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OB Ch8

Observational Behaviour Chapter 8, Scandura 2nd Edition

TermDefinitionQuestionAnswer
Persistence How long a person works What is Maslow's hierarchy of needs? Self-actualization Esteem Social belonging Safety Physiological needs
Grit The ability to stick to a goal and not give up even in the face of adversity. What are the 3 fundamental needs of McClelland? Need for Achievement (nArch) Need for Power (nPow) Need for affiliation (nAff)
Motivation What a person does (direction) How hard a person works (intensity) How long a person works (persistence) What makes a goal a smart goal? Specific Measurable Achievable Relevant Time Based
Need for Affiliation (nAff) The need for close personal relationship What is the 1st component of the Expectancy Theory? Employees decide to put forth effort when they believe that their efforts will lead to good performance. The E -> P expectancy.
Management by Objectives (MBO) A performance appraisal program where leaders meet with their direct reports and set specific performance objectives. What is the 2nd component of the Expectancy Theory? The employee's performance will be evaluated accurately and lead to rewards (pay raises, bonuses). The P -> O instrumentality.
Promotion-Focused Individuals have a need for achievement, focus on advancement, and set learning goals. What is the 3rd component of the Expectancy Theory? The employees value the rewards offered by the organization. Valances -- Vs. +/-
Prevention-Focused Individuals are vigilant and careful, emphasize fears, focus on avoiding threats, and set prevention goals. How does the pygmalion effect boosts performance? By leaders raising their expectations of followers.
Job Characteristics Theory Designed jobs give internal rewards What are the 4 ways leader communicate high expectations to followers? Create a warmer emotional climate Teach more and increase challenge Invite followers to ask questions Provide feedback on performance
Job Rotation Periodic shifting of an employee from one task to another.
Job Enrichment Increasing the degree to which the worker controls the planning, execution and evaluation of their work
Job Crafting The extent to which individuals can demonstrate initiative in designing their own work.
Equity Theory A given person (a focal person, FP) compares their inputs and outcomes to a person that they choose to compare themselves to (a comparison other, CO).
Organizational Justice The members' sense of the moral propriety of how they are treated.
Equity Theory: Possible Situation The inputs and outcomes for the focal person (FP, i.e., you) equal the inputs and outcomes for the comparison other (CO, i.e., your coworker).
Equity Theory: Possible Situation The inputs and outcomes for the FP are lower than the inputs and outcomes for the CO. Why is feedback needed? So that the processes of energizing and directing behavior stay on track.
Equity Theory: Possible Situation The inputs and outcomes for the FP are higher than the inputs and outcomes for the CO. Feedback is a... Central part of the design of performance management systems.
The Pygmalion Effect Perceptions sometimes result in self-fulfilling prophecy in which high expectations of performance by leaders actually create conditions in which followers succeed. What are the 3 basic reasons based on Motivation to Lead (MTL)? Affective-Identity MTL Social-Normative MTL Non-Calculative MTL
Galatea Effect When an individual sets high expectations for himself and then performs to these expectations.
Golem Effect Expectations may also work in the opposite direction, where lower expectations lead to lower performance.
Motivation to Lead (MTL) An individual differences construct that affects a leader's decisions to assume leadership training, roles, and responsibilities and that affect his or her intensity of effort at leading.
Two-Factor Theory Relates to lower- and higher-order needs, and relates them to job satisfaction What is another name for the two-factor theory? Motivator-hygiene theory
Hygienes When people think about what makes them dissatisfied with work, they think of things like supervision, pay, company policies, and the working conditions, which are called... Leaders must follow the principles of organizational justice... To effectively motivate followers and avoid costly absenteeism and turnover.
Motivators When people think of what satisfies them, thinkgs like advancement, recognition, and achievement, which are called...
Regulatory Focus Theory (RFT) An alternative approach to understanding how individuals strive to meet their goals.
Promotion-Focused Individuals who are oriented toward growth and development, and becoming their ideal.
Prevention-Focused Individuals who are oriented toward the things they feel that have to do and focus on their job responsibilities.
Promotion-Focused Individuals who will want to be provided with goals that stretch their abilities.
Prevention-Focused Individuals who would be stressed out by such stretch goals and should be given goals that are within their job description. What is the motivating force of a prevention-focus? Avoidance of pain
Job Characteristics Theory (JCT) Job can be designed so that people are more motivated and satisfied, as well as perform better.
Skill Variety The extent to which people use different skills and abilities at work. The employee is not doing the same repetitive tasks over and over.
Task Identity The task is one that people experience from beginning to end. In other words, they identify with an entire work product.
Task Significance The degree to which the job is seen as having an impact on others. The work does something good for society.
Autonomy The employee has the freedom to plan and perform his or her own work. The employees have discretion about their work and are not intensely supervised. Organizations have implemented work redesign... To enhance the motivating potential of work.
Feedback The job provides information on how effective the employee's work is. Just doing the work itself provides performance feedback. Autonomy... Increases a person's responsibility for the work they perform.
Growth need strength Refers to a person's need to learn new things, grow, and develop from working. Skill variety, task identity, and task significance combine... To produce a sense of meaningfulness of the work.
Work Redesign The basic idea is to load jobs with more of the core job characteristics that have been shown to motivate.
Horizontal Job Loading Adding different tasks at the same level Job Rotation... Involves cross-training or allowing workers to do different jobs.
Vertical Job Loading Adding decision-making responsibility
Job Enrichment Redesigning jobs so that they are more challenging to the employee and have less repetitive work.
Prosocial Motivation Form of motivation where people may be motivated by helping others. Combining Tasks... Designs work to create natural work units
Job Control The authority to make decisions about their job on a day-to-day basis.
Just-World Hypothesis Belief that people should get what they deserves.
Distributive Justice What people receive as a result of their knowledge, skills, and effort on the job. Equity Theory... Suggests that people may become demotivated or put forth less effort when they feel that what they give and what they get is not in balance.
Underpayment Inequity When the inputs and outcomes for the FP are lower than the inputs and outputs for CO.
Overpayment Inequity When the inputs and outcomes for the FP are higher than the inputs and outcomes for the CO.
Moral Outrage A severe reaction to the perceived injustice (including strong emotions such as anger and resentment)
Procedural Justice Perception of how fair the process was in making decisions that affect employees.
Interpersonal Justice Refers to how employees are treated by their leaders, including respect and propriety. Fairness... Is a necessary (but not sufficient) condition for effective leadership.
Informational Justice Refers to the perceived fairness of the communications made by leaders during a process. Informational Justice includes... Full explanations of processes and the perception that the leader is being truthful.
Fair Identity When the leaders develop the followers' perceptions that they are being fair.
Affective-Identity MTL The natural tendency to lead others. Affective-Identity MTL... Reflects the value an individual places on a leadership role and most directly reflects leadership self-efficacy and experience.
Social-Normative MTL The tendency to lead because of a sense of duty or responsibility. Social-Normative MTL... Is associated with general attitudes toward social norms.
Noncalculative MTL Where people agree to lead without calculating the costs and benefits of assuming leadership Noncalculative MTL... Is associated with an individual's level of altruism.
Leadership An identity that emerges through social interactions with others.
Direction What a person does What are the two type of Regulatory Focus Theory (RFT)? Promotion-Focused Prevention-Focused
Intensity How hard a person works What are the 5 core dimensions of the job characteristics theory? Skill variety Task identity Task significance Autonomy Feedback
Need for Achievement (nAch) The drive to succeed at high levels Motivating jobs must... Be autonomous Provide feedback Have atleast one of the three meaningfulness factors
Need for Power (nPow) The need to influence others to do what you want What are the 4 components of organizational justice? Distributive justice Procedural justice Interpersonal justice Information justice
Created by: ltt
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