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BUSI - Org. Behavior
Midterm Exam -- Chapters 1-7
| Term | Definition |
|---|---|
| Organizational Behavior (OB) | The study of what people think, feel, and do in and around organizations |
| Organizations | Groups of people who work interdependently toward some purpose |
| Organizational Effectiveness | The organization's fit with the external environment, internal subsystems configuration for high performance, emphasis on organizational learning, and ability to satisfy the needs of key stakeholders |
| Open Systems | A perspective which holds that organizations depend on the external environment for resources, affect that environment through their output, and consist of internal subsystems that transform inputs to outputs. |
| Organizational Efficiency | The amount of outputs relative to inputs in the organization's transformation process |
| Organizational Learning | A perspective which holds that organizational effectiveness depends on the organization's capacity to acquire, share, use, and store valuable knowledge. |
| Intellectual capital | A company's stock of knowledge, including human capital, structural capital, and relationship capital |
| Human Capital | The stock of knowledge, skills, and abilities among employees that provide economic value to the organization. |
| Structural capital | Knowledge embedded in an organization's systems and structures. |
| Relationship Capital | The value derived from an organization's relationships with customers, suppliers, and others. |
| Absorptive Capacity | The ability to recognize the value of new information, assimilate it, and use it for value-added activities. |
| High-Performance Work Practices (HPWP) | A perspective which holds that effective organizations incorporate several workplace practices that leverage the potential of human capital |
| Stakeholders | Individuals, organizations, or other entities that affect, or are affected by, the organization's objectives and actions |
| Values | Relatively stable, evaluative beliefs that guide a person's preferences for outcomes or courses of action in a variety of situations |
| Ethics | The study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad |
| Corporate Social Responsibility (CSR) | Organizational activities intended to benefit society and the environment beyond the firm's immediate financial interests or legal obligations. |
| Globalization | Economic, social, and cultural connectivity with people in other parts of the world |
| Surface-Level Diversity | The observable demographic or physiological differences in people, such as their race, ethnicity, gender, age,and physical disabilities. |
| Deep-Level Diversity | Differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes |
| Work-Life Balance | The degree to which a person minimizes conflict between work and non work demands |
| Virtual Work | Work performed away from the traditional physical workplace by using information technology. |
| Evidence Based management | The practice of making decisions and taking actions based on research evidence. |
| Systematic Research Anchor | OB should study organizations using systematic research methods |
| Multidisciplinary Anchor | OB should import knowledge from other disciplines, not just create its own knowledge |
| Contingency Anchor | OB theory should recognize that the effects of actions often vary with the situation |
| Multiple levels of analysis anchor | OB events should be understood from three (3) levels of analysis: Individual, Team, & Organization |
| Motivation | The forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior |
| Ability | The natural aptitudes and learned capabilities required to successfully complete a task. |
| Competencies | Skills, knowledge, aptitudes, and other personal characteristics that lead to superior performance |
| Role Perceptions | The extent to which a person accurately understands the job duties (roles) assigned to or expected of him or her |
| Organizational Citizenship Behaviors (OCBs) | Various forms of cooperation and helpfulness to others that support the organization's social and psychological context |
| Counterproductive Work Behaviors (CWBs) | Voluntary behaviors that have the potential to directly or indirectly harm the organization. |
| Presenteeism | Attending scheduled work when one's capacity to perform is significantly diminished by illness or other factors. |
| Personality | The relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics. |
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