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| a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment |
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| an attempt when individuals observe behavior to determine whether it is internally or externally caused |
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| fundamental attribution error |
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Definition
| the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behaviors of others |
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| the tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors |
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| selectively interpreting what one sees on the basis of one's interests, background, experience, and attitudes |
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| drawing a general impression about an individual on the basis of a single characteristic |
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| evaluation of a person' characteristics that are affected by comparisons with other people recently encountered who rank higher or lower on the same characterisitcs |
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| attributing one's own characteristics to other people |
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| judging someone on the basis of one's perception of the group to which that person belongs |
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| a situation in which one person inaccurately perceives a second person and the resulting expectations cause the second person to behave in ways consistent with the original perception |
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| a form of stereotyping in which a group of individuals is singled out- typically on the basis of race or ethnicity |
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| the choices made form among two or more alternatives |
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| a discrepancy between some current state of affairs and some desired state |
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| making consistent, value-maximizing choices within specified constraints |
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| rational decision making model |
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Definition
| a decision making model that describes how individuals should behave in order to maximize some outcome |
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Definition
| the ability to produce novel and useful ideas |
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| three component model of creativity |
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Definition
| the proposition that individual creativity requires expertise,creative thinking skills, and intrinsic task motivation |
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Definition
| making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity |
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| the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal |
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Term
| Hierarchy of needs theory |
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Definition
| a hierarchy of five needs- physiological, safety, social, esteem, and self-actualization- exists such that as each need is substantially satisfied, the next need becomes dominant |
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| the drive to become what one is capable of being |
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| needs that are satisfied externally; physiological and safety needs |
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| needs that are satisfied internally; social, esteem, and self-actualization needs |
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| a theory that posits three groups of core needs: existence, relatedness, and growth |
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| the assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform |
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| the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction |
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Definition
| a theory that relates intrinsic factors to job satisfaction, while association extrinsic factors with dissatisfaction |
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Term
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Definition
| factors- such as company policy and administration, supervision, and salary- that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied. |
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| McClelland's theory of needs |
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Definition
| a theory stating that achievement, power, and affiliation are three important needs that help explain motivation |
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| the drive to excel, to achieve in relation to a set of standards, to strive to succeed. |
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| the need to make others behave in a way that they would not have behaved otherwise |
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| the desire for friendly and close interpersonal relationships |
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| cognitive evaluation theory |
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Definition
| a theory stating that allocating extrinsic rewards for behavior that has been previously intrinsically rewarding tends to decrease the overall level of motivation |
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Definition
| the degree to which a person's reasons for pursuing a goal is consistent with the person's interests and core values |
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Definition
| the theory that specific and difficult goals, with feedback, lead to higher performance |
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| management by objectives (MBO) |
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Definition
| a program that encompasses specific goals, participatively set for an explicit time period, with feedback on goal progress |
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Definition
| the individual's belief that he or she is capable of performing a task |
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| a theory that behavior is a function of its consequences |
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| a theory that individuals compare their job inputs and outcomes with those of others and then respond to eliminate inequalities |
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Definition
| perceived fairness of the amount and allocation of rewards among individuals |
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| an overall perception of what is fair in the workplace, comprised of distributive, procedural, and interactional justice |
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| the perceived fairness of the process used to to determine the distribution of rewards |
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| perceived degree to which an individual is treated with dignity, concern, and respect |
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Definition
| the strength of a tendency to act in a certain way depends on the strength of the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual |
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| a capacity that A has to influence the behavior of B so that B acts in accordance with A's wishes |
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| B's relationship to A when A possesses something B requires |
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| a power base dependent on fear |
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| compliance achieved based on the ability to distribute rewards that others view as valuable |
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| the power a person receives as a result of his or her position in the formal hierarchy of an organization |
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| influence based on special skills knowledge |
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Definition
| influence based on special skills knowledge |
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Definition
| influence based on possession by an individual of desirable resources or personal traits |
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| ways in which individuals translate power bases into specific actions |
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Definition
| evaluative statements or judgments concerning objects, people, or events |
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| cognitive component of an attitude |
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Definition
| the opinion or belief segment of an attitude |
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| affective component of an attitude |
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Definition
| the emotional or feeling segment of an attitude |
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| behavioral component of an attitude |
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Definition
| an intention to behave in a certain way toward someone or something |
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| any incompatibility between two or more attitudes or between behavior and attitudes |
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Definition
| attitudes are used after the fact to make sense out of an action that has already occured |
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Definition
| a positive feeling about one's job resulting from an evaluation of its characteristics |
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Definition
| the degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth |
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| psychological empowerment |
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Definition
| employees' belief in the degree to which they impact their work environment, their competence, the meaningfulness of their job, and the perceived autonomy in their work |
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| organizational commitment |
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Definition
| the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization |
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Definition
| an emotional attachment to the organizations and a belief in its values |
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| the perceived economic value of remaining with an organization compared to leaving it |
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| an obligation to remain with the organization for moral or ethical reasons |
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| perceived organizations support |
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Definition
| the degree to which employees believe the organization values their contribution and cares about their well-being |
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Definition
| an individual's involvement with, satisfaction with, and enthusiasm for the work they do |
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Definition
| eliciting responses from employees through questionnaires on how they feel about their jobs, work groups, supervisors, and the organization |
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| dissatisfaction expressed through behavior directed toward leaving the organization |
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| dissatisfaction expressed through active and constructive attempts to improve conditions |
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| dissatisfaction expressed by passively waiting for conditions to improve |
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| dissatisfaction expressed through allowing conditions to worsen |
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| If your roommate has M&M's and you like them, he has power over you. |
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| If there is a conflict with management and a union, and the union has a strike plan, they will use it. If you have a hammer, you will find a way to use it. |
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