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mgmt 330 marquardt test 1
Terms in this set (74)
what did Google do to better understand the importance or lack of importance of their managers?
They did studies of employees and their happiness with their managers with all different types of managers.
What was the main conclusion from the Googlegeist studies?
Manager quality was the single best predictor of whether employees would stay or leave (they performed better and had lower turnover)
What are the 8 Project Oxygen attributes for managers?
Be a good coach, empower the team and do not micromanage
Express interest/concern for team members success and personal well-being
Be very productive/results oriented
Be a good communicator
Help the team with career development
Have a clear vision/strategy for the team
Have important technical skills that help advise the team
What is organizational behavior?
Individual behavior and group dynamics in an organization
Understanding workers behavior in terms of their history and personal value systems and examining external factors
Scientific Management - What was it? Who founded it? What was the mentality behind it?
This type of management highlights specialization and removing unnecessary tasks from processes to maximize efficiency; Frederick Taylor. He thought that the employees would obey their supervisors without question
What is the significance of the Hawthorne Studies?
1920s- to study how lighting affects work efficiency.
Effects of physical conditions on productivity
Hawthorne studies led to McGregors' findings that group norms and personalities are important to develop workforces
What is the Hawthorne Effect?
people change their behavior when being observed
Explain the difference between Theory X and Theory Y mentalities. (mcgregors theory)
theory X- uncreative, lazy, money is the most important
theory Y- creative, engaging, good at encouraging employees
What does surface vs. deep level diversity theory tell us?
-Surface level diversity: age, race, gender,
-Deep level diversity: values, beliefs, attitudes
- Tend to use surface level things to make judgments about diverse level diversity.
-The first time we meet someone, we often use surface level diversity then its replaced with deep level
Explain role incongruity theory and its effect on work outcomes for women
Stereotypes about communal (woman stereotype) and agentic people (male stereotype)
When women have traits of being strong, powerful in our society she is looked at as hormonal. But if a male does that, he is seen as a good business man.
If males have communal attributes, they are looked down upon as someone who is too soft and not assertive enough.
Describe faultlines and how to mitigate them in team processes.
An attribute along which a is split into subgroups
-Teams with faultlines can still perform well, they just have to create norms. Having a norm stating that members should not discuss the issue under consideration before the actual meeting may be useful in increasing decision effectiveness
the part of the self-concept including one's view of self as a member of a particular social category
The mental process of categorizing people into groups (or social categories) on the basis of their shared characteristics.
A culture in which people believe that their primary responsibility is to themselves.
a culture that places a high value on collaboration, teamwork, and group achievement
the degree to which societies are willing to tolerate uncertainty and risk
a value orientation that refers to the extent to which less powerful members of institutions and organizations within a culture expect and accept an unequal distribution of power
a culture that values achievement, assertiveness, heroism, material wealth, and traditional male and female roles
a culture in which people cherish traditionally feminine qualities and prefer little differentiation in the roles of women and men
what are the USA hofstede culture dimensions
Individualistic, low uncertainty avoidance, masculine, low power distance
What is the fundamental attribution error?
The tendency to attribute people's behaviors differently to either external or internal characteristics
Ex: When I am in a hurry and I run a red light its because im in a hurry to get to work, but if someone else runs a red light, we think that its because they are stupid lawbreakers.
Explain the meaning of Interactional Psychology.
Whats does B=f(P,E) stand for- Behavior is dictated by both the person and the environment.
People vary in terms of cognitive, effective and motivational ability factors
A situation can be viewed objectively
One's subjective view of the situation is important
reflects the extent to which your personality and values match the climate and culture in an org
The degree to which a person's skill, knowledge, abilities, and other characteristics match the job demands.
stable life foals that people have, reflecting on what is important to them in result of their life experiences.
values affect behavior
big five traits for Customer service position
openness, high emotional stability, agreeableness
big five traits for managers
extraversion, emotional stability
big five traits for less absenteeism
big five trait for high performers
big five trait for more deviant behaviors
low conscientiousness, low agreeableness
big five trait for better under pressure
high emotionally stable
positive emotional experience, happiness. related to lower levels of absenteeism
tendency to experience negative emotions and moods, feel distressed, and be critical of oneself and others. lower levels of helping and cooperation
overestimate our performance and capabilities and see ourselves as in a more positive light than others do
to downplay our successes by attributing them to external causes (and) to blame ourselves for our failures
False consensus error
we overestimate how similar we are to others or that what we do, everyone does.
generalizations based on group characteristics. We have a natural tendency to categorize the information around us to be able make sense of our environment
when people automatically behave as if an established stereotype is accurate which leads to reactive behavior that enforces the stereotype
we pay selective attention to parts of the environment, while ignoring others.
First impression bias
The inability to let go of first impressions, particularly negative ones
3 broad ethical theories
rule-based, consequential, character-based
An action is right if and only if it promotes the best consequences.
an emphasis on the character of the act itself
emphasis on the intent of the individual and their character
locus of control
your belief on whether you control events or an outside force controls you
One's willingness to do whatever it takes to get your way (i.e.,manipulation, deceit, etc.)
Cognitive moral development
Level of maturity in thinking through moral issues and appropriate actions
three components of attitude
Attitudes are formed by direct experiences or social learning
A: affect (emotional component- the feeling aspect)
B: behavioral intent (how i intend to act given a certain situation)
C: cognition (a person's perception or beliefs)
employee's intention on staying with the company is due to their loyal love for the organization (the BEST)
they are loyal to the company because they feel an obligation to do so (moderate
they do not have any other alternatives
five components of job satisfaction?
The work itself
What is meant by "psychological contract" and a breach?
Understanding about what the employee will bring to the work environment and what the company will provide an exchange. When people do not get what they want
cause of the type of job behaviors 1
Performance- good performance = job satisfaction
cause of the type of job behaviors 2
Citizenship- not formally required/expected by
the organization but rather goes above and beyond
what is expected.
cause of type of job behavior 3
Absenteeism- lower rates of absenteeism = higher quality of work, increased productivity, and overall performance
cause of type of job behavior 4
Turnover- HIgh job satisfaction comes with less turnovers
Maslow's Hierarchy of Needs
physiological, safety, love/belonging, esteem, self-actualization. one has to be filled so the next level can motivate them
Herzberg's Two-Factor Theory
proposed that work satisfaction and dissatisfaction arise from two different factors - work satisfaction from so-called motivating factors and work dissatisfaction from so-called hygiene factors
found in the job context, such as working conditions, interpersonal relations, organizational policies, and salary. (hygiene factors either leave an employee neutral if they are met, or dissatisfied if not met)
Achievement, advancement, recognition, love of work, salary- leads to job satisfaction
social exchange process that focuses on equivalence of inputs to outcomes in referents (other people in similar positions);reactions to unfairness: altering perceptions of our own or referent's inputs and outputs, have the referent increase inputs, reduce inputs or increase outcomes, changing the comparison person, leaving situation (turnover)
refers to the degree to which the outcomes received from the organization are perceived to be fair.
perceived fairness of the process used to determine the distribution of rewards
refers to the degree to which people are treated with respect, kindness, and dignity in interpersonal interaction
perception that high levels of effort will lead to outcomes of interest
performance leads to rewards
value (better rewards)
Three broad categories of workplace motivation
Energize, direct, sustain behaviors
A relatively stable set of characteristics that influence individuals behavior and lends it consistency
attitudes form from one of these two methods
social learning/ direct experience
Dynamic process through which emotions transfer from one person to another
the biggest predictor of job performance is
general mental ability
Whats does B=f(P,E) stand for
Behavior is dictated by both the person and the environment
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