Management 201 Exam 1 Terms
Terms
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- the process of arousing and sustaining goal-directed behavior
- motivation
- what is in the best interest and benefit to an individual
- self interest
- set of assumptions of how to manage individuals who are motivated by lower order needs
- Theory X
- a set of assumptions of how to manage individuals who are motivated by higher order needs
- Theory Y
- a manifest need that concerns individuals issues of excellence, competition, challenging goals, persistence, and overcoming difficulties
- need for achievement
- manifest need that concerns an individuals need to make an impact on others, influence others, change people or events, and make a difference in life
- need for power
- work condition related to satisfaction of the need for psychological growth
- motivation factor
- a work condition related to dissatisfaction caused by discomfort or pain
- hygiene factor
- healthy, normal stress
- eustress
- the situation in which a person perceives he or she is receiving less than he or she is giving, or is giving less than he or she is receiving
- inequity
- an individual who prefers an equity ratio equal to that of his or her comparison other
- equity sensitive
- an individual who is comfortable with an equity ration less than that of his or her comparison other
- benevolant
- an individual who is comfortable with an equity ratio greater than that of his or her comparison other
- entitled
- the value or importance one places on on a particular reward
- valence
- the belief that effort leads to performance
- expectancy
- the belief that performance is related to rewards
- instrumentality
- the measure of a persons cognitive moral development
- moral maturity
- favorable times or chances for progress and advancement
- opportunites
- the transformation or modification of an organization and/or its stakeholders
- change
- the call to competition, contest, or battle
- competition
- the study of individual behavior and group dynamics in an organization
- Organizational behavior
- the science of human behavior
- psychology
- the science of society
- sociology
- the applied science of energy and matter
- engineering
- the science of the learned behavior of human beings
- anthropology
- the study of overseeing activities and supervising people in organizations
- management
- the applied science of healing or treatment of diseases to enhance an individuals health and well being
- medicine
- the human resources of the organization
- people
- an organizations mission, purpose, or goal for existing
- task
- the tools, knowledge, and/or techniques used to transform inputs into outputs
- technology
- the systems of communication, authority, and roles, and workflow
- structure
- the official, legitimate, and most visible part of the system
- formal organization
- the unofficial and less visible part of the system
- informal organization
- studies conducted during the 1920s and 1930s that discovered the existence of the informal organization
- Hawthorne studies
- mastery of abilities essential to successful functioning in organizations
- skill development
- an organization in which the global viewpoint supersedes national issues
- transnational organization
- chinese practice of building networks for social change
- guanxi
- manager who works in a country other than his or her home country
- expatriate
- a cultural orientation in which people belong to loose social frameworks and their primary concern is for themselves and their families
- individualism
- cultural orientation in which individuals belong to tightly knit social frameworks and they depend strongly on large extended families or clans
- collectivism
- degree to which a culture accepts unequal distribution of power
- power distance
- degree to which a culture tolerates ambiguity and uncertainty
- uncertainty aviodance
- the cultural orientation in which assertiveness and materialism are valued
- masculinity
- cultural orientation in which relationships and concern for others are valued
- femininity
- whether a cultures values are oriented toward the future( long term) or toward the past and present (short term)
- time orientation
- all forms of individual differences including culture, gender, age, ability, religion, personality, social status, and sexual orientation
- diversity
- a transparent barrier that keeps women from rising above a certain level in organizations
- glass ceiling
- ethical theory that emphasizes the consequences or results of behavior
- consequential theory
- an ethical theory that emphasizes the character of the act itself rather than its effects
- rule based theory
- ethical theory that emphasizes the character, personal virtues, and integrity of the individual
- character theory
- the fairness of the outcomes that individuals receive in an organization
- distributive justice
- the fairness of the process by which outcomes are allocated in an organization
- procedural justice
- an employee who informs authorities of the worngdoings of his or her company or coworkers
- whistle blower
- the obligation of an organization to behave in ethical ways
- social responsibility
- computer based application that uses a representation of human expertise in a specialized field of knowledge to solve problems
- expert system
- electronically transmitting work from a home computer to the office
- telecommuting
- creative application of new technology
- reinvention
- way in which factors such as skills, abilities, personalities, perceptions, attitudes, values, and ethics differ from one individual to another
- individual differences
- the psychological approach that emphasizes that in order to understand human behavior, we must know something about the person and about the situation
- interactional psychology
- relatively stable set of characteristics that influence an individuals behavior
- personality
- personality theory that states that in order to understand individuals, we must break down behavior patterns into a series of observable traits
- trait theory
-
-broad set of personality traits that refers to self concept
-comprised of locus of control, self efficacy, self esteem, and emotional stability - Core Self Evaluations (CSE)
- an individuals generalized belief about internal control versus external control
- locus of control
- an individuals general belief that he or she is capable of meeting job demands in a wide variety of situations
- general self efficacy
- an individuals general feeling of self worth
- self esteem
- the extent to which people base their behavior on cues from other people and situations
- self monitoring
- individuals tendency to accentuate the positive aspects of himself or herself, other people, and the world in general
- positive affect
- an individuals tendency to accentuate the negative aspects of himself or herself, other people and the world in general
- negative affect
- situation that overwhelms the effects of individual personalities by providing strong cues for appropriate behavior
- strong situation
- personality test that elicits an individuals response to an abstract stimuli
- projective test
- personality assessments that involve observing an individuals behavior in a controlled situation
- behavioral measure
- an instrument developed to measure Carl Jungs theory of individual differences
- Myers Briggs
-
-instrument developed by Dr. W. Marston, 1920’
-determined people fall into four basic personality or behavior groups - directing, influencing, supportive, contemplative (DISC)
- process of interpreting information about another person
- social perception
- -assumption that an individuals behavior is accounted for by the situation
- discounting principle
- process of selecting information that supports our individual viewpoints while discounting information that threatens our viewpoints
- selective perception
- generalization about a group of people
- sterotype
- tendency to form lasting opinions about an individual based on initial perceptions
- first impression error
- overestimating the number of people who share our own beliefs, values, and behaviors
- projection
- the situation in which our expectations about people affect out interaction with them in such a way that our expectations are fulfilled
- self fulfilling prophecy
- the process by which individuals try to control the impressions others have of them
- impression management
- explains how individuals pinpoint the causes of their own behavior or that of others
- attribution theory
- the tendency to make attributions to internal causes when focusing on someone elses behavior
- fundamental attribution error
-
tendency to attribute
one’s own successes to internal causes and one’s failures
to external causes - self serving bias
- psychological tendency expressed by evaluating an entity with some degree of favor or disfavor
- attitude
- the emotional component of an attitude
- affect
- model of an attitude consisting of 3 components: affect, behavioral intentions, and cognition
- ABC model
- state of tension that is produced when an individual experiences conflict between attitudes and behavior
- cognitive dissonance
- the process of deriving attitudes from family, peer groups, religious organizations, and culture
- social learning
- pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences
- job satisfaction
- behavior that is above and beyond the call of duty
- organizational citizenship behavior
- the strength of an individuals identification with an organization
- organizational commitment
- the type of organizational commitment that is based on an individuals desire to remain in an organization
- affective commitment
- the type of organizational commitment that is based on the fact that an individual cannot afford to leave
- continuance commitment
- the type of organizational commitment that is based on individuals perceived obligation to remain with an organization
- normative commitment
- dynamic process through which the emotions of one person are transferred to another, either consciously or unconsciously, through non verbal channels
- emotional contagion
- acting in ways consistent with ones personal values of the organization and society
- ethical behavior
- enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence
- values
- values that represent the acceptable behaviors to be used in achieving some end state
- instrumental values
- values that represent the goals to be achieved or the end states of existence
- terminal values
- a personality characteristic indicating ones willingness to do whatever it takes to get ones way
- Machiavellianism
- the process of moving through stages of maturity in terms of making ethical decisions
- cognitive moral development
- a change in behavior acquired through experience
- learning
- modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response
- classical conditioning
- modifying behavior through the use of positive or negative consequences following specific behaviors
- operant conditioning
- results of a behavior that a person finds attractive or pleasurable
- positive consequences
- results of a behavior that a person finds unattractive or aversive
- negative consequences
- the attempt to develop or strengthen desirable behavior by either bestowing positive consequences or withholding negative consequences
- reinforcement
- the attempt to eliminate or weaken undesirable behavior by either bestowing negative consequences or withholding positive consequences
- punishment
- the attempt to weaken a behavior by attaching no consequences to it
- extinction
- an individuals beliefs and expectancies about his or her ability to perform a specific task effectively
- task specific self efficacy
- a goal setting program based on interaction and negotiation between employees and mangers
- management by objectives MBO
- a process of defining, measuring, appraising, providing feedback on, and improving performance
- performance management
- evaluation of a persons performance
- performance appraisal
- process of self evaluation used to improve the accuracy of performance appraisals
- 360 degree feedback
- work relationship that encourages development and career enhancement for people moving through the career cycle
- mentoring
- big four OD challenges
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-globalization
-diversity
-technology
-ethics - -motivational theory developed by Max Weber
-
-work hard and all will be ok
-protestant work ethic - -motivational theory developed by adam smith
- -"enlightene"d self interest
- founder of scientific management; emphasized cooperation between management and labor to enlarge company profits
- Frederick Taylor
- developed Theory X and Theory Y
- MacGregor
- _______built off of mc gregors theory and came up with ERG theory of motivation which grouped human needs into three basic categories __________
- Alderfer; growth, relatedness, and existence
- based on 3 main categories of needs, achievement, power, affiliation
- McClellands Need theory
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Belief that effort will not result in performance
Belief that performance will not result in rewards
The value a person places on, or the preference a person has for, certain rewards - Vroom’s Expectancy 3 Causes of Motivational Problems
- -developed theory of inequity
- Adams
- in class, most common worst job characteristics
-
poor management
repetitive and boring