Term
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Definition
| The process of combining, integrating, and interpreting information about others to gain an accurate understanding of them. |
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Term
| (True or False) The Social Perception Process takes practice and thought. |
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Definition
| False-The social perception process is so automatic that we are almost never away that it's happening. Yet it goes on all the time in organizations. |
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Term
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Definition
| The process through which individuals attempt to determine the causes behind other's behavior. |
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Term
| (True or False) Social Perception is never helpful. |
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Definition
| False. To understand the people around us, to figure out who they are and why they do what they do, may be very helpful. Example: You wouldn't ask your boss for a raise if you knew he was in a bad mood. |
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Term
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Definition
| The process through which individuals attempt to determine the causes behind others' behavior. |
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Definition
| The characteristics that define a particular individual. (appearance, yoru personality, and your special skills and interests) |
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Term
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Definition
| Who a person is, as defined in terms of his or her membership in various social groups. (Various groups to which you belong like that you are a student in a particular organizational behavior class, an employee of a certain company, or a citizen of a certain country). |
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Term
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Definition
| A conceptualization recognizing that the way we perceive others and ourselves is based on both our unique characteristics (personal identity) and our membership in various groups (Social Identity) |
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Term
| Example of Social Identity Theory |
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Definition
| You are the only business major in an English class. In this situation you will be likely to identify yourself as "the business major," and so too will others come to recognize you as such. In other words, that will become your identity in the particular situation. |
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Term
| Overview of Social Theory |
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Definition
| People identify themselves in terms of their individual characteristics and their own group memberships. They then compare themselves to other individuals and groups to help define who they are, both to themselves and others. |
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Term
| In Social Indentity Theory we tend to... |
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Definition
| In social identity theory we tend to simplify things by assuming that people in different groups shar certain qualities that make them different from us, even if they really are not so different after all. |
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Term
| (True or False) Making such categorizations such as "that school is full of dumb people" or "that basketball team is full of shortpeople, they must lose a lot" helps bring order to the world. |
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Definition
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Term
| (True or False) Bringing simplicity to a complex world is what social perception is all about. |
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Definition
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Term
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Definition
| Judgments about people's dispositions, their traits and characteristics, that correspond to what we have observed of their actions. |
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Term
| The ________ we make about what someone is like based on what we have ________ about him or her are known as correspondent inferences. |
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Definition
| The _judgments_ we make about what someone is like based on what we have _observed_ about him or her are known as correspondent inferences. |
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Term
| (True or False) It is important to recognize that the judgments we make about someone is almost always accurate because there are only a couple of possible causes of his or her behavior. |
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Definition
| False-It is important to recognize that the judgments we make abotu someone may be inaccurate because there are many possible causes of his or her behavior |
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Term
| (True or False) Correspondent Inferences may not always be accurate. |
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Definition
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Term
| Correspondent inferences also might not be accurate because people on the job tend to _________________________ |
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Definition
| conceal some of their traits especially thos likely to be viewed as negative. |
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Term
| Why is correspondant inferences known as risky? |
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Definition
| Because behavior is complext and has many different causes, and because people sometimes purposely disguise their true characteristics, forming correspondent inferences is a risky business. |
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Term
| Techniques to help make more accurate correspondent inferences. |
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Definition
1. We can focus on others' behavior in situations in which they do not have to behave in a pleasant or sociallly acceptable manner.
2. By focusing on behavior for which there appears to be only a single logical explanation. |
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Term
| 2 Major Classes of Explanation for the Causes of Someone's Behavior |
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Definition
*Internal causes of behavior
*External causes of behavior. |
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Term
| Internal Causes of Behavior |
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Definition
| Explanations based on actions for which the individual is responsible. |
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Term
| External Causes of Behavior |
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Definition
| Explanations based on situations over which the individual has no control. |
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Term
| Kelleys Theory of Casual Attribution |
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Definition
| The approach suggesting that people will believe others' actions to be caused by internal or external factors based on three types of information: Concensus, Consistency, and Distinctiveness. |
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Term
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Definition
| In Kelly's Theory of Casual Attribution, information regarding the extent to which other people behave in the same manner as the person we're judging. |
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Term
| In Kelleys Theory of Casual Attribution When is Consensus High? |
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Definition
| if others behave similarly, consensus is high. |
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Term
| In Kelleys Theory of Casual Attribution When is Concensus Low? |
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Definition
| If others do not behave similarly, consensus is low. |
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Term
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Definition
| In Kelley's Theory of Casual Attribution, information regarding the extent to which the person we're judging acts the same way at other times. |
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Term
| In Kelleys Theory of Casual Attribution When is Consistency High? |
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Definition
| If the person does act the same at other times, consistency is high. |
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Term
| In Kelleys Theory of Casual Attribution When is Consistency Low? |
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Definition
| If the person does not act the same at other times, Consistency is low. |
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Term
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Definition
| In Kelley's theory of Casual Attribution, information regarding the extent to which a person behaves in the same manner in other contexts. |
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Term
| In Kelley's Theory of Casual Attribution When is Distinctiveness Low? |
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Definition
| If he or she behaves the same way in other situations, dinstinctiveness is low. |
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Term
| In Kelley's Theory of Casual Attribution When is Distinctiveness High? |
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Definition
| If he or she behaves differently in other situations, distinctiveness is High. |
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Term
| What could we conclude if consensus is high, consistency is high, and distinciveness is high? |
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Definition
| We are likely to conclude that this person's behavior stemmed from external causes. |
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Term
| What could we conclude if consesus is low, consistency is high, and distinctiveness is low? |
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Definition
| We would conclude that this person's behavior stemmed from internal causes. |
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Term
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Definition
| Predispositions that people have to misperceive others in various ways. |
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Term
| Types of Perceptual Biases |
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Definition
*Fundamental Attribution Error
*The Halo Effect
*The Similar-To-Me-Effect
*First Impression Error
*Selective Perception |
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Term
| Fundamental Attribution Error |
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Definition
| Type of perceptual biase with the tendency to attribute others' actions to internal causes while largely ignoring external factors that also may have influenced behavior. |
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Term
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Definition
| Type of perceptual biase with the tendency for our overall impressions of others to affect objective evaluations of their specific traits, perceiving high correlations between characteristics that may be unrelated. |
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Term
| (True or False) In the Halo effect, the more favorably someone is perceived on some characteristics, the more likely that indivudal will be perceived favorably on other characteristics, too. |
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Definition
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Term
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Definition
| The tendency for people to credit teams for their successes but not to hold them accountable for their failures. |
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Term
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Definition
| The tendency for people to percieve in a positive light others who are believed to be similar to themselves in any of several different ways. |
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Term
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Definition
| The tendency to focus on some aspects of the environment while ignore others. |
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Term
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Definition
| The tendency to base our judgments of others on our earlier impression of them. |
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Term
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Definition
| The tendency for someone's expectations about another to cause that person to behave in a manner consistent with those expectations. This can be either positive (PYGMALION EFFECT) or negative (GOLEM EFFECT) in nature. |
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Term
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Definition
| A positive instance of the self-fulfilling prophecy, in which people holding high expectations of another tend to improve that individuals performance. |
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Term
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Definition
| A negative instance of the SELF-FULFILLING PROPHECY, in which people holding low expectations of another tend to lower that individual's performance. |
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Term
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Definition
| A belief that all members of specific groups share similar traits and are prone to behave the same way. |
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Term
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Definition
| The uncomfortable feeling that people have when they run the risk of fulfilling a negative stereotype associated with a group to which they belong. |
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Term
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Definition
| The tendency to think about something when you try intentionally not to think about it. |
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Term
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Definition
| Efforts by individuals to improve how they appear to others. |
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Term
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Definition
| The process of evaluating employees on various work-related dimensions. |
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Term
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Definition
| The impressions that people have of an organization. |
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Term
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Definition
| A relatively permanent change in behavior occuring as a result of experience. |
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Term
| OPERANT CONDITIONING or INSTRUMENTAL CONDITIONING |
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Definition
| The form of learning in which people associate the consequences of their actions with the actions themselves. Behaviors with positive consequences are acquired; behaviors with negative consequences tend to be eliminated. |
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Term
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Definition
| The tendency for behaviors leading to desirable consequences to be strengthened and those leading to undesirable consequences to be weakened. |
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Term
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Definition
| The process by which people learn to perform behaviors that lead to the presentation of desired outcomes. |
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Term
| NEGATIVE REINFORCEMENT or AVOIDANCE |
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Definition
| The process by which people learn to perform acts that lead to the removal of undesired events. |
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Term
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Definition
| Decreasing undesirable behavior by following it with undesirable consequences. |
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Term
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Definition
| The process through which responses that are no longer reinforced tend to gradually diminish in strength. |
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Term
| CONTINGENCIES OF REINFORCEMENT |
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Definition
| The various relationships between one's behavior and the consequences of that behavior- POSITIVE REINFORCEMENT, NEGATIVE REINFORCEMENT, PUNISHMENT, and EXTINCTION. |
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Term
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Definition
| A schedule of reinforcement in which all desired behaviors are reinforced. |
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Term
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Definition
| A schedule of reinforcement in which only some desired behaviors are reinforced. Typed include:FIXED INTERVAL, VARIABLE INTERVAL, FIXED RATIO, and VARIABLE RATIO. |
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Term
| INTERMITTENT REINFORCEMENT |
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Definition
| A schedule of reinforcement in which only some desired behaviors are reinforced. Typed include:FIXED INTERVAL, VARIABLE INTERVAL, FIXED RATIO, and VARIABLE RATIO. |
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Term
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Definition
| Schedules of reinforcement in which a fixed period of time must elapse between the administration of reinforcements. |
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Term
| VARIABLE INTERVAL SCHEDULE |
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Definition
| Schedules of reinforcement in which a variable period of time (based on some average) must elapse between the administration of reinforcements. |
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Term
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Definition
| Schedules of reinforcement in which a fixed number of responses must occur between the administration of reinforcements. |
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Term
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Definition
| Schedules of reinforcement in which a variable number of responses (based on some average) must occur between the administration of reinforcement. |
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Term
| SCHEDULES OF REINFORCEMENT |
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Definition
| Rules governing the timing and frequency of the administration of reinforcement. |
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Term
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Definition
| The form of learning in which people acquire new behaviors by systematically observing the rewards and punishments given to others. |
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Term
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Definition
| The process of systematically teaching employees to aquire and improve job-related skills and knowledge. |
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Term
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Definition
| The process of teaching people how to do their jobs by explaining various job requirements and how to meet them. |
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Term
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Definition
| Formal training programs involving both on-the-job and classroom training usually over a long period, often used for training people in the skilled trades. |
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Term
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Definition
| A systematic way of preparing employees to live and work in another country. |
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Term
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Definition
| Centers devoted to handling a company's training needs on a full-time basis. |
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Term
| EXECUTIVE TRAINING PROGRAMS |
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Definition
| Sessions in which companies systematically attempt to develop their top leaders, either in specific skills or general managerial skills. |
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Term
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Definition
| Training based on disseminating informations online, such as through the internet or a company's internal intranet network. |
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Term
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Definition
| The set of practices that make training effective: PARTICIPATION, REPETITION, TRANSFER OF TRAINING and FEEDBACK. |
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Term
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Definition
| Active involvement in the process of learning; more active participation leads to more effective learning. |
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Term
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Definition
| The process of repeatedly performing a task so that it may be learned. |
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Term
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Definition
| The degree to which the skills learned during training sessions may be applied to performance of one's job. |
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Term
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Definition
| Knowledge of the result of one's behavior |
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Term
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Definition
| The practice of collecting performance feedback from multiple sources at a variety of organizations levels. |
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Term
| ORGANIZATIONAL BEHAVIOR OF MANAGEMENT |
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Definition
| The practice of altering behavior in organizations by systematically administering rewards. |
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Term
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Definition
| The process of systematically administering punishments. |
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Term
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Definition
| The practice of gradually increasing the serverity of punishments for employees who exhibit unacceptable job behavior. |
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Term
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Definition
| Our liking or disliking of any particular person, item, or event. |
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