The flashcards below were created by user
Elli
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social perception
The process of combining, integrating, and interpreting information about others to gain an accurate understanding of them
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attribution
The process through which individuals attempt to determine the causes behind others' behavior
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personal identity
The characteristics that define a particular individual.
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social identity
Who a person is, as defined in terms of his or her membership in various social groups.
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social identity theory
A conceptualization recognizing that the way we perceive others and ourselves is based on both our unique characteristics (see personal identity) and our membership in various groups (see social identity).
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basking in reflected glory
The tendency for people to identify themselves with the successes of others such that those others' success becomes their own.
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sociaI identity theory
A conceptualization recognizing that the way we perceive others and ourselves is based on both our unique characteristics (see personal identity) and our membership in various groups .
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cutting off reflected failure
The tendency for people to avoid making failure part of their identities by dissociating themselves from individuals or teams that have lost.
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correspondent inferences
Judgments about people's dispositions, their traits and characteristics, that correspond to what we have observed of their actions.
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internal causes of behavior
Explanations based on actions for which the individual is responsible.
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external causes of behavior
Explanations based on situations over which the individual has no control.
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Kelley's theory of causal attribution
The approach suggesting that people will believe others’ actions to be caused by internal or external factors based on three types of information: consensus, consistency, and distinctiveness.
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consensus
In Kelley's theory of causal attributors, information regarding the extent to which other people behave in the same manner as the person we're judging.
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consistency
In Kelley's theory of causal attribution, information regarding the extent to which the person we're judging acts the same way at other times.
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distinctiveness
If Kelley's theory of causal attribution, information regarding the extent to which a person behaves in the same manner in other contexts.
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perceptual biases
Predispositions that people have to misperceive others in various ways.
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fundamental attribution error
The tendency to attribute others' actions to internal causes (e.g., their traits) while largely ignoring external factors that also may have influenced behavior.
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halo effect
The tendency for our overall impressions of others to affect objective evaluations of their specific traits; perceiving high correlations between characteristics that may be unrelated.
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team halo effect
The tendency for people to credit teams for their successes but not to hold them accountable for their failures.
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similar-to-me effect
The tendency for people to perceive in a positive light others who are believed to be similar to themselves in any of several different ways.
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first-impression error
The tendency to base our judgements of others on our earlier impressions of them
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self-fulfilling prophecy
The tendency for someone's expectations about another to cause that person to behave in a manner consistent with those expectations. This can be either positive (see the Pygmalion effect) or negative (see the Golem effect) in nature.
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Golem effect
A negative instance of the self-fulfilling prophecy, in which people holding low expectations of another tend to lower that individual's performance.
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stereotype
A belief that all members of specific groups share certain traits and are prone to behave similarly as a result.
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stereotype threat
The uncomfortable feeling that people have when they run the risk of fulfilling a negative stereotype associated with a group to which they belong.
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impression management
Efforts by individuals to improve how they appear to others.
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performance appraisal
The process of evaluating employees on various work-related dimensions.
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learning
A relatively permanent change in behavior occurring as a result of experience.
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operant conditioning
The form of learning in which people associate the consequences of their actions with the actions themselves. Behaviors with positive consequences are acquired; behaviors with negative consequences are avoided.
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instrumental conditioning
See operant conditioning
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Law of Effect
The tendency for behaviors leading to desirable consequences to be strengthen and those leading to undesirable consequences to be weakened.
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contingencies of reinforcement
The various relationships between one's behavior and the consequences of that behavior-positive reinforcement, negative reinforcement, punishment, and extinction.
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positive reinforcement
The process by which people learn to perform behaviours that leads to the presentation of desired outcomes.
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negative reinforcement
The process by which people learn to perform acts that lead to the removal of undesired events.
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avoidance
See negative reinforcement.
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punishment
Decreasing undesirable behaviour by following it with undesirable consequences
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extinction
The process through which responses that are no longer reinforced tend to gradually diminish in strength.
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observational learning (modeling)
The form of learning in which people acquire new behaviors by systematically observing the rewards and punishments given to others.
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training
The process of systematically teaching employees to acquire and improve job-related skills and knowledge.
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classroom training
The process of teaching people how to do their jobs by explaining various job requirements and how to meet them.
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apprenticeship programs
Formal training programs involving both on-the-job and classroom training usually over a long period, often used for training people in the skilled trades.
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cross-cultural training (CCT)
A systematic way of preparing employees to live and work in another country.
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corporate universities
Centers devoted to handling a company's training needs on a full-time basis.
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executive training programs
Sessions in which companies systematically attempt to develop their top leaders, either in specific skills or general managerial skills.
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e-training
Training based on disseminating information online, such as through the Internet or a company's internal intranet network.
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principles of learning
The set of practices that make training effective, participation, repetition, transfer of training, and  feedback. (See transfer of training.)
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participation
Active involvement in the process of learning; more active participation leads to more effective leaning.
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repetition
The process of repeatedly performing a task so that it may be learned.
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active learning
A collection of learner-centered techniques in which individuals are active participants in the learning process.
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transfer of training
The degree to which the skills learned during training sessions may be applied to performance of one's job.
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feedback
(1) Knowledge about the impact of messages on receivers. (2) Knowledge of the results of one's behavior.
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360-degree feedback
The process of systematically giving and receiving feedback between individuals at various organizational levels.
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organizational behavior management (OB Mod)
The practice of altering behavior in organizations by systematically administering rewards.
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discipline
The process of systematically administering punishments.
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progressive discipline
The practice of gradually increasing the severity of punishments for employees whoexhibit unacceptable job behaviour.
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