Chapter 1

anthropology challenge change engineering formal organization Hawthorne studies informal organization management medicine objective knowledge opportunities organizational behavior people psychology skill development sociology structure task technology

Organizational Behavior and Opportunity

The science of human learned behavior. The call to competition, contest, or battle. The transformation or modification of an organization and/or its stakeholders. The applied science of energy and matter. The official, legitimate, and most visible part of the system. Studies conducted during the 1920s and 1930s that suggested the importance of the informal organization. The unofficial and less visible part of the system. The study of overseeing activities and supervising people in organizations. The applied science of healing or treating diseases to enhance an individuals health and wellbeing. Knowledge that results from research and scientific activities. Favorable times or chances for progress and advancement. The study of individual behavior and group dynamics in organizations. The human resources of the organization. The science of human behavior. The mastery of abilities essential to successful functioning in organizations. The science of society. The systems of communication, authority and roles, and workflow. An organizations mission, purpose, or goal for existing. The tools, knowledge, and/or techniques used to transform inputs into outputs.

Chapter 2
guanxi

Challenges for Managers

The Chinese practice of building networks for social exchange.

character theory An ethical theory that emphasizes the character, personal virtues, and integrity of the individual. collectivism consequential theory distributive justice diversity A cultural orientation in which individuals belong to tightly knit social frameworks, and they depend strongly on large extended families or clans. An ethical theory that emphasizes the consequences or results of behavior. The fairness of the outcomes that individuals receive in an organization. All forms of individual differences among individuals including culture, gender, age, ability, religion, personality, social status, and sexual orientation.

expatriate manager expert system femininity glass ceiling individualism masculinity power distance procedural justice reinvention robotics rulebased theory social responsibility technology telecommuting time orientation transnational organization uncertainty avoidance whistleblower

A manager who works in a country other than his or her home country. A computerbased application that uses a representation of human expertise in a specialized field of knowledge to solve problems. A cultural orientation in which relationships and concern for others are valued. A transparent barrier that keeps women from rising above a certain level in organizations. A cultural orientation in which people belong to loose social frameworks, and their primary concern is for themselves and their families. A cultural orientation in which assertiveness and materialism are valued. The degree to which a culture accepts unequal distribution of power. The fairness of the process by which outcomes are allocated in an organization. The creative application of new technology. The use of robots in organizations. An ethical theory that emphasizes the character of the act itself rather than its effects. The obligation of an organization to behave ethically in its social environment. The intellectual and mechanical processes used by an organization to transform inputs into products or services that meet organizational goals. Electronically transmitting work from a home computer to the office. Whether a cultures values are oriented toward the future (longterm orientation) or toward the past and present (shortterm orientation). An organization in which the global viewpoint supersedes national issues. The degree to which a culture tolerates ambiguity and uncertainty. An employee who informs authorities of the wrongdoings of his or her company or coworkers.

Chapter 3 Personality, Perception and Attribution

attribution theory behavioral measures discounting principle extraversion A theory that explains how individuals pinpoint the causes of their own behavior and that of others. Personality assessments that involve observing an individuals behavior in a controlled situation. The assumption that an individuals behavior is accounted for by the situation. Being energized by interaction with other people.

feeling first impression error fundamental attribution error

Making decisions in a personal, value oriented way. Forming lasting opinions about an individual baed on initial impressions. The tendency to make attributions to internal causes when focusing on someone elses behavior.

general self An individuals general belief that he or she is capable of meeting job demands in efficacy a wide variety of situations. impression The process by which individuals try to control the impressions others have of management them. individual differences integrative approach interactional psychology introversion intuition judging locus of control Myers Briggs Type Indicator (MBTI) instrument negative affect perceiving personality positive affect projection projective test selective The way in which factors such as skills, abilities, personalities, perceptions, attitudes, values, and ethics differ from one individual to another. The broad theory that describes personality as a composite of an individuals psychological processes. The psychological approach that involves knowing something about the person and about the situation. Being energized by time alone. Gathering information through sixth sense and focusing on what could be. Preferring closure and completion in making decisions. An individuals generalized belief about internal control (selfcontrol) versus external control (control by the situation or by others).

An instrument developed to measure Carl Jungs theory of individual differences.

An individuals tendency to accentuate the negative aspects of himself or herself, other people, and the world in general. Preferring to explore many alternatives with flexibility and spontaneity. A relatively stable set of characteristics that influence an individuals behavior. An individuals tendency to accentuate the positive aspects of himself or herself, other people, and the world in general. Overestimating the number of people who share our own beliefs, values, and behaviors. A personality test that elicits an individuals response to abstract stimuli. The tendency to select information that supports our individual viewpoints while

perception self fulfilling prophecy selfesteem self monitoring

discounting information that threatens our viewpoints. Allowing expectations about people to affect our interaction with them in such a way that those expectations are fulfilled. An individuals general feeling of selfworth. The extent to which people base their behavior on cues from other people and situations.

selfreport A common personality assessment that involves an individuals responses to a questionnaire series of questions. selfserving bias sensing social perception stereotype strong situation thinking trait theory The tendency to attribute one s own successes to internal causes and ones failures to external causes. Gathering information through the five senses and focusing on what actually exists. The process of interpreting information about another person. A generalization about a group of people. A situation that overwhelms the effects of individual personalities by providing strong cues for appropriate behavior. Making decisions in a logical, objective fashion. A personality theory that advocates breaking down behavior patterns into a series of observable feats in order to understand human behavior.

Chapter 4 affect The emotional component of an attitude. affective commitment Organizational commitment based on an individuals desire to remain in an organization. attitude A psychological tendency expressed by evaluating something with a degree of favor or disfavor. cognitive dissonance A state of tension that is produced when an individual experiences conflict between attitudes and behavior. cognitive moral development The process of moving through stages of maturity with regard to making ethical

decisions. continuance commitment Organizational commitment based on the fact that an individual cannot afford to leave. emotional contagion A dynamic process through which the emotions of one person are transferred to another, either consciously or unconsciously, through nonverbal channels. emotions Mental states that include feelings, physiological changes, and the inclination to act. ethical behavior Acting in ways consistent with ones personal values and the commonly held values of the organization and society. instrumental values Values that shape the acceptable behaviors to be used to achieve some end state. job satisfaction A pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. Machiavellianism A personality characteristic indicating ones willingness to do whatever it takes to get ones own way. normative commitment Organizational commitment based on an individuals perceived obligation to remain with an organization. organizational citizenship behavior Behavior that is above and beyond the call of duty. organizational commitment The strength of an individuals identification with an organization. social learning The process of deriving attitudes from family, peer groups, religious organizations, and culture. terminal values Values that influence the goals to be achieved or the end states of existence. values Enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence. workplace deviance behavior (WDB) Any voluntary counterproductive behavior that violates organizational norms and causes some degree of harm to organizational functioning.

Chapter 5 benevolent An individual who is comfortable with an equity ratio less than that of his or her comparison other. entitled An individual who is comfortable with an equity ratio greater than that of his or her comparison other. equity sensitive An individual who prefers an equity ratio equal to that of his or her comparison other. ERG Theory A theory that organizes human needs into the categories of existence, relatedness, and growth. eustress Healthy, normal stress. expectancy The belief that effort leads to performance. hygiene factor A work condition that generates dissatisfaction due to discomfort or pain. inequity A situation in which a person perceives he or she is receiving less than he or she is giving, or is giving less than he or she is receiving. instrumentality The belief that performance is related to rewards. manifest needs Learned or acquired needs that are easily perceived. moral maturity The measure of a persons cognitive moral development. motivation The process of arousing and sustaining goaldirected behavior. motivation factor A work condition that satisfies the need for psychological growth. need for achievement A manifest need that concerns excellence, competition, challenging goals, persistence, and overcoming difficulties. need for affiliation A manifest (easily perceived) need that concerns an individuals need to establish and maintain warm, close, intimate relationships with other people. need for power A manifest need that concerns the desire to influence others, change people or events, and make a difference in life.

psychoanalysis Sigmund Freuds method for delving into the unconscious mind to better understand a persons motives and needs. selfinterest What is in the best interest of and benefit to an individual. Theory X A set of assumptions managers might apply to individuals who are motivated by lower order needs. Theory Y A set of assumptions managers might apply to individuals who are motivated by higher order needs. valence The value or importance one places on a particular reward. Chapter 6 360degree feedback A process of selfevaluation and evaluations by a manager, peers, direct reports, and possibly customers. classical conditioning Modifying behavior by pairing a conditioned stimulus with an unconditioned stimulus to elicit an unconditioned response. consensus An informational cue indicating the extent to which peers in the same situation behave in a similar fashion. consistency An informational cue indicating the frequency of behavior over time. distinctiveness An informational cue indicating the degree to which an individual behaves the same way in other situations. extinction A strategy to weaken a behavior by attaching no consequences to it. goal setting The process of establishing desired results that guide and direct behavior. learning A change in behavior acquired through experience. management by objectives (MBO) A goalsetting program based on interaction and negotiation between employees and managers. mentoring A work relationship that encourages development and career enhancement for people moving through the career cycle.

negative consequences Results of a behavior that a person finds unattractive or aversive. operant conditioning Modifying behavior through the use of positive or negative consequences following specific behaviors. performance appraisal The evaluation of a persons performance. performance management A process of defining, measuring, appraising, providing feedback on, and improving performance. positive consequences Results of a behavior that a person finds attractive or pleasurable. punishment A strategy to discourage undesirable behavior by either bestowing negative consequences or withholding positive consequences. reinforcement A strategy to cultivate desirable behavior by either bestowing positive consequences or withholding negative consequences. taskspecific selfefficacy An individuals internal expectancy to perform a specific task effectively. Chapter 7 compensation award An organizational cost resulting from court awards for job distress. counterdependence An unhealthy, insecure pattern of behavior that leads to separation in relationships with other people. distress The adverse psychological, physical, behavioral, and organizational consequences that may arise as a result of stressful events. egoideal The embodiment of a persons perfect self. homeostasis A steady state of bodily functioning and equilibrium. overdependence An unhealthy, insecure pattern of behavior that leads to preoccupied attempts to achieve security through relationships. participation problem A cost associated with absenteeism, tardiness, strikes and work stoppages, and turnover. performance decrement

A cost resulting from poor quality or low quantity of production, grievances, and unscheduled machine downtime and repair. personality hardiness A personality characterized by commitment, control, and challenge and, hence, resistant to distress. preventive stress management An organizational philosophy according to which people and organizations should take joint responsibility for promoting health and preventing distress and strain. primary prevention The stage in preventive stress management designed to reduce, modify, or eliminate the demand or stressor causing stress. secondary prevention The stage in preventive stress management designed to alter or modify the individuals or the organizations response to a demand or stressor. selfimage How a person sees himself or herself, both positively and negatively. selfreliance A healthy, secure, interdependent pattern of behavior related to how people form and maintain supportive attachments with others. strain Distress. stress The unconscious preparation to fight or flee that a person experiences when faced with any demand. stressor The person or event that triggers the stress response. tertiary prevention The stage in preventive stress management designed to heal individual or organizational symptoms of distress and strain. transformational coping A way of managing stressful events by changing them into less subjectively stressful events. Type A behavior pattern A complex of personality and behavioral characteristics, including competitiveness, time urgency, social status insecurity, aggression, hostility, and a quest for achievements. workaholism An imbalanced preoccupation with work at the expense of home and personal life satisfaction. Chapter 8 barriers to communication Factors that distort, disrupt, or even halt successful communication.

communication The evoking of a shared or common meaning in another person. communicative disease Loneliness and social isolation resulting from the absence of heartfelt communication in relationships. communicator The person sending a message. data Uninterpreted and unanalyzed facts. defensive communication Messages that are aggressive, attacking, and angry, or passive and withdrawing. feedback Information fed back that completes twoway communication. gateways to communication Openings that break down communication barriers. information Data that have been interpreted, analyzed, and have meaning to some user. information communication technology (ICT) An extensive category of new developments in interpersonal communication that allow fast, even immediate, access to information. interpersonal communication Communication between two or more people in an organization. language The words, their pronunciations, and the methods of combining them used and understood by a group of people. message The thoughts and feelings that the communicator is attempting to evoke in the receiver. nondefensive communication Messages that are assertive, direct, and powerful. nonverbal communication All elements of communication that do not involve words. oneway communication Communication in which a person sends a message to another person and no feedback, questions, or interaction follow. perceptual screen A window through which one interacts with others. It influences the quality, accuracy, and clarity of the communication. receiver The person accepting a message. reflective listening Carefully listening to a message and immediately repeating it back to the speaker.

richness The ability of a medium to convey meaning to a receiver. twoway communication An interactive form of communication in which there is an exchange of thoughts, feelings, or both.