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49 Cards in this Set
- Front
- Back
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Employee Behaviour
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the patterns of actions by the members of an organization that directly or indirectly influences the organization's effectiveness
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performance behaviour
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the total set of work related behaviors that the organization expects employees to display
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Organizational Citizenship
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Positive behaviours that do not directly contribute to the bottom line.
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Counterproductive behaviour
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Behaviours that detract from organizational performance
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Absenteeism
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when an employee does not show up for work
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Turnover
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annual performance of an organization's workforce that leaves and must be replaced.
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Individual Differences
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personal attributes that vary from one person to another
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Personality
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the relatively stable set of psychological attributes that distinguish one person from another
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Emotional intelligence (emotional quotient ([EQ])
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the extent to which people are self aware, can manage their emotions, can motivate themselves, express empathy for others, and possess social skills.
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Attitudes
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a person's beliefs and feeling about specific ideas, situations, or people.
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Job Satisfaction
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Degree of enjoyment that people derive from performing their jobs
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organizational commitment
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an individual's identification with the organization and its mission
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Psychological contract
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the set of expectations held by an employee concerning what he or she will contribute to an organization and what the organization will provide the employee in return.
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Person- Job fit
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the extent to which a person's contributions and the organization's inducements match one another.
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motivation
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the set of forces that causes people to behave in certain ways
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Classical theory of motivation
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a theory of motivation that presumes that workers are motivated almost solely by money.
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scientific management
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Analyzing jobs and finding better, more efficient ways to perform them.
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Time and motion studies
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the use of industrial engineering techniques to study every aspect of a specific job to determine how to perform it most efficiently
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Hawthorne effect
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the tendency for workers' productivity to increase when they feel they are receiving special attention from management
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Theory X
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A managment approach based on the belief that people must be forced to be productive because they are naturally lazy, irresponsible, and uncooperative
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Theory Y
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a managment approach based on the belief that people want to be productive because they are naturally energetic, responsible, and co-operative
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Hierarchy of human needs model
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Theory of motivation describing five levels of human needs and arguing that basic needs must be fulfilled before people work to satisfy higher- level needs.
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Two- Factor Theory
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A theory of human relations developed by frederick Herzberg that identifies factors that must be present for employees to be satisfied with their jobs and factors that, if increased, lead employees to work harder.
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Expectancy theory
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The theory that people are motivated to work toward rewards that they want and that they believe they have reasonable chance of obtaining
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Equity Theory
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The theory that people compare (1) what they contribute to their job with what they get in return (2) their input/output ratio with that of other employees.
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Positive reinforcement
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reward that follows desired behaviour
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Punishment
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Unpleasant consequences of an undesirable behaviour
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Management by objectives
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a system of collaborative goal setting that extends from the top of an organization to its bottom.
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Participative managment and empowerment
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Method of increasing job satisfaction by giving employees a voice in the management of their jobs and the company
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Wikis
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websites that allow employees to add content whenever they want on issues that are of use to the business
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quality circle
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a technique for maximizing quality of production. employees are grouped into small teams that define analyze, and solve quality and other process related problems within their area.
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Job enrichment
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a method of increaseing employees' job satisfaction by extending or adding motivating factors such as responsibility or growth
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job redesign
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a method of increasing employees' job satisfaction by improving the person- job fit through combining tasks,, creating natural work groups, and/ or establishing client relationships.
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flextime
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A method of increasing employees' job satisfaction by allowing them some choice in the hours they work
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Compressed workweeks
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employees work fewer days per week, but more hours on the days they do work.
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telecommuting
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Allowing employees to do all or some of their work away from the office.
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Work-sharing (job sharing)
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a method of increasing employee job satisfaction by allowing two people to share one job.
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leadership
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the process of motivating others to work to meet specific objectives.
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Trait approach
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a leadership approach focused on identifying the essential traits that distinguished leaders
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behavioral approach
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a leadership approach focused on determining what behaviors are employed by leaders.
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Task- focused leader behaviour
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Leader behaviour focusing on how tasks should be performed in order to meet certain goals and to achieve certain performance standards
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employee focused leader behaviour
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leader behaviour focusing on satisfaction motivation, and well- being of employees
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situational approach
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Leadership approach that assumes that appropriate leader behaviour varies from one situation to another.
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Transformational leadership
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the set of abilities that allows a leader to recognize the need for change, to create a vision to guide that change, and to execute the change effectively.
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transactional leadership
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comparable to management, it involves routine, regimented activities.
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charismatic leadership
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type of influencing based on the leader's personal charisma.
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Strategic leadership
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Leader's ability to understand the complexities of both the organization and its environment and to lead change in the organization so as to enhance its competitiveness
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ethical leadership
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Leader behaviors that reflect high ethical standards
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Virtual Leadership
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Leadership in settings where leaders and followers interact electronically rather than in face to face settings.
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