Organizational Behavior Midterm

An individual’s beliefs, shaped by the organization, regarding the terms and conditions of a reciprocal exchange agreement between individuals and their organization

Breach - Unwilling and able

Inadvertent - Willing and able

Disruptive - Willing and Disruptive

Silence, neglect, voice, and exit

React effectively to non - routine situations and make decisions under pressure

Extensive knowledge base

Differentiate between relevant & irrelevant information

Self-fulfilling prophecy, also known as interpersonal expectancy effect, refers to the phenomenon whereby a person's or a group's expectation for the behavior of another person or group serves actually to bring about the prophesied or expected behavior.

If a woman starts dating someone under the assumption that they are not really “relationship” or “marriage material,” she will likely not take the relationship seriously and refrain from investing much time or effort into it.

This lack of investment may cause her partner to have doubts, and feel that she is distant and unavailable, thus why should they stick around and invest in hard conversations?

When her partner leaves, she might think that she was ultimately proven right—the partner wasn’t relationship material. However, her assumption likely influenced her behavior to not expect much and that initial seed caused the relationship to flounder.

Focus on what motivates employees

Based on assumption that individuals have needs that create internal tensions they are motivated to eliminate

Described motivated behavior as individual efforts to meet needs

According to this perspective, the manager's job is to identify what people need and then to make sure that the work environment becomes a means of satisfying these needs.

Maslow

Focus on how motivation is evoked

What can organizations do / how should leaders and employees behave to evoke motivation

Equity theory - Equity theory focuses on determining whether the distribution of resources is fair to both relational partners.

Operant Conditioning - Strength of a behavior is modified by reinforcement or punishment

Goal Theory - goals

Expectancy theory - people working harder when they believe the added effort will help them achieve a goal and be rewarded

Apply science to work

Entire focus on efficiency, productivity, and output

Workers seen as little more than physical labor

No employee morale

Time and motion studies

Reduce the amount of time

Reduce the number of motions

Late 1700s to late 1800s

Human being are driven by 5 types of needs that reside on different levels

Once a need becomes satisfied the next level becomes dominant

Physiological needs - needs that must be satisfied | food water 

Safety needs - need for stability | health employment family 

Belongingness needs - need for social interaction | friendship intimacy 

Esteem needs - needs for feelings of appreciation | achievement confidence  

Self-actualization needs - needs to develop one’s true potential | creativity 

Modifying employees behavior through the strategic use of immediate rewards and punishments

Governed by the law of effect / principle of operant conditioning

Reinforced behavior is repeated

Carrot stick

Types of reinforcement

Positive reinforcement - give pleasant consequences following desired behavior

Negative reinforcement - withdrawal unpleasant consequences following desired behavior

Extinction - withdrawal something pleasant to decrease behavior

Punishment - Give unpleasant consequences following undesired behavior

Engage in activity to achieve a separate goal sich as recieving something positive or avoiding something negative

Motivation lies outside the person or activity

Behavioiur is ameans to an end

Works well in structured, routinized, and repetitive tasks

Engage in an ectivity for thr inherent satisfaction and pleasure derived from the activity

Motivation lies inside the person or activity

Works well in unstructured, creative, problem solving

Perceived fairness concerning the amount of allocation of rewards among individuals

Perceived fairness concerning the process used to determine the distribution of rewards

Degree to which the one perceived that they are treated with respect and dignity

Offering extrinsic rewards for work that was previously rewarding, will decrease a persons motivation and their performance

The need to influence other people and be in control: 

Socialized power - seek to make things better for others, use power to empower others (+)

Personalized power - Dictator like (-)

Desire for close relationships:

Affiliation interest - Concern for relationships but not at the expense of goals (+)

Affiliative assurance - Seeking approval at all costs (-)

Need to accomplish goals and strive

Every person has one of three main driving motivators: the needs for achievement, affiliation, or power

A different approach: focus on internal work motivation

Internal work motivation

Preforming well on job results in individual feeling a sense of accomplishment and feeling good, preforming poorly results in the individual feeling unhappy

Five core job dimensions affect certain personal and work related outcomes, including job satisfaction. The five core job dimensions identified are autonomy, feedback, skill variety, task identity, and task significance.

Knows conflict and interactions, different processes can shrink and change the areas:

Known to others known to self - arena 

Known to self unknown to others - facade 

Unknown to self known to others - blind spot

Unknown to self unknown to others - unknown

Can increase arena through self-disclosure and feedback from others

Tendency for people to attribute their successes to internal factors while blaming external factors for failure

What causes certain behaviour, external attribution or internal attribution, look for consensus, consistency, distinctiveness

Anything that gets in the way, happens in message Chanel and receiver

What is communicated but not intended

How the intention of a communication can vary greatly from its impact

Sender/receiver - Person who sends and receives a message

Sender - Encoding - Message - Chanel - Receiver - Decoding

Competence - Can teach people to be better communicators

Feed forward - Giving a hint on what I mean

Channel - How Communicate

Context - Environment

Poor relationships

Lack of Clarity

Misinterpretation of non-verbal communication

Process by which we select, organize, and evaluate the stimuli in our environment to make it meaningful to ourselves

Benefit - helps us make sense of a world full of stimuli

Drawback - Prevents us from taking everything in, can promote stereotypes

Stages of the perceptual process

Selection - Block most other stimuli and focus on the ones that stand out most to us

Organizational - The information that we have selected in a meaningful way.

Evaluation - Evaluate things in a way that makes sense to us in some sort of way

Stereotyping 

Halo effect / horns effect - eval of another dominated by their good or bad traits - oprah

Central Tendency - person avoids extreme judgements and rates everything as average

Contrast effects - when evals are affected by comparisons to other people

Projection - phishing personal feelings onto another

Perceptual defense - selective hearing

Primary recency - start and finish retained more than the middle

Extinction -Doing nothing to decrease the likelihood of repeating behaviors

Social - Learning through the experiences and observations of others

Concrete experience - activist - prefers doing and experiencing

Observation and reflections - reflector - observes and reflects

Abstract conceptualization - theorist - wants to understand underlying reasons, concepts, relationships

Active experimentation - pragmatist - likes to try things to see if they work

Divirging - Being imaginative 

Understanding people

Recognizing problems

Brainstorm

Being open minded

Spiderman

Accommodating - Getting things done

Leading

Taking erisks

Initiating

Being adaptable and practical

Iron man

Converging - Solving problems 

Mqking decisions

Reasonsing deductivly

Defining problems

Being logical

Captain America

Assimilating - Planning

Creating models

Defining problems

Developing theories

Being patient

Bruce Banner

CANOE

Conscientiousness- dependable, reliable, organized, hardworking

Hermione

Agreeabless - Warm, kind, cooperative, sympathetic, helpfulness

Charles from b99

Neurotism - moody, emotionla, insecure,jealous

Fear inside out

Opennes - curious, creative, intelagent

Alice in wonderland

Extraversion - Talkative, sociable, passionate, dominate

Star lord

Extroverted/Introverted

Sensing/Intuiting

Thinking/Feeling

Juging/Percieving

Hypothesis that personality is an important factor in determining an individuals behaviour

Focus on how individuals behave based on the situational factors around them

Individuals interpret what hppens in their social enviorment based on individual dispositions

These are a type of mental map defining our assumptions motives and how we frame the world

These differences result in different behaviours due to different justification systems

If I…then situation

Individuals react according to if-then relations depeding on their interpretation of the situation

Behaviour is best predicted from a comprehensive uncerstanding of the person, the situation and the interaction between the 2

If the situation… then I

Active Experimentation (Doing) Reflective Observation (Watching) Concrete Experience (Feeling)

Abstract Conceptualization (Thinking)

Accommodating (CE/AE)Diverging (CE/RO)

Converging (AC/AE)Assimilating (AC/RO)

Adaptive learning - inside the box

Generative learning - creating - outside the box

Learning to learn

Individual

Group

Organizational

Inter-organizational