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PSYC 3301: Human Relations Final
Attitudes |
Relatively stable clusters of feelings, beliefs and predispositions to act directed toward some specific or abstract concept. |
Job Satisfaction |
Individual's degree of positive attitudes toward their current position or work |
Career-success orientation |
An orientation found in cultures that emphasize acquisition of material possessions and individualism. |
Quality-of-life orientation |
An orientation found in cultures that emphasize relationships among people and concerns about life quality. |
Crucial Incident Technique |
A procedure used to study job satisfaction in which participants describe times in which they felt especially satisfied or dissatisfied with their jobs. |
Hygiene or maintenance factors |
Work factors related to conditions surrounding jobs, such as working conditions and pay. |
Motivators |
Work factors related to characteristics of the work itself, such as the growth opportunities it provides. |
Comparison Level (CL) |
the outcome that people think they deserve in a relationship. |
Comparison level for alternatives (CLalt) |
The outcome that people think can be obtained from the best available alternative. |
Life Satisfaction |
Individual's level of satisfaction with their lives away from work. |
Continuance commitment |
An individual's inclination to continue to work for the organization because he or she cannot afford to leave |
Affective commitment |
A person's desire to stay with the organization because he or she agrees with its policies and wants to remain affiliated with the business. |
Love |
A strong, affectionate relationship between people.
|
Sexual Harassment |
An unwanted sexual communication.
|
Prejudice |
A negative attitude toward members of a social group. |
Discrimination
|
Negative actions directed toward an individual based on his or her group membership. |
Descriptive stereotype |
Beliefs concerning how most people in a group behave and what they prefer. |
Prescriptive stereotype |
Controlling attitudes that tell members of groups how they should think, feel, and behave. |
Compensatory Expectations |
Expectations that members of groups will " make up" for their stereotypically inconsistent behavior or the inconsistent behaviors performed by other group members. |
Job discrimination |
Practice including a reluctance to hire, promote, or pay fairly based on a person's group membership. |
Social Categorization |
Tendency to divide people into groups. |
Old-fashioned racism |
Obvious forms of prejudice and discrimination, such as slavery and lynch mobs. |
Modern Racism |
The subtle and indirect forms of prejudice and discrimination that are characteristic of today's world. |
Mere Exposure Effect |
Increased attraction to a stimulus based on repeated presentations of or exposure to the stimulus. |
Stress |
The physical, psychological, and behavioral reactions experienced by individual in situations where they feel that they are in danger of being overwhelmed-pushed beyond their abilities or limits. |
Stressors |
Various aspects of the world around us that contribute to stress. |
Role |
Expectations that are held about a particular position. |
Inter-role conflict |
Conflict that occurs when people from different parts of an individual's life have conflicting expectations about that person's role. |
Person-role conflict |
Conflict between our own expectations and the expectations of others. |
Within-role Conflict |
Conflict that occurs when people in one area of an individual's life have different expectations. |
Quantitative overload |
A situation in which individuals are confronted with more work than can be completed in a given period of time |
Qualitative Overload |
The belief of an employee that he or she lacks the skills or abilities required to perform a specific job. |
Quantitative underload |
A situation in which individuals have so little to do that they find themselves sitting around much of the time. |
Qualitative underload
|
The lack of mental stimulation that accompanies many routine, repetitious jobs. |
Optimism-Pessimism |
The personality dimension based on the outlook that individuals have on life. Those with a positive outlook are optimists, and those with a negative outlook are termed pessimists. |
Burnout |
A syndrome resulting from prolonged exposure to stress, consisting of physical, emotional, and mental exhaustion plus feelings of low personal accomplishment. |
Relaxation Training |
Special training in which individuals learn to relax one group of muscles at a time. This, in turn, often causes them to experience a reduction in tension. |
Meditation |
A technique for inducing relaxation in which individuals clear disturbing thoughts from their minds and then repeat a single syllable (mantra) over and over again. |
Careers |
The sequence of attitudes and behaviors associated with work-related activities experienced by individuals over the span of their working lives. |
Social Models |
individuals who affect the behavior or attitudes of others through their words or deeds, often without any conscious desire to produce such effects. |
Human resource planning |
Efforts by organizations to make the best possible use of the skills, abilities, and talents of their employees. |
Career development |
The pattern of changes that occur during an individual's career. |
Performance appraisals |
Steps undertaken by organizations to provide employees with feedback on their current performance. Detailed and constructive performance appraisals often form part of company-run programs of career management/career development. |
Organizational politics |
The process through which power and influence are exercised within a given organization. A clear understanding of such politics is necessary for effective career development. |
Protean Career |
A career that is manged by the individual and guided by that person's own choices and search for fulfillment. |
360 Feedback |
A method for getting job-related feedback from multiple sources, including peers, supervisors, and subordinates. |
Career maturity |
The extent to which a person has acquired the physical, psychological, and social qualities to cope with career demands. |