CH2

1. Collectivism- Cross cultural values describing the degree to which people in

culture emphasize duty to groups to which they belong to.
2. Extraversion- Characterizes people who are outgoing, talkative, energetic
sociable and assertive.
3. Myers-Briggs type indicator- instrument designed to measure elements of
Jungian personality theory, particularly preferences regarding perceiving and
judging information.
4.Personality- Relatively enduring pattern of thoughts, behavior and emotions that
characterize a person.
5.Power distance- the extent to which people accept unequal distribution of power
in a society.
6. Uncertainty avoidance- degree to which people tolerate ambiguity or feel
threatened by it or uncertainty.
CH3
1. Attribution theory- view of whether an observed behavior or event is caused
mainly by characteristics of the person or by the environment.
2. Empathy- understanding and being sensitive to the feelings thoughts and
situations of others.
3. Locus of control= persons general beliefs about the amount of control he/she
has over personal life events.
4. Mental models- knowledge structures that we develop to explain, describe and
predict the world around us.
5. Self-fulfilling prophecy- occurs when expectations about another person cause
that person to act in a way that is consistent with those expectations.
6. Stereotyping- Perpetual process which we assign characteristics to an
identifiable group and automatically transfer the features to anyone that is an
apparent member of that group.

CH 4
1.Cognitive dissonance- occurs when people believe that beliefs feelings and
behavior are incongruent.

2. Emotional intelligence: a set of abilities to perceive and express emotion,

assimilate emotion in thought, understand/reason with it, and regulate emotion in
oneself and others.
3. EVLN model- Ways that employees respond to job dissatisfaction which are exit
voice loyalty and neglect.
4. Job satisfaction- persons evaluation of his or her job and work context.
Burnout- job stress that evolves resulting in emotional exhaustion, cynicism, and
reduced personal accomplishment.
5. Stress- adaptive response to a situation that is perceived as challenging or
threatening to the persons wellbeing.
Stressors- any environmental conditions that place a physical or emotional demand
on that person.
6. Sexual harassment- harassment that occurs in a workplace that involves
unwanted sexual advances or remarks to the person harassed.
CH 5
1. Distributive justice- perceived fairness in the outcomes we receive compared to
our contributions and the outcomes and contributions of others.
2. Equity theory: employees determine feelings of equity by comparing their own
outcome/input ratio to another person.
3. Expectancy theory- work effort is directed towards behaviors that people believe
will lead to a desired outcome.
4. Four drive theory- innate drives to acquire, bond, learn and defend that
incorporates emotions and rationality.
5. Maslows needs hierarchy theory- needs for human motivation that is arranged
in a hierarchy. People are motivated to fulfill a higher need as a lower one becomes
gratified.
6. goal setting- process of motivating employees and clarifying their role
perceptions by establishing performance objectives.
CH 7
1. Creativity- Development of original ideas that make a socially recognized contribution.
2. Decision making- conscious process of making choices among alternatives with the
intention of moving toward some desired state of affairs.
3. Intuition- Ability to know when a problem or opportunity exists and to select the best
course of action without conscious reasoning.

4. Rational choice paradigm- view in decision making that people should and typically do
use logic and available information to choose the alternative with the highest value.
5. Escalation of commitment- tendency to repeat an apparently bad decision or allocate
more resources to a failing course of action.
6. Prospect theory effect- tendency to feel more dissatisfaction from losing a particular
amount of satisfaction rather than gaining it.

Expectancy theory- amount of effort put on tasks correlates to behavior which correlates
to outcome. Outcome will not be expected if it comes to performance.
4 drives (maintains equilibrium) motivation- drive to acquire, defend, bond, comprehend.
CH3
Disparate impact-greeks
Stereotyping done by- assign traits difficult to observe, assign people to one or more
categories based on observable information, assign traits that are non observable
associated with group.
Equity theory- expect pay based on amount of contribution
Selective attention- process of attention to some info received by our senses and ignoring
other info
Social perceptions- influenced by activities: Categorization (similarities of things
classified in group) Homogenization-make similar or uniform as in composition or
function, Differentiation- identifying things by way of their different properties, not
similarities
CH4
State of readiness: body psyche physiology is prepared for any external stressors that
occur