MGMT 363 ANSWERS AND QUESTIONS SET A+
✔✔Behavioral Coping - ✔✔Actions to deal with stressful situation
EX: person under time pressure working faster
✔✔Cognitive Coping - ✔✔Mind
thoughts in trying to deal with stressful situation
EX: person under time pressure thinking about how to work more effectively
✔✔Problem Focused Coping - ✔✔managing stressful situation itself
EX: person with time pressure focus on meeting demand instead of avoiding
✔✔Emotion Focused Coping - ✔✔managing emotional reaction to stressful situation
EX: venting
✔✔General Adaptation Syndrome (GAS) - ✔✔Stage 1 - alarm reaction
Stage 2 - Resistance
Stage 3 - Exhaustion
✔✔Stress Management - ✔✔1. Assessment (stress audit)
2. Reducing Stressors (sabbatical and job sharing)
3. Provide Resources (training and support)
4. Relaxation (cognitive behavioral techniques and health and wellness programs)
✔✔Stress Audit - ✔✔Managers ask questions about the nature of the jobs in their
organization to estimate whether high stress levels may be a problem
✔✔Sabbatical - ✔✔A leave of absence from an organization to renew or develop skills
✔✔Job Sharing - ✔✔To share the responsibilities and duties of a single full time job with
one or more other employees.
✔✔Motivation - ✔✔a need or desire that energizes and directs behavior
direction, intensity, and persistence
, ✔✔Expectancy - ✔✔-belief that high effort results in successful performance of task
- E -> P
-hindered by lack of resources, supportive practices, and self efficacy
✔✔Instrumentality - ✔✔-the belief that successful performance will result in some
outcomes
-P -> O
-hindered by poor methods of measuring performance, policies that don't reward
performance
✔✔Valence - ✔✔-the anticipated value of the outcomes associated with performance
-V
-positive, negative, or zero
✔✔Extrinsic Motivation - ✔✔result from others acknowledging successful performance
EX: promotion, pay, bonus
✔✔Intrinsic Motivation - ✔✔-task performance itself is own reward
-EX: enjoyment, interestingness
✔✔Goal Setting Theory - ✔✔-set specific and difficult goals to motivate
✔✔S.M.A.R.T - ✔✔Specific, Measurable, Attainable, Results Based, Time sensitive
✔✔Difficult Goal - ✔✔stretches employees to perform at their maximum level while still
staying within the boundaries of their ability
✔✔Self-Set Goals - ✔✔the internalized goals that people use to monitor their own task
progress
✔✔Task Strategies - ✔✔plan out the next move
✔✔Moderators of Goal Setting Theory - ✔✔1. Feedback
2. Task Complexity
3. Goal Commitment
✔✔Equity Theory - ✔✔motivation depends on your own belief and what happens to
others
✔✔Under rewarded Inequity - ✔✔-ratio of your outcomes are LESS than comparison
other
-strongest predictor of counterproductive behavior
✔✔Equity Distress - ✔✔any imbalance ratio, internal, have to restore balance to ratios
✔✔Behavioral Coping - ✔✔Actions to deal with stressful situation
EX: person under time pressure working faster
✔✔Cognitive Coping - ✔✔Mind
thoughts in trying to deal with stressful situation
EX: person under time pressure thinking about how to work more effectively
✔✔Problem Focused Coping - ✔✔managing stressful situation itself
EX: person with time pressure focus on meeting demand instead of avoiding
✔✔Emotion Focused Coping - ✔✔managing emotional reaction to stressful situation
EX: venting
✔✔General Adaptation Syndrome (GAS) - ✔✔Stage 1 - alarm reaction
Stage 2 - Resistance
Stage 3 - Exhaustion
✔✔Stress Management - ✔✔1. Assessment (stress audit)
2. Reducing Stressors (sabbatical and job sharing)
3. Provide Resources (training and support)
4. Relaxation (cognitive behavioral techniques and health and wellness programs)
✔✔Stress Audit - ✔✔Managers ask questions about the nature of the jobs in their
organization to estimate whether high stress levels may be a problem
✔✔Sabbatical - ✔✔A leave of absence from an organization to renew or develop skills
✔✔Job Sharing - ✔✔To share the responsibilities and duties of a single full time job with
one or more other employees.
✔✔Motivation - ✔✔a need or desire that energizes and directs behavior
direction, intensity, and persistence
, ✔✔Expectancy - ✔✔-belief that high effort results in successful performance of task
- E -> P
-hindered by lack of resources, supportive practices, and self efficacy
✔✔Instrumentality - ✔✔-the belief that successful performance will result in some
outcomes
-P -> O
-hindered by poor methods of measuring performance, policies that don't reward
performance
✔✔Valence - ✔✔-the anticipated value of the outcomes associated with performance
-V
-positive, negative, or zero
✔✔Extrinsic Motivation - ✔✔result from others acknowledging successful performance
EX: promotion, pay, bonus
✔✔Intrinsic Motivation - ✔✔-task performance itself is own reward
-EX: enjoyment, interestingness
✔✔Goal Setting Theory - ✔✔-set specific and difficult goals to motivate
✔✔S.M.A.R.T - ✔✔Specific, Measurable, Attainable, Results Based, Time sensitive
✔✔Difficult Goal - ✔✔stretches employees to perform at their maximum level while still
staying within the boundaries of their ability
✔✔Self-Set Goals - ✔✔the internalized goals that people use to monitor their own task
progress
✔✔Task Strategies - ✔✔plan out the next move
✔✔Moderators of Goal Setting Theory - ✔✔1. Feedback
2. Task Complexity
3. Goal Commitment
✔✔Equity Theory - ✔✔motivation depends on your own belief and what happens to
others
✔✔Under rewarded Inequity - ✔✔-ratio of your outcomes are LESS than comparison
other
-strongest predictor of counterproductive behavior
✔✔Equity Distress - ✔✔any imbalance ratio, internal, have to restore balance to ratios
