Chapter 11 Key Terms (EXAM 3)
The key terms highlighted in yellow from the book.
48 Cards in this Set
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personality
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consists of the stable psychological traits and behavioral attributes that give a person his or her identity.
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BIG 5 personality dimensions
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are extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience
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proactive personality
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someone who is more apt to take initiative and persevere to influence the environment.
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locus of control
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indicates how much people believe they control their fate through their own efforts.
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self-efficacy
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belief in one's personal ability to do a task
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learned helplessness
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the debilitating lack in one's ability to control one's environment
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self-esteem
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the extent to which people like or dislike themselves, their overall self evaluation
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self monitoring
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is the extent to which people are able to observe their own behavior and adapt it to external situations
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emotional intelligence
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the ability to cope, to empathize with others, and to be self motivated.
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organizational behavior (OB)
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which is dedicated to better understanding and management of people at work
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values
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abstract ideals that guide one's thinking and behavior across all situations
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attitude
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is defined as a learned predisposition toward given object
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affective component of an attitude
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consists of the feelings or emotions one has about a situation
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cognitive component of an attitude
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consists of the beliefs and knowledge one has about a situation
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behavioral component of an attitude
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also known as the intentional component, refers to how one intends or expects to behave toward a situation
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cognitive dissonance
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to describe the psychological discomfort a person experiences between his cognitive attitude and incompatible behavior
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behavior
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a persons actions and their judgements
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perception
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is the process of interpreting and understanding one's environment
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stereotyping
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is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that person belongs
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absentessism
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when an employee does not show up for work
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halo effect
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in which we form an impression of an individual based on a single trait
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recency effect
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is the tendency to remember recent information better than earlier information
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casual attribution
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is the activity of inferring caused for the observed behavior
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fundamental attribution bias
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people attribute another person's behavior to his or her personal characteristics rather than to situational factors
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self-serving bias
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people tend to take more personal responsibility for success than for failure
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self-fulfilling prophecy
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also know as the pygmalion effect, describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true
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employee engagement
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defined as an individual's involvement, satisfaction, and enthusiasm for work
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job satisfaction
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is the extent to which you feel positive or negative about various aspects of your work
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organizational commitment
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reflects the extent to which an employee identifies with an organization and is committed to its goals
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turnover
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when employees leave their jobs
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onboarding
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programs help employees to integrate and transition to new jobs by making them familiar with the corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities
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organizational citizenship behaviors
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are those employee behaviors that are not directly part of employees' job descriptions that exceed their work-role requirements
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counterproductive work behavior (CWB)
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types of behavior that harm employees and the organization as a whole.
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diversity
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represents all the ways people are unlike and alike - the differences and similarities in age, gender, race, religion, ethnicity, sexual orientation, capabilities, and socioeconomic background
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internal dimensions of diversity
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are those human differences that expert a powerful sustained effect throughout every stage of out lives
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external dimensions of diversity
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include an element of choice; they consist of the personal characteristics that people acquire, discard, or modify throughout their lives
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glass ceiling
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the metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs
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americans with disabilities act
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which prohibits discrimination against the disabled
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underemployeed
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working at jobs that require less education than they have
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ethnocentrism
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is the belief that one's native country, culture, language, abilities, or behavior is superior to those of another culture
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stress
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is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportuniteis and are uncertain about their ability to handle them effectively
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stressor
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the source of stress
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type a behavior pattern
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meaning they are involved in a chronic, determined struggle to accomplish more in less time
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roles
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are sets of behaviors that people expect of occupants of position
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burnout
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is a state of emotional, mental, and even physical exhaustion
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buffers
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or administrative changes, that managers can make to reduce the stressors that lead to employee burnout
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employee assistance programs (EAP)
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include a host of programs aimed at helping employees to cope with stress, burnout, substance abuse, health-related problems, family and marital issues, and any general problem that negatively influences job performance
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holistic wellness program
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focuses on on self responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness.
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MGT 300: EXAM 1