Term
|
Definition
The set of goals and policies
designed to achieve
competitive advantage
in a particular marketplace |
|
|
Term
|
Definition
Having the ability to
transform inputs into goods
and services at a maximum
profit on a sustained basis,
better than one’s competitors. |
|
|
Term
|
Definition
A statement that explains
what an organization is
trying to accomplish and
why it exists. |
|
|
Term
|
Definition
An economic condition that
allows an organization to
achieve a competitive
advantage because there
are few competitors,
numerous suppliers and
buyers, asymmetric
information, heterogeneous
products, and barriers to
entry.
| |
|
|
Term
|
Definition
A competitive strategy that
depends on being able to sell
more products because they
are less expensive. |
|
|
Term
|
Definition
A competitive strategy that
depends on selling higherpriced
products that are
distinguished by such things
as higher quality. |
|
|
Term
|
Definition
A competitive strategy that
depends on selling a unique
product within a segmented
niche of the market. |
|
|
Term
SWOT method of strategy
development |
|
Definition
A method of developing a
firm’s strategy by examining
its strengths, weaknesses,
opportunities, and threats. |
|
|
Term
|
Definition
Examining the conditions in
the external environment
that might have an impact
on the economic success of
the firm, such as economic
conditions, the supply of
labor, and governmental
regulations. |
|
|
Term
|
Definition
The unique skills and
resources that give an
organization a competitive
edge. |
|
|
Term
|
Definition
The fixed relationships in an
organization that describe
which jobs are assigned to
which departments, who has
authority to make decisions,
who reports to whom, and
how many people each
leader supervises. |
|
|
Term
|
Definition
The system of shared values
and beliefs in an organization
that influence the attitudes
and behaviors of members
and make each organization
unique. |
|
|
Term
resource-based theory
of the firm |
|
Definition
A strategy theory that
focuses on examining the
resources of a firm, rather
than on the external
environment, to find a
competitive advantage, |
|
|
Term
|
Definition
Unique resources that
provide an organization with
a distinctive competence
or unique competitive
advantage. |
|
|
Term
|
Definition
The sectors or sub¬
environments surrounding
each organization that
impact how it interacts with
its environment. |
|
|
Term
|
Definition
The practice of moving jobs
from one country to another
country where they can be
performed less expensively. |
|
|
Term
| industrial organization model |
|
Definition
A strategy theory that
focuses on identifying the
competitive advantage of
each organization within
its industry. |
|
|
Term
|
Definition
A model that is used to
examine a firm’s competitive
advantage within its industry
by examining suppliers,
buyers, rival firms, substitutes,
new entrants. |
|
|
Term
|
Definition
An examination of the
strengths and weaknesses
of a firm’s competitors. |
|
|
Term
|
Definition
Refers to the number of
external organizations an
organization is required to
interact with, and the nature
of these interactions. |
|
|
Term
|
Definition
Refers to how much change
occurs in a firm’s products
and the stability of its
suppliers and buyers. |
|
|
Term
|
Definition
Including members of an
outside group within the
organization to secure their
compliance and assistance. |
|
|
Term
|
Definition
The interactions among
members of an organization,
especially the communication,
leadership, decision making,
and power. |
|
|
Term
|
Definition
The patterned activities of
the various subsystems in
an organization that keep
it functioning. |
|
|
Term
| strategic alignment of HRM |
|
Definition
Establishing human resource
policies and functions that
are coordinated with
and supportive of the
organization’s overall strategy
and other organizational
functions, such as production,
marketing,and finance. |
|
|
Term
|
Definition
Balancing the interests and
economic returns of all
stakeholders, including
employees, owners, and
customers by being fair,
profitable, and socially
responsible. |
|
|
Term
|
Definition
An examination of factors in
the external environment
that could have a significant
impact on the future labor
force, especially demographic
changes, educational
opportunities, and
government legislation. |
|
|
Term
| human resource information system, HRIS |
|
Definition
An examination of factors in
the external environment
that could have a significant
impact on the future labor
force, especially demographic
changes, educational
opportunities, and
government legislation. |
|
|
Term
|
Definition
Identifying potential
replacements for managerial
and other key positions and
creating developmental
opportunities so these
replacements will be ready
for promotion when they
are needed,Identifying potential
replacements for managerial
and other key positions and
creating developmental
opportunities so these
replacements will be ready
for promotion when they
are needed, |
|
|
Term
|
Definition
The practice of not replacing
employees who leave, in an
effort to reduce the size
of the workforce. |
|
|
Term
|
Definition
A ratio that shows how many
job applicants at one stage
of the recruitment process
advance to the next stage. |
|
|
Term
|
Definition
The practice of selecting
from among current
employees and promoting
them into higher-level
positions as those positions
become vacant. |
|
|
Term
|
Definition
Telling new recruits both the
positive and negative features
of a job so that they have a
realistic understanding of
what it will be like. |
|
|
Term
|
Definition
The practice of filling a job
vacancy by advertising the
opening internally and
allowing current employees
to apply for it. |
|
|
Term
|
Definition
The practice of showing
unfair favoritism to family
members or friends in the
employment process. |
|
|
Term
| professional employer organization (PEO) |
|
Definition
A separate private company
that manages the human
resource functions, such as
employment, performance
evaluation, compensation,
and employee relations for
the employees who work for
another company. |
|
|
Term
|
Definition
Workers who are temporary
or on-call and not regularly
employed on a full-time basis
by a company. |
|
|
Term
|
Definition
Repeatability or consistency
of measurement. |
|
|
Term
|
Definition
Ability to measure what it is
expected to measure, such
as successfully predicting job
performance. |
|
|
Term
| weighted application blank |
|
Definition
A job application form that
can be scored and used to
predict which applicants
have a high likelihood of
succeeding. |
|
|
Term
|
Definition
The degree to which a
prospective employee’s
attitudes and behaviors are
perceived to match the firm’s
culture and value system. |
|
|
Term
|
Definition
A form of interviewing that
involves asking applicants to
describe specific behaviors
associated with the critical
dimensions of the job for
which they are applying. |
|
|
Term
|
Definition
A test that consists of a
small, well-defined segment
of the actual job that can
be standardized for all
applicants. |
|
|
Term
| qualified privilege doctrine |
|
Definition
The right of employers to
share relevant job-related
previous work experience
about an applicant without
being guilty of slander or
defamation of character. |
|
|
Term
|
Definition
When an employer fails to
adequately investigate job
applicants and hires someone
who injures another and the
employer knew or should
have known that this
employee had a tendency
toward violence or criminal
conduct. |
|
|
Term
|
Definition
Making hiring decisions
based on a subjective
evaluation of each
candidate’s relative strengths. |
|
|
Term
|
Definition
Assigning weights to the
various predictors and
statistically combining them
to make a hiring decision. |
|
|
Term
|
Definition
Identifying the minimum
passing level for each step
in the selection process and
eliminating job applicants
who fail to meet each
criterion. |
|
|
Term
|
Definition
A series of selection activities
that usually involve a group
of applicants participating in
group activities and individual
tests, with evaluators
observing them and
discussing their ratings. |
|
|
Term
|
Definition
An error that occurs when
a positive hiring decision
has been made, but the
new employee is not a
satisfactory performer. |
|
|
Term
|
Definition
A selection error that occurs
when an applicant is rejected
who would have been a good
performer. |
|
|
Term
|
Definition
The right to make decisions
and give orders to
subordinates regarding
activities that are directly
involved in producing the
organization’s products and
services. |
|
|
Term
|
Definition
The responsibility to advise
and assist those who
possess line authority. |
|
|
Term
|
Definition
A statement, usually In an
employee handbook, that
can be construed as a
promise of continued
employment, such as calling
employees "permanent." |
|
|
Term
|
Definition
A statement employees were
required to sign in which they
agreed not to join a union. |
|
|
Term
| National Labor Relations Board |
|
Definition
An agency created by the
National Labor Relations Act
that is assigned to conduct
fair representation elections
and to resolve charges of
unfair labor practices. |
|
|
Term
|
Definition
A bargaining strategy in
which each party tries to
maximize its own outcomes
at the expense of the other
party. |
|
|
Term
|
Definition
A bargaining strategy in
which both parties work
together cooperatively to
achieve the best outcome
for both. |
|
|
Term
|
Definition
The requirement that both
parties meet at reasonable
times and places and make
offers and counter-proposals
in an effort to reach an
agreement |
|
|
Term
|
Definition
When employees refuse to
work. |
|
|
Term
|
Definition
When employees come to
work but do not produce
I anything. |
|
|
Term
|
Definition
When employees come to
work but intentionally work
slowly. |
|
|
Term
|
Definition
When employees walk off
the job in violation of a valid
labor agreement. |
|
|
Term
|
Definition
When employees call in sick
for work but they are not
really sick. |
|
|
Term
|
Definition
When employers lock the
doors and refuse to allow
workers to work.This is
management’s counter¬
weapon to a strike. |
|
|
Term
|
Definition
The Civil Rights Act of 1866
that guarantees all citizens
of the United States the right
to make and enjoy the
benefits of contracts the
same as white citizens. |
|
|
Term
|
Definition
The section of the 1 964 Civil
Rights Act that prohibits
employment discrimination
on the basis of race, color,
religion, sex, or national
origin. |
|
|
Term
bona fide occupational
qualifications (BFOQ) |
|
Definition
Employers are allowed to
discriminate on the basis of
religion, sex, or national origin
only when these attributes
are necessary for the
operation of their businesses;
that is, when they are bona
fide occupational
qualifications. |
|
|
Term
|
Definition
When an otherwise illegal
practice can be justified
because it is necessary
for the efficient operation
of a business. |
|
|
Term
Equal Employment
Opportunity Commission
(EEOC) |
|
Definition
A government agency
created by the Civil Rights
Act ( 1 964) responsible for
enforcingTitleVII of the
Civil Rights Act, the Age
Discrimination in Employment
Act of 1 967,the Equal Pay
Act of 1 963, Section SO I
of the Rehabilitation Act of
1 973, and the Americans
with Disabilities Act of 1991. |
|
|
Term
|
Definition
An informal process of
agreement used by the Equal
Employment Opportunity
Commission for resolving
charges of discrimination. |
|
|
Term
| affirmative action plans (AAP) |
|
Definition
Written plans for recruiting
and hiring minorities and
females if they are
underrepresented in a
company’s labor force.These
plans, which are required of
government contractors and
subcontractors, must contain
goals and timetables for
achieving them. |
|
|
Term
Office of Federal Contract
Compliance Programs
(OFCCP) |
|
Definition
The government agency in
the Department of Labor
that reviews the affirmative
action programs of
government contractors
and monitors their
compliance. |
|
|
Term
|
Definition
Employment discrimination
that results from the normal
operation of Human Resource
practices, especially hiring
promoting compensating
and training employees.
When these practices create
a disparate effect on the
employment of minorities
or females, EEO laws
prohibit them. |
|
|
Term
|
Definition
Where white males are the
victims of discrimination
because preferential
treatment is shown to
females and minorities,
often to achieve an
affirmative action goal. |
|
|
Term
|
Definition
Attitudinal and organizational
barriers that inhibit the
career advancement of
women. |
|
|
Term
|
Definition
Any unwelcome sexual
advance, requests for sexual
favors, or physical contact of
a sexual nature, including
conduct that interferes with
a person’s performance or
that creates an intimidating
or hostile environment. |
|
|
Term
|
Definition
A form of sexual harassment
that requires a person to
provide a sexual favor in
order to retain a job benefit,
i.e.,“this for that" harassment. |
|
|
Term
| hostile environment harassment |
|
Definition
Where sexually-oriented
activities create an
intimidating, hostile, or
offensive working
environment. |
|
|
Term
|
Definition
Demeaning comments and
actions directed toward older
employees, such as agerelated
jokes, sarcasm,
and derisive labels. |
|
|
Term
|
Definition
A decision constructed by a
court that an employee who
quit because of intolerable
working conditions was
essentially discharged. |
|
|
Term
| Americans with Disabilities Act |
|
Definition
The 1 99 1 law that protects
people with disabilities from
employment discrimination
and requires employers to
provide reasonable
accommodations for
otherwise qualified
individuals. |
|
|
Term
|
Definition
A disease or physical condition
that poses a significant risk of
substantial harm to the health
or safety of the individual
or others, such as a highly
contagious disease among
job holders who work in food
preparation.The Americans
with Disabilities Act does
not protect people who
pose a direct threat unless
reasonable accommodations
can be make to reduce the
threat. |
|
|
Term
|
Definition
Changes in the job or the
work environment that allow
a disabled person to perform
it These changes should not
be excessively expensive or
interfere with normal
operations. |
|
|
Term
|
Definition
A handicapped individual
who is capable of performing
the essential functions of a
job if barriers created by
their handicap are overcome. |
|
|
Term
|
Definition
A form of learning involving
responses of the autonomic
nervous system where a
conditioned stimulus is
associated with a
conditioned response. |
|
|
Term
|
Definition
Responses that are governed
by the autonomic nervous
system, such as blood
pressure, heart rate,
salivation, and respiration
rate. |
|
|
Term
| unconditioned stimulus (UCS) |
|
Definition
A stimulus that naturally
elicits a reflexive response. By
associating an unconditioned
stimulus with a neutral
stimulus, the neutral stimulus
becomes a conditioned
stimulus that produces the
same response, called a
conditioned response. |
|
|
Term
| conditioned stimulus (CS) |
|
Definition
A neutral stimulus that has
become paired with a
conditioned response through
the process of classical
conditioning. |
|
|
Term
| conditioned response (CR) |
|
Definition
A response that has been
paired with a conditioned
stimulus. |
|
|
Term
|
Definition
Another name for classical
conditioning where reflexive
behavior governed by the
autonomic nervous system is
associated with a conditioned
stimulus. |
|
|
Term
|
Definition
The process of using a
slightly different stimulus
to elicit a response. |
|
|
Term
|
Definition
A form of learning involving
the association of a stimulus
and a response that the
person makes to obtain
reinforcement |
|
|
Term
|
Definition
A specific environmental
stimulus that a person has
learned to distinguish from
other environmental stimuli
and to respond to. |
|
|
Term
|
Definition
The process of combining
several stimulus response
associations to form a
complex behavior. |
|
|
Term
|
Definition
The process of refining a
response by selectively
reinforcing closer and closer
approximations of the
desired response. |
|
|
Term
|
Definition
A major theory of learning
based on observational and
symbolic learning. Learning
is influenced by what is
reinforced, either extrinsically
or through self-administered
reinforcement, especially the
anticipations of future
events. |
|
|
Term
|
Definition
A basic philosophy of social
cognitive theory that suggests
that there are reciprocal
relationships among
personality, behavior, and
the environment;the
environment influences
individual behavior but
individuals also influence
their environment and can
change it. |
|
|
Term
vicarious, or imitative,
learning |
|
Definition
The process of learning new
behaviors by observing
others and modeling
their behavior. |
|
|
Term
|
Definition
A process of learning that
uses symbols such as words,
mental images, and other
cognitive associations. |
|
|
Term
|
Definition
A style of learning, called
adult learning theory, that
is experiential, problemcentered,
flexible, and
collaborative. |
|
|
Term
|
Definition
The process of acquiring
specific information or skills
that tend to reduce the
variability or range of
responses by trainees. |
|
|
Term
|
Definition
The process of acquiring
general knowledge and
information that usually
results in a broadening of
responses that students
are likely to make. |
|
|
Term
| systems model of training |
|
Definition
A model that views training
as an ongoing cycle of
assessing training needs,
providing training, and
evaluating how well the
needs have been met. |
|
|
Term
|
Definition
An extensively used training
technique that consists of
showing a trainee how to
perform a task and
supervising the trainee’s
attempts to learn it, |
|
|
Term
|
Definition
A training technique in which
the trainee, or apprentice,
works under the direction
of a skilled employee who
teaches the apprentice
how to perform the job. |
|
|
Term
|
Definition
A learning experience in
which students are able to
work for a period of time
and apply the information
they have learned. |
|
|
Term
|
Definition
A training technique that
involves transferring trainees
to different jobs to broaden
their focus and to increase
their knowledge. |
|
|
Term
|
Definition
A training technique that
consists of assigning new
trainees to an executive
board that is responsible
for making a decision. |
|
|
Term
|
Definition
Training that occurs in a
special training room that is
a replication of the actual
job situation. |
|
|
Term
|
Definition
A training method that
involves the use of televised
instruction between trainers
and trainees in different
locations. |
|
|
Term
|
Definition
Training presented to
learners using a computer,
and often the Internet,which
allows them to study on their
own and at their own pace. |
|
|
Term
|
Definition
Learning that usually occurs
in groups,in which members
participate in a group activity
and then discuss what they
observed and learned. |
|
|
Term
|
Definition
The process of acquiring
socially acceptable attitudes
and behaviors that conform
to the standards of society
or the organization. |
|
|
Term
| organizational integration |
|
Definition
The process of integrating
people into the organization
by matching their objectives
and goals with the objectives
and goals of the
organization. |
|
|
Term
|
Definition
The first stage of the role
transition process, in which
people begin to disassociate
themselves from their
former role. |
|
|
Term
|
Definition
The second stage of the role
transition process,in which
new members are tested
and expected to prove
themselves to be accepted
in full fellowship. |
|
|
Term
|
Definition
The final stage of the role
transition process in which
people are integrated into
the new role. |
|
|
Term
| anticipatory socialization |
|
Definition
The process of acquiring the
attitudes and behaviors
associated with a new role as
people anticipate changing
from one role to another. |
|
|
Term
|
Definition
Realizing that a new role
is not as glamorous as it
appeared at first. |
|
|
Term
| realistic job previews, RJPs |
|
Definition
A recruiting strategy that
involves telling applicants
both the favorable and
unfavorable aspects of the
job so they have a more
realistic understanding of it
and can make an informed
decision. |
|
|
Term
|
Definition
A person assigned to mentor
or help new employees
become oriented and
socialized into their new
jobs. |
|
|
Term
|
Definition
Environmental stimuli that
we are capable of receiving
through one or more of the
five sense mechanisms— sight, smell, taste, touch,
and hearing. |
|
|
Term
|
Definition
Part of the perceptual process
in which we acknowledge the
reception of sensations from
the environmentThe major
characteristics involved in
attending to physical stimuli
include size, intensity,
frequency, contrast motion,
change, and novelty. |
|
|
Term
|
Definition
The process of interpreting
and organizing the
sensations we attend to. |
|
|
Term
|
Definition
The process of extrapolating
from a small amount of
information to form a
complete perception about an
object or event Often we are
required to act on only limited
pieces of information from
which we infer what more
information might tell us. |
|
|
Term
|
Definition
The process of organizing
our perceptions into
recognizable patterns. Four
of the principles we use to
assist in this effort include
figure-ground separation,
similarity, proximity, and
closure. |
|
|
Term
|
Definition
The degree to which
individuals have developed
complex categories for
organizing information. |
|
|
Term
|
Definition
A theory proposed by
Douglas McGregor that
explains two opposite
perceptual styles of
managers. Managers who
espouse Theory X see
employees as lazy and
refusing to work, while
managers who espouse
TheoryY believe employees
are dedicated and willing to
work. |
|
|
Term
|
Definition
One of the perceptual errors
in which individuals allow one
characteristic about a person
to influence their evaluations
of other personality
characteristics. |
|
|
Term
|
Definition
A source of perceptual errors
caused by people choosing to
perceive only the information
that they find acceptable. |
|
|
Term
| implicit personality theories |
|
Definition
The process of allowing our
personal stereotypes and
expectations regarding
certain kinds of people to
create a perceptual set that
influences how we respond
to other people. |
|
|
Term
|
Definition
A form of perceptual bias in
which we project our own
personal feelings and
attitudes onto others as a
means of helping us interpret
their attitudes and feelings. |
|
|
Term
|
Definition
The tendency for first
impressions and early
information to unduly
influence our evaluations
and judgment |
|
|
Term
|
Definition
The process of using a few
attributes about an object to
classify it and then responding
to it as a member of a
category rather than as a
unique object. |
|
|
Term
pygmalion effect or self
fulfilling prophecy |
|
Definition
A process that explains how
the expectations in the mind
of one person, such as a
teacher or researcher, come
to influence the behaviors of
others, such as students or
subjects, such that the latter
achieves the former’s
expectations. |
|
|
Term
|
Definition
The attributes and
predispositions associated
with each individual that
make that person unique
and predict how that person
will likely behave In many
different situations. |
|
|
Term
| fundamental attribution error |
|
Definition
The tendency to overestimate the
influence of personality factors I when interpreting the actions
of people. |
|
|
Term
|
Definition
A theory that explains how
we assign responsibility for
behavior either to personality
characteristics or
environmental circumstances. |
|
|
Term
|
Definition
A personality trait that is
determined by whether
individuals think the rewards
they obtain are based on
internal factors such as
knowledge, effort, and skill, or
external factors such as luck,
chance, and fate. |
|
|
Term
|
Definition
A belief in one’s ability to
perform a specific activity,
determined primarily by how
well the person has learned
and practiced the task. |
|
|
Term
|
Definition
An abstract concept
regarding the relationships
between people and events
I that exists because we can
operationally define it even
though it does not have a
physical reality. Satisfaction,
intelligence, commitment, and
l honesty are examples. |
|
|
Term
| emotional intelligence (El) |
|
Definition
The competencies that allow
us to perceive, understand,
and regulate emotions in
ourselves and others. |
|
|
Term
|
Definition
People so involved in their
work that they are addicted
to working and unable to
pursue other meaningful
activities without feeling
nervous, anxious, or guilty. |
|
|
Term
| maslow’s hierarchy of needs |
|
Definition
A theory of motivation and
personality, developed by
Abraham Maslow,that is
based on a hierarchy of
five human needs. |
|
|
Term
|
Definition
The highest-order need in
Maslow's needs hierarchy
that consists of the need for
self-realization, continuous
self development, and everincreasing
personal
fulfillment. |
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Term
|
Definition
The idea that human needs
are arranged in a
hierarchical order and that
higher-level needs do not
emerge until lower-level
needs are mostly satisfied. |
|
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Term
|
Definition
The tendency for individuals
to seek fulfillment and to
achieve all that they have
the potential to achieve
according to their genetic
blueprint. |
|
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Term
|
Definition
Needs that have been
acquired by the events
individuals have experienced
within their culture, David
McClelland studied three
learned needs—achievement,
affiliation, and power— and
described how these needs
were acquired and how they
influenced behavior, |
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Term
|
Definition
A personality trait that
reflects the importance of
achievement and upward
striving in a person’s life.
High-need achievers are
characterized by a desire
for personal responsibility,
moderate levels of risk, and
immediate feedback on their
performance. |
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Term
|
Definition
The need to associate with
other people and obtain their
friendship and approval. |
|
|
Term
|
Definition
The desire to influence or
control other people either
for the sake of personal
satisfaction of for the
benefit of society. |
|
|
Term
|
Definition
A manifestation of the need
for power in which individuals
strive for dominance and
control over other individuals. |
|
|
Term
|
Definition
A form of the need for power
in which individuals attempt
to satisfy their power needs
by working with a group
to achieve group and
organizational goals. |
|
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Term
|
Definition
An unpleasant or punishing
stimulus. |
|
|
Term
|
Definition
Rewards or outcomes that
are desirable because of
their association with
physiological requirements or
comforts especially food,
water, sex, rest, and the
removal of pain. |
|
|
Term
|
Definition
Learned rewards or
outcomes that have a
powerful influence on
behavior because they are
self-administered.They can
become increasingly
important or valued and
they do not become
satiated or filled. |
|
|
Term
|
Definition
Rewards, such as praise,
bonuses, and awards that
are administered by external
agents. |
|
|
Term
|
Definition
Rewards that are selfadministered,
such as
feelings of personal
fulfillment or pride and
craftsmanship from
doing a good job. |
|
|
Term
| reinforcement contingency |
|
Definition
The relationship between
behavior and its
consequences. |
|
|
Term
positive reinforcement
contingency |
|
Definition
When positive reinforcement
is presented after the correct
response is made. |
|
|
Term
|
Definition
When negative
reinforcement or punishment
is associated with a specific
response. |
|
|
Term
|
Definition
When the person is required
to make a correct response
in order to terminate a
negative condition that is
already present in the
environment. |
|
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Term
|
Definition
When a person is required
to make a response to avoid
an aversive stimulus. |
|
|
Term
|
Definition
When positive reinforcement
is no longer associated with
a response. In time the
person stops making the
response. |
|
|
Term
| continuous reward schedule |
|
Definition
A reward schedule that
reinforces every correct
response. |
|
|
Term
| intermittent reward schedule |
|
Definition
A reward schedule that
provides reinforcement for
every nth response, where
n is either a fixed or variable
number. |
|
|
Term
|
Definition
A reward schedule that
rewards every nth response,
where n is a fixed number. |
|
|
Term
|
Definition
An intermittent reinforcement
schedule in which rewards
are administered on the basis
of a variable number of
correct responses.Variable
ratio schedules lead to high
rates of responding and are
very resistant to extinction. |
|
|
Term
|
Definition
A reward schedule in which
no reinforcement is given
during a predetermined
period of time, but after the
end of that time interval,the
first correct response is
reinforced. |
|
|
Term
| variable interval schedule |
|
Definition
A reinforcement schedule
based on an interval of time.
However, the length of the
interval is not constant; it
varies on a random basis. |
|
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Term
|
Definition
The basic unit of OB Mod,
which consists of a specific
act or response. |
|
|
Term
BCM—behavioral contingency
management |
|
Definition
The process of implementing
an OB Mod program,in
which behavioral events are
specified and the conditions
to achieve them are created. |
|
|
Term
|
Definition
A decision-making theory of
motivation in which people
decide what to do by
subjectively estimating the
probability of being able to
perform an activity and
whether that activity will
be rewarding.The three
components of Expectancy
Theory include expectancy,
instrumentality, and valence. |
|
|
Term
|
Definition
The subjective probability
that one’s performance
depends on the amount
of effort exerted. |
|
|
Term
|
Definition
The perceived correlation
between performance levels
and possible rewards.The
association can be positive
or negative. |
|
|
Term
|
Definition
The desirability or perceived
worth of the various work
outcomes, either positive
or negative. |
|
|
Term
|
Definition
A motivation theory derived
from social comparison
theory in which people
compare their input-output
ratios with the input-output
ratios of others. |
|
|
Term
|
Definition
Organizational Behavior
Modification; the application
of reinforcement theories to
organizational behavior. |
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|
