Organizational Behavior Overview

<p>Customer feedback (D)</p> Signup and view all the answers

<p>Improved decision-making and innovation (B)</p> Signup and view all the answers

<p>Self-Enhancement (B)</p> Signup and view all the answers

<p>Role perceptions (B)</p> Signup and view all the answers

<p>Power Distance (D)</p> Signup and view all the answers

<p>Extraversion (D)</p> Signup and view all the answers

<p>Spreading rumors about a co-worker (A)</p> Signup and view all the answers

<p>Stronger team cohesiveness (B)</p> Signup and view all the answers

<p>Consistency between self-concepts and actual attributes (D)</p> Signup and view all the answers

<p>The three key aspects of an organization's social responsibility (B)</p> Signup and view all the answers

<p>Collectivism (A)</p> Signup and view all the answers

<p>Helping a colleague with a time-sensitive project (D)</p> Signup and view all the answers

<p>To understand the factors influencing individual behaviour in an organization (D)</p> Signup and view all the answers

<p>Low Task Control (A)</p> Signup and view all the answers

<p>Removing the stressor (A)</p> Signup and view all the answers

<p>Social Loafing (A)</p> Signup and view all the answers

<p>Formal Commitment (D)</p> Signup and view all the answers

<p>Social Self (C)</p> Signup and view all the answers

<p>Empathy (A)</p> Signup and view all the answers

<p>Increased salary (A)</p> Signup and view all the answers

<p>Deep Acting (C)</p> Signup and view all the answers

<p>Eustress is beneficial, while Distress is harmful. (D)</p> Signup and view all the answers

<p>Clear hierarchical structure (A)</p> Signup and view all the answers

<p>Identification-based trust (C)</p> Signup and view all the answers

<p>Team cohesion (D)</p> Signup and view all the answers

<p>Providing emotional support and encouragement (A)</p> Signup and view all the answers

<p>Forming (A)</p> Signup and view all the answers

<p>Brainwriting uses silent idea generation while brainstorming involves verbal discussion. (A)</p> Signup and view all the answers

<p>Individual goals prioritized over team goals (B)</p> Signup and view all the answers

<p>Production blocking and conformity effects (B)</p> Signup and view all the answers

Study of what people think, feel, and do in organizations.

Organizations that transform inputs into outputs while adapting to the environment.

Employees' knowledge, skills, and abilities; a source of competitive advantage.

Entities affected by an organization's actions and objectives.

The practice of considering economic, social, and environmental impacts in business decisions.

Balance of work and personal life roles using flexible arrangements.

Framework describing individual behavior using Motivation, Ability, Role perceptions, and Situational factors.

Intentional actions that harm the organization.

Enduring patterns of thoughts, emotions, and behaviors, influenced by nature and nurture.

A model comprising Conscientiousness, Agreeableness, Neuroticism, Openness, and Extraversion.

A personality trait indicating organization and dependability, often predicting job performance.

A trio of negative personality traits: Machiavellianism, Narcissism, and Psychopathy.

A framework categorizing values into four quadrants: Openness to Change, Conservation, Self-Enhancement, Self-Transcendence.

An ethical principle focusing on achieving the greatest good for the greatest number.

A cultural dimension contrasting self-sufficiency with group harmony.

Complexity, Consistency, and Adaptation; key to understanding self-identity.

Stable self-definition that aids career development but may reduce flexibility.

Promoting a positive self-view, which can lead to risky decisions.

Seeking confirmation of your self-concept, influencing attention and perceptions.

Filtering sensory input based on emotional markers and expectations.

Categorizing traits based on social groups, which can be inaccurate.

When one observed trait influences the perception of other traits.

Cycle where expectations influence employee performance and behavior.

Effort to display emotions that align with organizational expectations.

A framework influenced by task characteristics, team size, and composition for ensuring successful teamwork.

Key components: Cooperating, Coordinating, Communicating, Comforting, Conflict Handling.

The phases a team goes through: Forming, Storming, Norming, Performing, Adjourning.

The degree of attraction to the team, influenced by similarity, success, and external challenges.

Ranges from calculus-based (lowest) to identification-based (highest) trust level among members.

Cross-functional groups that have autonomy over tasks and processes for better performance.

Different methods like brainstorming and brainwriting for generating ideas collaboratively.

Factors like time constraints and peer pressure that hinder effective decision making in teams.

Standards that govern emotional expression in different cultures.

Faking emotions that are expected in social situations, often stressful.

Regulating one's actual emotions to align with expected feelings, more effective than surface acting.

Framework for understanding emotions: awareness and management of self and others' emotions.

Framework for how employees respond to dissatisfaction: Exit, Voice, Loyalty, Neglect.

Emotional attachment to an organization, leading to higher loyalty and motivation.

Eustress is positive stress; distress is harmful stress.

Reduced effort by individuals when working in a group compared to working alone.