Mgmt 311 Midterm 2025 Exam 1

Organizational behavior - -the study of a) human behavior in organizational settings b) the interface between human behavior and the organization c) the organization itself helps explain and predict ho people and groups interpret events, react to events, and behave in organizations. describes the role of organizational systems, structures, and process in shaping behavior core of OB - -being effective at work scientific management - -based on the belief that productivity is maximized when organizations are rationalized with precise sets of instructions based on time-and motion studies. improved productivity, but also increased monotony of work Hawthorne effect - -occurs when people improve some aspect of their behavior or performance simply because they know that they are being assessed human relations movement - -viewed organizations as cooperative systems and treated workers' orientations, values, and feelings as important parts of organizational dynamics and performance system - -interrelated set of elements that functions as a whole- inputs, throughput, outputs, feedback situational perspective - -suggests that in most organizations, situations and outcomes are influenced by other variables. interactionalism - -suggests that individuals and situations interact continuously to determine individuals' behavior. This view attempts to explain how people select, interpret, and change various situations. productivity - -a relatively narrow indicator of his or her efficiency and is measured in terms of the products or services created per unit of input performance - -broader than productivity, made-up of all work-related behaviors organizational citizenship - -the behavior of individuals that makes a positive overall contribution to the organization Mgmt311 Mgmt311 dysfunctional behaviors - -those that detract from, rather than contribute to, organizational performance absenteeism - -measure of attendance turnover - -occurs when a person leaves the organization forms of dysfunctional behavior - -theft, sabotage, sexual/racial harassment, rumors, politicized behavior, etc. diversity - -the variety of observable and unobservable similarities and differences among people more than just demographics surface level diversity - -Observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender deep level diversity - -differences that cannot be seen directly, including goals, values, personalities, skills, attitudes, knowledge, abilities seperation diversity - -Differences in position or opinion among group members reflecting disagreement or opposition—dissimilarity in an attitude or value, for example. variety diversity - -differences in a certain type or category, including group members' expertise, knowledge, or functional background disparity diversity - -differences in the concentration of valuable social assets or resources - dissimilarity in rank, pay, decision-making authority, or status, for example barriers to inclusion - -"like me" bias stereotypes perceived threat of loss ethnocentrism like me bias - -People tend to associate with others whom we perceive to be like ourselves- attracted to others who have similar characteristics and find themselves easy to interact with those. This bias is based on the Attraction-Selection-Attrition theory stereotypes - -a belief about an individual or a group based on the idea that everyone in that particular group will behave the same way perceived threat of loss - -As voluntary efforts are made by companies to promote inclusion, members of groups who traditionally have been the predominant employees of a particular workforce or occupation may grow anxious or angry Mgmt311 Mgmt311 protecting their prospects by impeding the prospects of others ethnocentrism - -the belief that one's own language, native country, and cultural rules and norms are superior to all others- inexperience or ignorance about other people and environments individual differences - -personal attributes that vary from one person to another- personality, intelligence, attitudes, values, stress personality - -the relatively stable set of psychological attributes that distinguish one person from another big 5 personality traits - -5 fundamental personality traits that are especially relevant to organizations agreeableness conscientiousness neuroticism extraversion openness agreeableness - -a person's ability to get along with others conscientiousness - -The extent to which a person can be counted on to get things done neuroticism - -emotional instability extraversion - -a person's comfort level with relationships openness - -A person's rigidity of beliefs and range of interests locus of control - -the extent to which people believe that their behavior has a real effect on what happens to them (if you work hard you will succeed) People who believe that individuals are in control of their lives are said to have an inter