- 4 styles of decision making
- analytic, conceptual, directive, behavioral
- a change in decision risk between the groups decision and the indeividual decision that members within the group would make, can be either tward conservatism or greater risk
- groupshift
- a condition in which information inflow exceeds an individual's processing capacity
- information overload
- a decision making model that desribes how individuals should behave in order to maximixze some outcome
- rational decision making model
- a designated work group defined by the organization's structure.
- Formal group
- a discrepancy between some current state of affairs and some desired state
- Problem
- a group that is neither formally structured nor organizationally determined; appears in response to the need for social contact.
- informal group
- a meeting in which members interact on computers, allowing for anonymity of comments and aggregation of votes.
- electronic meeting
- a model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback
- job characteristics model (jcm)
- a predictive index suggesting the motivating potential in a job
- motivating potential score(MPS)
- A sender's manipulation of information so that it will be seen more favorably by the receiver
- filtering
- a set of expected behavior patters attributed to someone occupying a given position in a social unit.
- role
- a situation in shich an individual is confronted by divergent role expectations
- role conflict
- a socially defined position or rank given to groups or group members by others
- status
- a specific case of selective perceptoin, we seek out information that reaffirms our past choices, and we dicount informaiton that contradicts past judgments
- confirmation bias
- a tendency to fixate on initial information as a starting point.
- anchoring bias
- acceptable standards of behavior within a group that are shared by the group's members.
- norms
- achievement, power, and affiliation are three importnant needs that help explain motivation.
- McClelland's theory of needs
- allocating extrinsic rewards for behaviro that had been previously intrinsically rewarding tends to decrease the overall level of motivation
- cognitive evaluation theory
- an idea generation process that specifically encourages any and all alternatives while withholding any criticism of those alternatives
- brainstorming
- an increased commitment to previous decision in spite fo negative information
- eescalation of commitment
- an individual's view of how he or she is supposed to act in a given situation
- role perception
- an unconscious process created out of distilled experience
- intuitive decision making
- an unwritten agreemnet that sets out what management expects from the employee, and vice versa
- psychological contract
- antisocial actions by organizational members that intentially violate established norms and that result in negative consequences for the organization, its members, or both
- deviant workplace behavior
- assessing the likelihood of an occurrence by trying to match it with a preexisting category
- representative bias
- behavior is a function of its consequences
- reinforcemetn theory
- certain attitudes and behaviors consistent with a role
- role indentity
- communication channels established by the organization to transmit messages that are related to the professional activities of members
- formal channels
- cultues that rely heavily on words to convey meaning ni communication
- low context cultures
- cultures that rely heavily on nonverbal and subtle situational cues in communication
- High context cultures
- decisions are made to provide the greatest good for the greatest number
- utilitarianism
- degree to which group members are attracted to eachother and are motivated to stay in the group
- cohesiveness
- differences in status characteristics create status hierarchies within groups
- status characteristics theory
- Employees adopt attitudes and behaviors in response to the social cues provided by others with whom they have contract.
- Social informaiotn processing model (SIP)
- factors such as company policy and administration, supervision, and salary that when adequate in a job, placate workers. when these factors are adequate, people will not be dissatisfied
- hygiene factors
- how others believe a person should act in a given situation
- role expectations
- important groups to which individuals belong or hope to belong and with whose norms individuals are likely to conform.
- reference groups
- individuals compare their job inputs and outcomes with those fo others and then respond ot eliminate any inequities.
- equity theory
- individuals make decisions by constructing simplified models that extract the essential features form problems without capturing all their complexity
- bounded rationality
- individuals who report unethical practices by their employer to outsiders.
- whistle blowers
- intrinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction
- two factor theory
- making consistent, value maximizing choices within specified constraints
- rational
- needs that are satisfied externally; physiological and safety needs
- lower-order needs
- needs that are satisfied internally; social, esteem, and self actualizaiotn needs
- higher-order needs
- perceived fairness fo the amount and allocation of rewards among individuals
- distributive justice
- phenomennon in which the norm for consensus overrides the realistic appraisal of alternative courses of action
- groupthink
- proposes that individual creativity requires expertise, creative-thinking skills, and intrinsic task motivatoin
- three component model of creativity
- the ability to produce novel and useful ideas.
- creativity
- the amount of information that can be transmitted during a communication episode
- channel richness
- the assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform
- theory x
- the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction
- theory y
- the degree to which carrying out the work activities required by the job results in the individual obtaining direct and clear information about the effectiveness of his or her performance
- feedback
- the degree to which the job has substantial impact on the lives or work of other people
- task significance
- the degree to which the job provides substantial freedom and discretion to the individual in schelduling the owrk and in determining the procedures to be used in carrying it out.
- autonomy
- the degree to which the job requires a variety of different activities
- skill variety
- the degree to which the job requires completion of a while and identifiable piece of work
- task identity
- the drive to become what one is capable of becoming
- self actualization
- the final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than task performance
- adjourning stage
- the first stage in group development, characterized by much uncertainty.
- forming
- the fourth stage in group development, shen the group is fully functional
- performing stage
- the individual's belief that he or she is capable of performing a task
- self efficacy
- the perceived fairness of the process used to determine the distribution fo rewards
- procedural justice
- the process of organizing and distributing an organization's collective wisdom so the right information gets to the right people at the right time.
- knowlege management (KM)
- the processes that account for an individual's intensity, direction, and persistence of effort tward attaining a goal
- Motivation
- the second stage in group develepment, characterized by intragroup conflict.
- storming stage
- the steps between a source and a receiver that result in the transference and understanding of meaning.
- Communication Process
- the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and the attractiveness of that outcome to the individual.
- expectancy theory
- the tendency for individuals to expend less effort when workingindividually
- social loafing
- the tendency for people to base their judgments on information that is readily available to them.
- availability bias
- the tendency for us to believe falsely that we'd have accurately predicted the outcome of an event, after that outcome is actually known
- hindsight bias
- the theory that specific and difficult goals, with feedback, lead to higher performance
- goal setting theory
- The transfer and understanding of meaning
- Communication
- there are 5 main needs- physiological, sfety, social, esteem, and self actualization
- hierarchy of needs theory
- there are three groups of core needs: existence, relatedness, and growth
- ERG theory
- those brought together because they share one or more common characteristics.
- friendship group
- those working together to attain a specific objective with which each is concerned.
- interest group
- those working together to complete a job task.
- task group
- Two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.
- Group
- typical groups in which members interact with each other face to face
- interacting groups
- undue tension and anxiety abuot oral communication, written communication or both
- Communication apprehension
