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Questions and Answers
What is the main focus of distributive fairness?
What is the main focus of distributive fairness?
Which stage of the general adaptation syndrome (GAS) follows the alarm stage?
Which stage of the general adaptation syndrome (GAS) follows the alarm stage?
What defines eustress in contrast to distress?
What defines eustress in contrast to distress?
Which of the following is NOT a type of organizational fairness?
Which of the following is NOT a type of organizational fairness?
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What is a common cause of job-related stress identified in organizations?
What is a common cause of job-related stress identified in organizations?
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What is cognitive dissonance?
What is cognitive dissonance?
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Which of the following is a key work-related attitude in organizations?
Which of the following is a key work-related attitude in organizations?
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What does affective commitment indicate?
What does affective commitment indicate?
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How can stress be described in the context of organizational behavior?
How can stress be described in the context of organizational behavior?
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What factors contribute to the formation of attitudes?
What factors contribute to the formation of attitudes?
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Continuance commitment is based on which of the following?
Continuance commitment is based on which of the following?
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What component of an attitude refers to a person's feelings toward something?
What component of an attitude refers to a person's feelings toward something?
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Which attitude reflects both feelings and thoughts about one's job?
Which attitude reflects both feelings and thoughts about one's job?
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What is a key characteristic of emotions?
What is a key characteristic of emotions?
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How does positive affect differ from negative affect?
How does positive affect differ from negative affect?
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What does selective perception involve?
What does selective perception involve?
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What does the attribution process involve?
What does the attribution process involve?
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Which of the following best describes moods?
Which of the following best describes moods?
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What is stereotyping in the context of perception?
What is stereotyping in the context of perception?
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What does affectivity represent?
What does affectivity represent?
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In the attribution process, what do 'consensus,' 'consistency,' and 'distinctiveness' help determine?
In the attribution process, what do 'consensus,' 'consistency,' and 'distinctiveness' help determine?
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What is employee engagement primarily characterized by?
What is employee engagement primarily characterized by?
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Which of the following is NOT a factor that enhances employee engagement?
Which of the following is NOT a factor that enhances employee engagement?
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Which statement accurately describes instrumental values?
Which statement accurately describes instrumental values?
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Intrapersonal value conflict occurs due to:
Intrapersonal value conflict occurs due to:
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What defines emotions in a workplace context?
What defines emotions in a workplace context?
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Which value type primarily relates to the outcomes of the work itself?
Which value type primarily relates to the outcomes of the work itself?
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What is an example of an individual-organization value conflict?
What is an example of an individual-organization value conflict?
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Which of the following is an example of terminal values?
Which of the following is an example of terminal values?
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Study Notes
Organizational Behavior Module 4
- Module 4 covers individual values, perceptions, and reactions.
- Learning outcomes include discussing attitude formation, cognitive dissonance, and work-related attitudes.
- Also included are the role of values, emotions, and perceptual processes in organizational behavior, as well as the nature, causes, and management of stress.
Attitudes in Organizations
- Attitudes are complexes of beliefs and feelings about ideas, situations, or people.
- Attitudes are shaped by personal values, experiences, and personalities.
- Attitudes significantly impact organizations, particularly regarding job satisfaction, organizational commitment, and employee engagement.
Attitude Formation
- Cognition represents a person's knowledge about something.
- Affect refers to a person's feelings about something.
- Intentions guide a person's behavior towards something.
Cognitive Dissonance
- Cognitive dissonance is an incompatibility between behavior and an attitude, or between two different attitudes.
Key Work-Related Attitudes: Job Satisfaction
- Job satisfaction is a crucial job-related attitude.
- It reflects both attitudes and feelings about the job, influenced by personality, values, other attitudes, and the work itself.
Organizational Commitment
- Organizational commitment reflects an employee's identification with the organization and its goals, along with a desire to remain with the organization.
- There are three types of commitment: affective (positive emotional attachment), normative (feeling obligated), and continuance (perceived economic costs of leaving).
Employee Engagement
- Employee engagement represents a heightened emotional and intellectual connection to work, influencing discretionary effort.
- Engagement is enhanced when employees have clear goals, resources, feedback, opportunities to use talents, recognition for good work, positive coworker relationships, growth opportunities, and supportive leadership.
Values
- Values are ways of behaving or desired end states for individuals or groups.
- Terminal values are long-term goals like prosperity and happiness.
- Instrumental values are preferred ways to achieve terminal values.
- Intrinsic work values relate to the work itself.
- Extrinsic work values relate to work outcomes.
Conflicts among Values
- Intrapersonal value conflicts occur when there's a conflict between instrumental and terminal values.
- Interpersonal value conflicts occur when two people hold conflicting values.
- Individual-organization value conflicts occur when employee values clash with organizational values.
Emotions
- Emotions are intense, short-term physiological, behavioral, and psychological responses to specific objects, people, or events.
- Emotions have distinct elements: they are short events or episodes, they are directed at something, and they are experienced as a state of physical readiness through physiological reactions.
Affect and Mood
- Moods are short-term emotional states not directed at anything specific.
- Affectivity represents a tendency to experience particular moods or react to things with certain emotions.
Two Dominant Dimensions of Mood
- Two dominant dimensions of mood include positive affect (high energy, positive evaluation) and negative affect (feelings of upset and distress).
Perception in Organizations
- Perception is the process of becoming aware of and interpreting information about the environment.
Basic Perceptual Processes
- Selective perception involves screening out information that is uncomfortable or contradicts beliefs.
- Stereotyping involves categorizing people based on a single attribute.
Perception and Attribution
- Perception and attribution involve understanding the causes of one's own and others' behavior.
The Attribution Process
- The attribution process involves observing behavior and then attributing causes to it.
- Interpretation is based on consensus, consistency, and distinctiveness of observed behaviors.
- Behaviors are attributed to internal or external causes.
Organizational Fairness
- Organizational fairness refers to employees' perceptions of organizational events, policies, and practices as being fair.
Fairness in Three Main Ways
- Distributive fairness involves perceptions of outcome fairness.
- Procedural fairness involves perceptions of process fairness.
- Interactional fairness relates to the quality of information and interpersonal treatment regarding decisions.
Perception and Trust
- Trust represents the expectation that another person won't take advantage, regardless of monitoring ability.
Stress in Organizations
- Stress is a person's adaptive response to a stimulus creating excessive psychological or physical demands.
The Stress Process
- The General Adaptation Syndrome (GAS) identifies three stages of stress response: alarm, resistance, and exhaustion.
Distress and Eustress
- Eustress is pleasurable stress accompanying positive events.
- Distress is unpleasant stress accompanying negative events.
Common Causes of Stress
- Organizational stressors are various workplace factors causing stress, including task demands, physical demands, role demands, and interpersonal demands.
Consequences of Stress
- Consequences of stress can include individual burnout characterized by exhaustion, pressure, and low satisfaction.
Managing and Controlling Stress
- Coping strategies to manage stress include individual and organizational approaches.
Work-Life Balance
- Work-life balance refers to the interrelationships between a person's work and personal life.
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Description
Explore key concepts of individual values, perceptions, and reactions in organizational settings. This quiz covers topics including attitude formation, cognitive dissonance, and the role of stress in the workplace. Understand how values and emotions influence behavior and organizational outcomes.
