BUSMHR 3200 Exam 2025

BUSMHR 3200 Exam 2025 Organizational Behavior - -interdisciplinary field dedicated to understanding & managing people at work Contingency Approach - -using OB concepts & tools as situationally appropriate, overcome common sense Hard Skills - -technical expertise & knowledge to do a task or function Ex: accounting, finance, operations Soft Skills - -human interactions, interpersonal skills & personal attributes Ex: critical thinking, problem solving, decision making Personal Attributes - -build good will & trust, demonstrate integrity Interpersonal Skills - -foster respectful relationships Human Capital - -productive potential of individuals knowledge, skills, & experiences Ex: education, experience, abilities Social Capital - -productive potential resulting from relationships, goodwill, trust Ex: social & family relationships, status, social elements Ethics - -behavior, right vs wrong UNETHICAL NOT ILLEGAL Ethical Dilemma - -no ethical solution Problem - -gap between an actual & desired situation Problem Solving - -closing gaps Three-Stop Problem Solving Approach - -1.) Define problem 2.) Identify OB concepts to solve problem 3.) Make recommendations & take action Understanding & Applying OB - -cycle: inputs - processes - outcomes Motivation - -psychological process underlie the direction, intensity, and persistence of behavior or thought Extrinsic Motivation - -people motivated by external awards Ex: recognition, money, promotion, grades BUSMHR 3200 BUSMHR 3200 BUSMHR 3200 Intrinsic Motivation - -people motivated by positive internal feelings Ex: sense of achievement, curiosity, interest, pride Why Motivation is Important - -causes employees to: -join the organization -stay with organization -be engaged at work -perform OCB's -help others Content Theories - -motivational theories focusing on identifying internal factors McGregors X & Y Theory - -Theory X: pessimistic view of employees, employees don't like work Theory Y: positive set of assumptions about employees, they are self-engaged and committed to work Maslow's Need Hierarchy Theory - -motivation by 5 basic needs: psychological, safety, love, esteem, & self- actualization Process Theories - -motivational theories that describe how various person & environment factors affect motivation Equity Theory - -model of motivation that explains how people strive for fairness & justice in social exchanges or give-and-take relationships Expectancy Theory - -people are motivated to behave in ways that produce desired combinations followed by a particular performance level Job Design - -set of activities that involve alteration of specific jobs with intent of improving the quality of employee job experience & productivity Job Rotation - -moving employees from one specialized job to another Group - -two or more freely interacting individuals that share norms, goals, and a common interest Formal Groups - -assigned to accomplish a specific goal Informal Groups - -members' purpose is friendship or common interest Roles - -set of expected behaviors Norm - -an attitude, opinion, feeling, or action SHARED by two or more people that guides behavior BUSMHR 3200 BUSMHR 3200 Group Development Process - -1.) Forming -low trust, uncertainty 2.) Storming -subgroups form, testing, rebellion 3.) Norming -non-leader challenges the group to resolve power struggle 4.) Performing -solving problem, getting work done 5.) Adjourning -work is done, return to independence Teamwork Competencies - -contribute, interact, quality work, relevant KSA's for team responsibilities Team Player - -3 C's: committed, collaborative, competent Social Loafing - -Decline in individual effort as group size increases Team Building - -a host of techniques aimed at improving the internal functioning of work groups Cross-Functionalism - -when specialists from different areas are put on the same team Trust - -reciprocal belief that another person will consider how his or her own intentions & behaviors will affect you Equal Employment Opportunity - -all individuals have an equal chance for employment Disparate Treatment - -differing treatment of individuals Reasonable Accomodation - -employers obligation to do something to enable an otherwise qualified person to perform a job Affirmative Action - -organizations hire or promote people in a particular group Preventing Sexual Harrassment - --developing & communicating a policy -training to recognize & avoid behavior -providing means for employees to complain & be protected Occupational Safety & Health Act (OSHA) - -federal gov establishes & enforces occupational safety & health standards for all places of employment Incentive Pay - -pay specifically designed to energize, direct, or maintain employee's behaviors BUSMHR 3200 BUSMHR 3200 Piecework Rates - -amount paid per unit is set at a level that rewards employees for above-average production volume Straight Piecework - -employer pays the same rate per piece, no matter how much work is produced Differential Piece Rates - -piece rate is higher when greater amount is produced Standard Hour Plans - -pays workers extra for work done in less than a preset "standard time" Merit Pay - -linking pay increases to ratings on performance appraisals Individual Bonuses - -rewarded individual performance not rolled into base pay Sales Commissions - -pay calculated as a % of sales Group Bonuses - -bonuses reward group members for attaining goal (physical output) Team Awards - -like group bonuses but use a broad range of performance measures like cost savings, successful completion, or meeting deadlines Profit Sharing - -payments are a % of organizations profits & do NOT become part of employee's base salary Stock Ownership - -employees part owners of organization Stock Options - -the right to buy a certain number of shares of stock at a specified price Balanced Scorecard - -a combination of performance measures directed towards the company's long-and-short-term goals & used as the basis for awarding incentive pay Employee Benefits - -compensation in forms other than cash Social Security - -retirement, survivor's, disability, hospital, and supplementary medical insurance for elderly Unemployment Insurance - -program to minimize the hardships of unemployment through payments to unemployed workers, help in finding new jobs, & incentives to stabilize employment Workers Compensation - -provided benefits to workers who suffer work-related injuries or illnesses or to their survivors Unpaid Family & Medical Leave - -Organizations with 50+ employees to provide 12 weeks of unpaid leave after childbirth/adoption, care for ill family, etc BUSMHR 3200 Paid Leave - -for vacation, holiday, sick day, jury duty, funerals, military duty Medical Insurance - -most full-time employment provide medical benefits Preferred Provider Organization - -health care plan that contracts with health care professionals to provide services at a reduced fee Flexible Spending Account - -employees set aside a portion of pretax earnings to pay for eligible expenses Employee Wellness - -set of communications, activities, and facilities designed to change health-related behaviors that reduce health risks Disability Insurance - -short and long term plans of insurance that pays a % of disabled employees salary as benefits Defined Benefits Plan - -pension plan that guarantees a specified level of retirement income Defined Contribution Plan - -employer sets up an individual account for each employee & specifies the size of the investment into that account Vesting Rights - -guarantee when employee become participants in a pension plan & work there for a specified number of years they will receive a pension at retirement age regardless of whether or not they remained with the employer Selecting Employee Benefits - -considering: -employee's expectations & values -organizations objectives -cost of benefits