Important Key Terms Organizational Behavior

Important Key Terms Organizational Behavior, FHNW 2020

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Marco Kofel

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Marco Kofel

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This flashcard set covers key concepts in organizational behavior at the university level, focusing on leadership styles, employee motivation, decision-making processes, and workplace dynamics. It delves into various aspects such as job design, employee engagement, and the impact of biases on decisions. Ideal for students and professionals, this flashcard set provides insights into how organizations function and how individuals can navigate workplace environments effectively.

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Erstellt / Aktualisiert

19.06.2020 / 29.04.2024

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A pay plan based on performance appraisal ratings

Merit-Based Pay Plan

A pay plan that rewards employees for recent performance rather than historical performance

Bonus

An organization-wide program that distributes compensation based on some established formula designed around a company’s profitability

Profit-Sharing Plan

A company-established benefits plan in which employees acquire stock, often at below-market prices, as part of their benefits

Employee Stock Ownership Plan (ESOP)

A benefits plan that allows each employee to put together a benefits package tailored to his or her own needs and situation

Flexible Benefits

The ability to influence a group toward the achievement of a vision or set of goals

Leadership

The extent to which a leader has job relationships that are characterized by mutual trust, respect for subordinates’ ideas, and regard for their feelings

Consideration

The degree of confidence, trust, and respect that subordinates have in their leaders

Leader-Member Relations

The degree to which job assignments are regimented/organized

Task Structure

Influence derived from one’s formal structural position in the organization; includes the power to hire, fire, discipline, promote, and give salary increases

Position Power

A long-term strategy for attaining a goal or goals

Vision

A formal articulation of an organization’s vision or mission

Vision Statement

Leaders who guide or motivate their followers in the direction of established goals by clarifying role and task requirements

Transactional Leaders

Leaders who inspire, act as role models, and intellectually stimulate, develop, or mentor their followers, thus having a profound and extraordinary effect on them

Transformational Leaders

Leaders who know who they are, know what they believe in and value, and act on those values and beliefs openly and candidly

Authentic Leaders

Supervision that is hostile both verbally and nonverbally

Abusive Supervision

A leadership style marked by going beyond the leader’s own self-interest and instead focusing on opportunities to help followers grow and develop

Servant Leadership

A positive expectation that another will not act opportunistically

Trust

How likely an employee is to trust a leader

Trust Propensity

A senior employee who sponsors and supports a less-experienced employee, called a protégé

Mentor

Evaluative statements or judgements concerning objects, people, or events

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Attitudes

Any incompatibility between two or more attitudes or between behavior and attitudes

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Cognitive Dissonance

A positive feeling about one’s job resulting from an evaluation of its characteristics

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Job Satisfaction

The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Job Involvement

Employees’ belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job, and their autonomy in their work

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Psychological Empowerment

The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Organizational Commitment

The degree to which people in a country accept that power in institutions and organizations is distributed unequally

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Power Distance

An employee’s involvement with, satisfaction with, and enthusiasm for the work he or she does

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Employee Engagement

A broad range of feelings that people experience

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Affect

Intense, discrete, and short-lived feelings experiences that are often caused by a specific event

Tastatur-Befehle:

= drehen,

= vor-/rückwärts,

= scrollen

Emotions

Feelings that tend to be longer-lived and less intense than emotions and that lack a contextual stimulus

Moods

A situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work (employees act like they have to, e.g. flight attendants are always cheerful)

Emotional Labor

Hiding one’s feelings and forgoing emotional expressions in response to display rules (deals with displayed emotions)

Surface Acting

Trying to modify one’s true feelings based on display rules (deals with felt emotions)

Deep Acting

Inconsistencies between the emotions people feel and the emotions they project

Emotional Dissonance

Reception, attention, and awareness of the present moment, events, and experiences

Mindfulness

The ability to detect and to manage emotional cues and information

Emotional Intelligence (EI)

A process by which individuals organize and interpret their sensory impressions to give meaning to their environment

Perception

The tendency for individuals to attribute their own successes to internal factors and put the blame for failures on external factors

Self-Serving Bias

The tendency to choose to interpret what one sees based on one’s interests, background, experience, and attitudes

Selective Perception

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A senior employee who sponsors and supports a less-experienced employee, called a protégé

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Important Key Terms Organizational Behavior

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