MGMT 3720Exam # 1 Study Guide Lectures: 1 - 2Lecture 1 (September 2) Manager- a person who achieves goals through othersOrganization- a social unit, made up of two or more individuals, that functions on a continuous basis to achieve goals.Planning- a process that consists of making goals, establishing a strategy, and making plans to coordinateactivities.Organizing- determining what tasks need to be done, who is going to do them, who reports to whom, how tasks are going to be grouped, and where decisions are to be madLeading- a position that includes motivating employees, directing people, choosing the most effective communication channels, and resolving conflicts.Controlling- overseeing activities to ensure they are being accomplished as planned and correcting any significant deviations.Technical skills- the ability to apply specialized knowledge or expertiseHuman skills- the ability to work with, comprehend, and motivate individuals and groups of people.Conceptual skills- the ability to analyze an diagnose complicated situationsOrganizational behavior- a field of study that investigates the effect that individuals, groups, and structure have on behavior within organizations, for the purpose of applying this knowledge toward improving an organization’s effectiveness.Systematic study- observing relationships, trying to attribute causes and effects, and making conclusions based on scientific evidence.Evidence-based management (EBM)- Making managerial decisions based on the best available scientific evidenceIntuition- a gut feeling not necessarily supported by researchPsychology- the science that seeks to measure, explain, and sometimes alter behavior of humans and animals.Social psychology- an area of psychology that mixes concepts from psychology and sociology and focuses on the influence that people have on one anotherSociology- The study of people in relation to their social environment and cultureAnthropology- the study of societies for the purpose of learning about humans and their activitiesContingency variables- situational factors: variables that moderate the relationship between multiple variables.Workforce diversity- the concept that organizations are getting to be more heterogeneous (diverse in character) in terms of gender, age, race, ethnicity, sexual orientation, and other diverse groups.Positive organizational scholarship- part of organizational behavior research that concerns how organizations develop human strength, promote vitality and resilience, and unlock potential.Ethical dilemmas and ethical choices- situations where people are required to define right and wrong conduct.Model- an abstraction of reality or a simplified representation of a real-world occurrence/circumstanceDependent variable- a response that is affected by an independent variableIndependent variable- the presumed cause of change in a dependent variableProductivity- a measure of performance that includes effectiveness and efficiencyEffectiveness- achievement of goalsEfficiency- the ratio of effective output to the input required to achieve the goalsAbsenteeism- the failure to show up to workTurnover- voluntary and involuntary permanent withdrawal from an organizationDeviant workplace behavior- voluntary behavior that violates organizational norms and that compromises the well-being of the organization or its membersOrganizational citizenship behavior (OCB)- behavior that is not part of an employee’s formal job requirements but promotes the effective functioning of the organizationJob satisfaction- a positive feeling about one’s job because of an evaluation of its characteristics.Surface-level diversity- differences in characteristics like gender, race, ethnicity, age, or disability that do not necessarily reflect the ways people think or feel but might activate certain stereotypes.Deep-level diversity- differences in values, personality, and work preferences that become important for determining similarity between people as they get to know each otherDiscrimination- discrimination means pointing out a difference between things but often we are talking about unfair discrimination, which means making judgments about people based on stereotypes of their demographic group.Biographical characteristics- personal characteristics like age, gender, race, and length of tenure, which are objective and easily obtained from personnel records. These characteristics are examples of surface-level diversity.Ability- an individual’s capacity to do various tasks in a jobIntellectual abilities- the capacity to do mental activities such as thinking, reasoning, and problem solvingGeneral mental ability (GMA)- an overall factor of intelligence, suggested through positive correlations among specific intellectual ability dimensions.Physical abilities- the capacity to do tasks that require stamina, dexterity, strength, and other related characteristics.Diversity management- the process and programs through which managers make everyone more aware of and sensitive to the needs and differences of othersLecture 2 (September 9) Attitudes- evaluative statements or judgments having to do with objects, people, or eventsCognitive component- the opinion or belief part of an attitudeAffective component- the emotional or feeling part of an attitude Behavioral component- an intention to behave a specific way towards someone or somethingCognitive dissonance- any incompatibility between multiple attitudes or between behavior and attitudesJob involvement- the degree to which a person identifies with a job, participates in it, and considers their performance as important to their self-worth.Psychological empowerment- Employees’ belief in the degree to which they affect their work environment, their competence, and meaningfulness of their job, and their perceived autonomy (freedom from external control or influence) in their work.Organizational commitment- the degree to which an employee identifies with a certain organization andits goals and wants to keep their membership in the organizationAffective commitment- an emotional attachment to an organization and a belief in its valuesContinuance commitment- the perceived economic value of remaining with an organization compared to leaving the organization. Normative commitment- a duty to remain with an organization for moral or ethical reasonsPerceived organizational support (POS)- The degree to which employees believe an organization values their contribution and cares about