MGMT Week 2 Part 2
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. What would you like to do?
a learned predisposition to respond in a consistently positive or negative fashion with respect to a given object or topic
feelings or emotions about an object
how one intends to act toward someone or something
beliefs or ideas one has about an object
Three components of attitudes
Attitude depicted by component: I like going to work
Attitude depicted by component: working allows me to afford what I need and want
Attitude depicted by component: I intend to quit my job
Attitude depicted by component: working with my coworkers is frustrating
Attitude depicted by component:I believe working helps contribute to society
psychological discomfort experienced when attitudes and behavior are inconsistent
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
focuses on intentions as the key link between attitudes and planned behavior.
azjen's theory or planned behavior
azjens theory has three seperate interacting determinants of one's intentions
- attitude toward the behavior
- subjective norm
- perceived behavioral control
extent to which an individual identifies with an organization and its goals
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.
refers to an awareness of the costs of leaving the organization
a feeling of obligation to continue employment - people feel they ought to remain
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 _________.
extent to which an individual is immersed in his or her personal job
is an individual involvement satisfaction and entusiasm for work
is an affective or emotional response toward various facets of one's job
What does PIRK stand for and relate to
Power, Information, Rewards, & knowledge
5 causes of job satisfaction
- need fulfillment
- disposition/genetic components
- value attainment
performing your job fulfills your personal needs allows for family time, provides challenging work, and the like
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
the extent to which a job allows fulfillment of one's work values
the level of fair treatment one receives on the job.
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
What percentage of the American workforce do NOT know or understand their employer’s business strategy and are not engaged in their jobs?
contributes to employees' decisions to stay or go beyond org. commitment and job satisfaction comprised of fit, links, sacrifice
the extent job and community are similar or fit with other aspects in a person's life
the person has links to other people or activities
what would the person sacrifice if he/she left
the process of interpreting one
involves observing and interpreting information about others to be able to understand them and prepare our responses to them
is the process of becoming consciously aware of something or someone
mental depositories containing a number of objects that are considered equivalent
is an individual's set of belliefs about the characteristics of a group of people
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
a rater forms an overall impression about an object
a personal characteristic that leads an individual to consistently evaluate other people or objects in an extremely postivie fashion
the tendency to avoid all extreme judgments and rate people and objects as average or neutral
the tendancy to remember recent information. If he recent information is negative the person or object is evaluated negatively
the tendancy to evaluate people or objects by comparing them with characteristics of recently observed people or objects
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 Self-Fulfilling Prophecy - someone's high expectations for another person result in high performance
A Self-Fulfilling Prophecy an individual's high expectations lead to high performance
A Self-Fulfilling Prophecy loss in performance due to low leader expectations
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
suspected or inferred causes of behavior
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
personal characteristics that cause behavior
environmental characteristics that cause behavior
involves the comparison an individual's behavior with that of his or her peers
is determined by comparing a person's behavior on one task with his or her behavior on other tasks
determined by judging if the individual's performance on a given task is consistent over time
- external: high consensus, high distictiveness, low consistenty
- internal: low consensus, low distictiveness, high consistency
ignoring environmental factors that affect behavior
fundamental attribution bias
taking more personal responsibility for success than failure
self serving bias
What would you like to do?
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