

• Organizational Citizenship Behaviors: Voluntary actions enhancing effectiveness.

• Counterproductive Work Behaviors (CWBs): Negative actions harming the organization.

4. Emotions at Work

• Affect, Emotions, Moods: Broader feelings vs. intense short-lived emotions vs. prolonged moods.

• Emotional Labor: Managing emotions for job requirements.

• Quiet Quitting: Minimizing effort to job description requirements.

Chapter 5: Motivation at Work

1. Types of Motivational Theories

1. Maslow's Hierarchy of Needs: Needs arranged in a hierarchy from physiological to self-actualization.

2. Herzberg's Two-Factor Theory: Distinguishes between hygiene factors and motivators.

3. Self-Determination Theory: Focus on intrinsic and extrinsic motivations.

4. Expectancy Theory: Links effort, performance, and outcomes.

5. Goal-Setting Theory: Importance of setting specific, challenging goals.

6. Equity Theory: Perception of fairness impacts motivation.

7. McClelland's Theory of Needs: Achievement, affiliation, and power as primary motivators.

2. Overcoming Low Motivation

• Strategies: Enhance autonomy, boost mastery, find purpose.

3. Process Theories

• Equity Theory: Fairness perceptions impact motivation, job satisfaction, and turnover. Types of individuals: Benevolent, Equity Sensitive, Entitled.

Question Examples

1. Definitional/Conceptual: Impression management types.

2. Application-Based: Examples of impression management in practice.