Organizational Behavior Test #2 Preparation PDF

**[Perception \#2]** What is Perceptual Bias? - Perceptual Bias is inaccuracy in our perception. Eight major Perceptual Biases: - Fundamental Attribution Error: When judging the cause of another person's behavior. Attribute the cause of the other person's behavior to the person inste...

**[Perception \#2]** What is Perceptual Bias? - Perceptual Bias is inaccuracy in our perception. Eight major Perceptual Biases: - Fundamental Attribution Error: When judging the cause of another person's behavior. Attribute the cause of the other person's behavior to the person instead of outside factors. (it takes less mental effort just to blame another person) - Self-Serving Bias: When judging the cause of one's behavior. Attribute the cause of one's behavior to oneself instead of outside factors and the tendency to make an external attribution instead of an internal one when one's behavior is unsuccessful. (Usually demonstrated by having one person teach another person how to perform a task, then informing the person if the task was well or poorly.) - Selective Perception: Our unique background, knowledge, and experience tend to limit our perception. (Six blind men each perceived the elephant differently depending on the part they touched.) - Similar to Me Effect: The tendency to perceive a person more positively, the more he/she is to oneself. (the basis of similarity can be about anything) - First Impression Error: The tendency of our first perception of a person to influence our later perception of that person. (tendency to make initial judgments, positive or negative, about a candidate in those first few moments) - Halo/Horn Effect: gyg - Contrast Effect: The tendency for our perception of a person to be influenced by our perception of previous persons. (eg. When an unqualified applicant seems great because the previous interviewees had fewer qualifications) - Self-Fulfilling Prophecy: The tendency for a person to behave in line with our perception of her/him. SP Supervisors rated: - How similar they and their subordinate are. - Their subordinate's performance, conformance, dependability, personal adjustment, and general satisfactoriness. Subordinates rated: - How similar they and their supervisor are. - How their supervisor's support, interaction facilitation, goal emphasis, and work facilitation. Support: Behaviour that enhances a subordinate's feeling of worth and importance. Interaction Facilitation: Behaviour that facilitates developing close relationships within the group. Goal Emphasis: Behaviour that simulates enthusiasm within the work group for meeting goals and achieving excellent performance. Work Facilitation: Behaviour that helps each subordinate achieve goal attainment through activities such as scheduling, coordinating, planning, and providing necessary resources and tools. Performance: The subordinate's promotability and the quality and quantity of work. Conformance: How well the subordinate gets along with the supervisor and co-workers, as well as his/her observanceor rules and regulations. Dependability: The frequency of disciplinary problems created by subordinates. Personal Adjustment: The subordinate's emotional health and well-being. General Satisfactoriness: An overall global measure of performance. **[Personality ]** - Personality: A person's characteristic patterns of thought, feelings, and behaviors. - Characteristic: Each personality is unique. - Pattern: A person's personality is the same over time and across situations. **Taxonomies of Personality** [Big Five] 1. Neuroticism (Also called emotional stability, Low neuroticism is the same as high emotional stability and vice versa) 2. Extraversion 3. Openness to Experience 4. Agreeableness 5. Conscientiousness (A meta-analysis showed that higher conscientiousness leads to higher job performance) Person Job Fit: The degree of congruence between the characteristics of a person ( personality- and the characteristics of a job- like duties and responsibilities) - Greater person job fit leads to higher job performance organizational citizenship behavior and withdrawal behavior. [Myers Briggs Type Indicator (MBTI) ] - Are you more extroverted (E) or introverted (I)? - Are you more sensing (S) or Intuitive (N)? - Are you more thinking (T) or feeling (F)? - Are you more judging (J) or perceiving (P)? [Holland's Occupational Types 6 Categories] - Realistic (R) - A realistic person is a doer. (Involves doing the job) - Investigative (I) - An investigative person is a thinker. (Involves thinking in the job) - Artistic (A) - An artistic person is a creator. (Involves creating in the job) - Social (S) - A social person is the helper. (Involves helping in the job) - Enterprising (E) - An enterprising person is a persuader. (Involves persuading in the job) - Conventional (C) - A conventional person is an organizer. (Involves organizing in the job) The closer a type is to another type, the more similar it is to that that type. The farther a type is from another type, the more different it is from that type. **[Values and Affect]** - Values: Convictions- a strong belief that transcends specific actions and situations (eg. a person should never\_\_\_ or a should always \_\_\_.) and have an emotional component (we get upset when our values are compromised) Theories of Values **Rokeach's Theory** Each person has a unique terminal value profile and instrumental value profile. - Categories all human values into two sets: (Terminal values, Instrumental Values) - Terminal values: Convictions about what a person would like to achieve in life like "a comfortable life". - In the expression "means to an end", they are the ends. - Convictions about desirable end-states of existence. - Instrumental Values: Convictions about how a person should act in life, (for example, "ambitious") - Convictions about desirable modes of conduct. - In the expression "means to an end", they are the means. **Hofstede's Teory** - Categorises all national values, like the values of countries into six dimensions. Also called cross-cultural values (each dimension ranges from 0= lowest to 100= highest). - Each country has a unique profile. Power Distance: - Low: Citizens are less accepting of inequalities. - High: Citizens are more accepting of inequalities. Collectivism-Individualism: - Low (Collectivism): Citizens focus more on others. - High (Individualism): Citizens focus more on themselves. Femininity-Masculinity (just recently renamed Motivation Towards Achievement and Success). - Low (Femininity): Citizens are less accepting of traditional male-female roles. - High (Masculinity): Citizens are more accepting of traditional male-female roles. Uncertainty Avoidance: - Low: Citizens are more comfortable with uncertainty. - High: Citizens are less concerned with uncertainty. Short-Term-Orientation Long-Term-Orientation - Low (Short-Term-Orientation): Citizens are more focused on the short-term. - High (Long-Term-Orientation); Citizens are more focused on the long-term. Resistrant-Indulgence. - Low (Resistant): Citizens hold back more from enjoying the present. - High (Indulgence): Citizens hold back less from enjoying the present. What is Affect - Affect = Feelings = Emotions + Moods - Moods are categorized in general terms (Positive/good/pleasant) or (Negative/bad/unpleasant) - Emotions are categorized in specific terms. All emotions can be organized in a circumplex model. Emotional Contagion: When a person is exposed to the emotion of another person and then feels that same emotion. (Empathy: the ability to catch and share the feelings of another) - Researchers gave groups a decision-making exercise and had an actor speak first in each group. The actor displayed a positive mood or a negative mood. When the actor spoke positively other members felt more positive and when the actor spoke negatively, the other members felt more negative. - Basically how others\' moods and behavior can affect you and other people. Emotional Labour: Effort of displaying emotion one doesn't feel but is required in their job. - Felt Emotion: The emotion one feels. - Displayed Emotion: The emotion one displays. - Display Rule: The emotion that is required in one\'s job. (when you hate your boss but if you show it you're fired). (A judge feels anger but needs to show no emotion and not let the emotions overtake her/him). - Excessive emotional labor leads to negative consequences, especially burnout (an extreme form of stress). - Surface Acting: Changing one's display emotion to match a display rule. (you act like you didn't get mad but the emotion you truly felt is anger so you cant change the felt emotion but you act otherwise) - Deep Acting: Changing one's felt emotion to match a display rule. (You are angry at your boss but you think about the money he gives you and you feel happy again) (your felt emotion changes). Emotional Intelligence: A person's ability to perceive, understand, and regulate her/his own emotions and other people's emotions. - Perception: How effective a person is at noticing her/his own emotions and other people's emotions. - Understanding: How effective a person is at knowing the cause of her/his own emotions and other people's emotions. - Regulation: How effective a person is at managing her/his own emotions and other people's emotions. (can you decrease your anger and not punch your boss?) Causes of Emotions and Moods (Characteristics of a person) - Positive affectivity: The degree to which a person generally experiences pleasant emotions and positive moods. - Negative affectivity: The degree to which a person generally experiences unpleasant emotions and negative moods. - Affective Events Theory: People can experience things at work called **"daily uplifts"** which cause them to feel pleasant emotions and positive moods. (your boss not showing up) **Motivation pt 1** - Motivation: The direction, intensity, and persistence of a person's effort toward attaining a goal. - Goal: The outcome or result a person wants to achieve. (get a bachelor\'s degree) - Effort: The energy a person exerts towards achieving a goal. - Direction: Where a person exerts effort. What a person does (study) - Intensity: How much effort a person exerts. How hard you work for it. - Persistence: How long a person exerts effort. How long a person works. Six Major Theories of Motivation - **Hierarchy of needs theory:** Each person has five needs - **Three needs theory:** Each person has three needs. - **Operant conditioning theory:** Four types of operant conditioning. **OCT** - Based on simulus and response.(four types of stimuli and two of responses) - Goal setting theory: People are motivated by goals and the prospect of achieving them. (when you set a goal, you know what you need to do get to what you want, but if you dont set a goal and start working by yourself, you will not get the result you wanted). **Motivation pt 2** - **Equity theory:** Inputs and outcomes - **Job characteristics model:** - Experienced meaninfulness of the work: When an individual experiences the job as one which is generally meaningful, valuable, and worthwhile. - Experienced responsibility for outcomes at work: When an employee feels personally accountable and responsible for results of the work they does. - Knowledge of the actual results of the work activities: When the individual knows and understands how effectively she/he is performing the job.