UCF MAN 3025 Final Exam Questions And Answers

Organization - a collection of people working together to achieve a common purpose Hawthorne "initial study - sought to determine how economic incentives and physical conditions of the workplace affected the output of workers. Initial focus was on the level of illumination in the manufacturing facilities Theory X - assumes people dislike work, lack ambition, act irresponsibility, and prefer to be led Theory Y - assumes people are willing to work, like responsibility, and are self-directed and creative Positive reinforcement - involves giving a reward when desired behavior occurs, in order to increase the likelihood that the behavior will be repeated Three components of perceptual process - Sensation, attention, perception Six factors that affect the attention process - size, intensity, frequency, contrast, motion, novelty Perceptual organization - the process of grouping environmental stimuli into recognizable patterns Principles to organize sensations - Figure-ground, similarity, proximity, closure Figure-ground - people tend to perceive objects that stand against a background Similarity - stimuli that have a common physical traits are more likely to be grouped together than those that do not.Proximity - stimuli that occur in the same proximity, either in space or in time, are oftern associated Closure - most stimuli is perceived incomplete, we naturally tend to extrapolate information and project additional information to form a complete picture Halo effect - perceptual error in which individuals allow one characteristic about a person to influence thier evaluation of other personality characteristics Primary effect - the tendency for first impressions and early information to undully influence our evaluations and judgment Projection - a form of perceptual bias in which we project our own personal feelings and attitudes onto others as a means of helping us interpret their attitudes and feelings Selective perception - a source of perceptual errors caused by people choosing to perceive only the information that they find acceptable Stereotyping - the process of using a few attributes about an object to classify it and then responding to it as a member of a category rather than as a unique object Discrimination and prejudice - unreasonable bias associated with suspicion, intolerance, or an irrational dislike for people of a particular race, religion, or sex Self-fulling prophecy - a phenomenon that occurs when a person acts in a way that confirms another's expectations Four elements explaining the self-fulling prophecy - input, output expected, reinforcement, feedback Personality - the attributes and predisposition associated with each individual that make that person unique and predict how that person will likely behave in many different situationsAttribution Theory - explains how we assign responsibility for behavior either to personality characteristics or environmental circumstances Five Personalty Dimensions (Big Five Model) - Conscientiousness, agreebleness, emotional stability, openness to experience, extroversion/introversion Conscientiousness - the degree to which an individual is dependable or inconsistent, can be counted on or is unreliable, follows through on commitments or reneges, and keeps promises or breaks them Agreeableness - measures the degree to which people are friendly or reserved, cooperative or guarded, flexible or inflexible, trusting or cautious, good-natured or moody, soft-hearted or tough and tolerant or judgmental Emotional stability - characterizes the degree to which people are consistent or inconsistent in how they react to certain events, they react impulsively or weigh their options before acting, and they take things personally or look at the situation objectively Openness to experience - characterizes the degree to which people are interested in broadening their horizons or limiting them, learning new things or sticking with what they already know, meeting new people or associating with current friends and co-workers, going to new places or restricting themselves to known places Extroversion - represents the degree to which people are outgoing, social, assertive, active, and talkative Introversion - refers to those who are shy, antisocial, passive, and quiet Internal locus of control - believe that the rewards they receive are internally controlled by their own actionsExternal locus of control - believe external forces such as luck, chance, or fate control their lives and determine their rewards and punishments Four information cues of Self-Efficacy - Enactive mastery, vicarious, experience, verbal pesuasion, perceptions of one's physiological state Three attitude comoponents - cognitive, affective, behavioral Cognitive component - consists of the beliefs and information a person processes about the attitude. This information includes descriptive data such as facts, figures, and other specific knowledge Affective component - consists of the person's feelings and emotions toward the attitude object. This component involves evaluation and reaction, and is often expressed as a liking or disliking for the attitude object Behavioral tendency component - refers to the way the person intends to behave toward the object, such as whether the person intends to follow, help, injure,abandon, or ignore the attitude object Four dimensions of Emotional Intelligence - Self awareness, self-management, social awareness, relationship management Three characteristics associated with organizational commitment - normative, affective, continuance Normative commitment - a strong belief in and acceptance of the organization's values and goals Affective commitment - a strong emotional attachment to the organization and a willingness to exert considerable effort in behalf of it Continuance commitment - a strong desire to maintain membership in the organizationFour reasons why people join groups - goal accomplishment, personal identity, affiliation, emotional support Stages of group developement - orientation (forming), confrontation (storming), differentiation (norming), collaboration (performing), separation (adjourning) Types of role conflict - intrasender role, intersender role, person-role, role overload Intrasender role conflict - occurs when a single role sender communicates incompatible role expectations to the focal person Intersender role conflict - occurs when two or more role senders communicate incompatible expectations to the focal person Person-role conflict - occurs when people are asked to behave in ways that are inconsistent with their personal values Reasons group norms are created and enforced - they identify the "rules of the game" which helps the group survive, they teach group members how to behave and make their behavior more predictable, they help the group avoid embarrassing situations, they express the central values of the group and clarify what is distinctive about its identity Three motives for conforming to group norms - Compliance, identification, internalization Social facilitation effect - the tendency for the presence of other people to increase motivation and arousal, which tends to help the individual perform better Social inhibition effect - the tendency for the presence of other people to disrupt performance and cause them to perform poorly Social loafing - tendency to exert less effort when working as a member of a group than when working aloneTransactional leader - leadership that focuses on accomplishing work by relying on contingent rewards, task instructions, and corrective actions Transformational leader - leadership that focuses on communication an organizational vision, building commitment, stimulating acceptance, and empowering followers Three leadership behaviors - Authoritarian, democratic, laissez-faire Authoritarian leader - all decisions are made by the leader