MGMT Week 2 Part 2

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160296
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MGMT Week 2 Part 2
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2012-06-27 15:31:23
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MGMT Week Part
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MGMT Week 2 Part 2
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  1. a learned predisposition to respond in a consistently positive or negative fashion with respect to a given object or topic
    attitude
  2. feelings or emotions about an object
    affective
  3. how one intends to act toward someone or something
    behavioral
  4. beliefs or ideas one has about an object
    cognitive
  5. Three components of attitudes
    • affective
    • behavioral
    • cognitive
  6. Attitude depicted by component: I like going to work
    affective
  7. Attitude depicted by component: working allows me to afford what I need and want
    cognitive
  8. Attitude depicted by component: I intend to quit my job
    behavioral
  9. Attitude depicted by component: working with my coworkers is frustrating
    affective
  10. Attitude depicted by component:I believe working helps contribute to society
    cognitive
  11. psychological discomfort experienced when attitudes and behavior are inconsistent
    cognitive dissonance
  12. 3 ways to reduce cognitive dissonance
    • change your attitude and/or behavior
    • belittle the importance of the inconsistent behavior
    • find consonant elements that outweigh dissonant ones
  13. focuses on intentions as the key link between attitudes and planned behavior.
    azjen's theory or planned behavior
  14. azjens theory has three seperate interacting determinants of one's intentions
    • attitude toward the behavior
    • subjective norm
    • perceived behavioral control
  15. extent to which an individual identifies with an organization and its goals
    organizational commitment
  16. the employee's emotional attachment to identification with and involvement in the organization. People are committed to staying at the organization because they want to.
    affective commitment
  17. refers to an awareness of the costs of leaving the organization
    continuance commitment
  18. a feeling of obligation to continue employment - people feel they ought to remain
    normative commitment
  19. Dylan is independently wealthy but works very hard at his job.  He believes in the values of the company and
    enjoys devoting time to accomplishing the company goals.  Dylan most likely has _________.
    a.Affective commitment
    b.Normative commitment
    c.Continuance commitment
    affective commitment
  20. extent to which an individual is immersed in his or her personal job
    job involvement
  21. is an individual involvement satisfaction and entusiasm for work
    employee engagement
  22. is an affective or emotional response toward various facets of one's job
    job satisfaction
  23. What does PIRK stand for and relate to
    Power, Information, Rewards, & knowledge

    work attitudes
  24. 5 causes of job satisfaction
    • need fulfillment
    • disposition/genetic components
    • equity
    • value attainment
    • discrepancies
  25. performing your job fulfills your personal needs allows for family time, provides challenging work, and the like
    need fulfillment
  26. the extent to which one receives what he or she expects from a job. When expectations are greater than what is received dissatisfaction is high
    discrpancies
  27. the extent to which a job allows fulfillment of one's work values
    value attainment
  28. the level of fair treatment one receives on the job.
    Equity
  29. research findings estimate that 30% of an individual's job satisfaction is associated with dispositional and genetic components; that means we can only hope to change or influence 70% of someone's level of satisfaction
    disposition/genetic components
  30. What percentage of the American workforce do NOT know or understand their employer’s business strategy and are not engaged in their jobs?
    A.10%
    B.35%
    C.66%
    D.80%
    C
  31. contributes to employees' decisions to stay or go beyond org. commitment and job satisfaction comprised of fit, links, sacrifice
    job embeddedness
  32. the extent job and community are similar or fit with other aspects in a person's life
    fit
  33. the person has links to other people or activities
    links
  34. what would the person sacrifice if he/she left
    job embeddedness
  35. the process of interpreting one
    s environment
    perception
  36. involves observing and interpreting information about others to be able to understand them and prepare our responses to them
    social perception
  37. is the process of becoming consciously aware of something or someone
    attention
  38. mental depositories containing a number of objects that are considered equivalent
    cognitive categories
  39. is an individual's set of belliefs about the characteristics of a group of people
    stereotype
  40. Stereotyping 4 steps
    • 1. begins by categorizing into groups
    • 2. infers that all people in a cetegory possess similar traits or characteristics
    • 3. form expectations of others and interpret their behavior according to stereotypes
    • 4. maintinging stereotypes
  41. a rater forms an overall impression about an object
    halo
  42. a personal characteristic that leads an individual to consistently evaluate other people or objects in an extremely postivie fashion
    leniency
  43. the tendency to avoid all extreme judgments and rate people and objects as average or neutral
    central tendancy
  44. the tendancy to remember recent information. If he recent information is negative the person or object is evaluated negatively
    recency effects
  45. the tendancy to evaluate people or objects by comparing them with characteristics of recently observed people or objects
    contrast effects
  46. Josie is a hard-working administrative assistant. She has  a low attention to detail and sometimes handles customer’s calls unprofessionally.  However, Josie never misses a day of work and is always on time. As a result, her manager rates her positively on many aspects of her performance.  This is an example of which perceptual error?
    a.Contrast
    b.Recency
    c.Halo
    d.Leniency
    e.Central Tendency
    Halo
  47. A Self-Fulfilling Prophecy - someone's high expectations for another person result in high performance
    pygmalion effect
  48. A Self-Fulfilling Prophecy an individual's high expectations lead to high performance
    galatea effect
  49. A Self-Fulfilling Prophecy loss in performance due to low leader expectations
    golem effect
  50. Based on the self-fulfilling prophecy, which of the following would not be advised?
    a.Instill confidence in your staff
    b.Identify errors in employee’s performance, no matter how minor, and discuss them frequently
    c.Treat all new employees as if they have outstanding potential
    d.Set high performance goals
    B
  51. suspected or inferred causes of behavior
    causal attributions
  52. Andreas has a history of turning in his monthly reports on time and with 100% accuracy.  This month Andreas’ reports were accurate but a week late Why?
    a.Andreas doesn’t know how to do monthly reports.
    b.Andreas is lazy.
    c.The information was not available to meet the deadline.
    A and B internal attributions are probably to blame
  53. personal characteristics that cause behavior
    internal factors
  54. environmental characteristics that cause behavior
    external factors
  55. involves the comparison an individual's behavior with that of his or her peers
    consensus
  56. is determined by comparing a person's behavior on one task with his or her behavior on other tasks
    distinctivness
  57. determined by judging if the individual's performance on a given task is consistent over time
    consistency
  58. Kelly's model
    external attirbution
    internal attribution
    • external: high consensus, high distictiveness, low consistenty
    • internal: low consensus, low distictiveness, high consistency
  59. ignoring environmental factors that affect behavior
    fundamental attribution bias
  60. taking more personal responsibility for success than failure
    self serving bias

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