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MGMT 201 exam 1
| Term | Definition |
|---|---|
| Myers Briggs results | I got INFJ, meaning that I am introverted, intuitive, feeling, and judging. This means that I seek meaning and connections, want to understand motivation, and am organized and decisive in implementing my vision |
| self monitor results | I got a 14. The higher the score is a higher self monitor, more likely to adjust behavior to situational factors |
| Rokeach Values survey- terminal goals | have impact in field and on others, have positive relationships and my own space, contentment in my life |
| Rokeach Values survey- instrumental goals | help others, empathy, be present, honest, genuine |
| Holland Occupational Themes | I got social, conventional, and enterprising- I like working with others and adhering to a traditional structure, but want to play with the rules and grow within them, push the boundaries to make changes |
| OB | Studies influence that individuals, groups/teams, and organizations/structure have on the behavior within organizations |
| Intuition | gut feeling explanation of behavior |
| Systematic study | improves ability to accurately predict/anticipate behavior |
| contributing disciplines to OB | Anthropology, sociology, social psychology, psychology |
| current challenges and opportunities for OB | Responding to globalization, changes in macro environment, understanding workforce demographics, impact of emerging technologies |
| three levels of OB analysis | individual, group, organization |
| attitudes | Evaluative statements, favorable or unfavorable, concerning objects, people or events, reflect how one feels about something |
| three main components of an attitude | Cognitive (evaluation), affective (feeling), behavioral (action) |
| cognitive dissonance | any inconsistency between two or more attitudes, or between behavior and attitudes |
| desire to reduce cognitive dissonance | importance of elements creating dissonance, degree of influence the individual believes they have over elements, rewards that may be involved |
| major job attitudes | Job satisfaction, Job involvement, Psychological empowerment, Organizational commitment, Perceived organizational support, Employee engagement |
| job satisfaction | positive feeling about a job resulting from an evaluation of its characteristics |
| what causes job satisfaction | work, social, pay, corporate social responsibility |
| impact of job dissatisfaction | Exit (leave organization), voice (attempting to improve conditions), loyalty (waiting for conditions to improve), neglect (allows conditions to worsen) |
| counterproductive work behavior | Deviant behavior in workplace, withdrawal behavior |
| emotion | caused by specific event, very brief in duration, specific and numerous in nature, accompanied by distinct facial expressions |
| mood | cause is general and unclear, last longer than emotions, more general |
| emotions and rationality | Help to understand the world around us, context matters, not opposites |
| sources of emotions and moods | Sleep, exercise, age, stress, personality, day, time |
| emotional labor | Employee’s expression or organizationally desired emotions during interpersonal transactions at work |
| emotional dissonance | When an employee has to project one emotion while simultaneously feeling another |
| felt emotions | individual’s actual emotions |
| displayed emotions | learned emotions that organization requires workers to show and considers appropriate in a given job |
| surface acting | hiding one’s true emotions |
| deep acting | trying to change one’s feelings based on display rules, trying to experience emotion |
| emotional intelligence | Ability to perceive emotions in self and others, understand meaning of emotions, accordingly regulate emotions |
| emotional regulation | Identify and modify emotions you feel, acknowledging emotional responses to situations |
| emotional contagion | Catching other emotions |
| personality | Sum total of ways in which an individual reacts to and interacts with others |
| how to measure personality | Personality tests, self report surveys |
| how personality is determined | Heredity is most dominant factor, environmental factors have influence |
| Myers Briggs meaning | Most widely used personality assessment, extroverted or introverted, sensing or intuitive, thinking or feeling, judging or perceiving |
| Big Five Model | Extraversion, agreeableness, conscientiousness, emotional stability, openness to experience |
| Machiavellianism | Pragmatic, emotionally distant, believe ends justify the means |
| narcissism | Person with grandiose view of self, requires excessive admiration, sense of self entitlement, arrogant |
| core self evaluation | People with positive core self-evaluation like themselves and see themselves as capable and effective in the workplace |
| self monitoring | Adjusts behavior to meet external, situational factors |
| proactive personality | Identifies opportunities, shows initiative, takes action, perseveres |
| values | Basic enduring convictions that conduct state of existence |
| terminal values | desirable end states of existence, goals that a person would like to achieve during lifetime |
| instrumental values | preferable modes of behavior or means of achieving the terminal values |
| Holland's Occupational Themes (Hexagon) | Job satisfaction and turnover depend on congruency between personality and task |
| Emotional labor- Uber article | technically contractors not employees, high amount of emotional labor, not compensated fairly because of that, conflicting and unclear standards from corporate offices |
Created by:
gillwags
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