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Chapter 14 Organizational Behavior
Terms in this set (21)
Human resource management (HRM) practices
include activities to organize, reward, and improve the work of organizational members.
are the knowledge, skills, abilities, and other characteristics associated with specific positions.
is an investigative process of gathering and interpreting information about a job and its required KSAOs.
Subject matter expert (SMEs)
is an expert in a specific occupation or specific task.
Job characteristics model
specifies how to increase the motivational potential of a job by improving the meaningfulness, autonomy, and feedback associated with the job.
is the process of ensuring that each employee's activities and outputs are aligned with the organization's goals.
is a response or consequence linked to a behavior.
is the administration of a pleasant and rewarding consequence following a desired behavior.
seeks to decrease the frequency of or eliminate an undesirable behavior by following the behavior with an unpleasant consequence.
sometimes called avoidance learning is the removal of an unpleasant consequence following a desired behavior.
is the absence of any reinforcement—either positive or negative—following the occurrence of a behavior.
is the process of specifying what performance is expected of a member of the organization and then providing feedback on the member's performance.
are performance appraisals that are used to justify pay and promotion decisions.
are performance appraisals that are used to provide feedback on progress toward expectations and to identify areas for improvement.
is a compensation scheme in which each member's pay is linked directly to individual, group, or organizational performance. The direct relationship is expected to raise productivity.
refers to learning activities that improve an individual's skills or performance in a specific area or current position.
refers to learning activities that result in broad growth for a person, including growth in terms of a larger career or beyond the scope of the person's current job.
On-the-job training (OJT)
is a type of training in which a more experienced member of the organization teaches a specific job or task to a newer member.
is monetary payments such as wages, salaries, and bonuses as well as other goods or commodities that are used to reward organizational members.
identify the fundamental purpose of the organization, often by describing what the organization does, whom it serves, and how it differs from similar organizations.
describe what the organization is striving to achieve and, in this way, provides guidance to organizational members.
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