HRM & OB 1: Part 2/2

________ are our actual emotions. In contrast, ________ are those the organization requires workers to show and considers appropriate in a given job

________ is hiding one’s feelings and forgoing emotional expressions in response to display rules, whereas ________ is trying to modify one’s true feelings based on display rules.

The disparity between employees having to project one emotion while feeling another is called ________

The ________ proposes that employees react emotionally to things that happen to them at work, and these reactions influence their job performance and satisfaction

Emotional intelligence (EI) is a person’s ability to 

The central idea behind ________ is to identify and modify the emotions you feel

Emotion regulation techniques are:

(six answers)

________ is a technique which needs “putting on a face” of appropriate response to a given situation. It’s not changing your emotions therefore the effect is minimal.

________ is trying to experience the emotion without actually doing it.

________ is suppressing initial emotional responses to situations. Emotional suppression is only helpful when a strongly negative event would illicit a distressed emotional reacting in a crisis situation.

________ is reframing our outlook on an emotional situation. ________ is most helpful to an individual in situations where they cannot control the sources of stress.

________ is the open expression of emotions. It helps individuals to regulate their emotions as opposed to keeping emotions “bottled up”.

________is the reception, attention, and awareness of the present moment, events, and experiences.

We define motivation as the pro-cesses that account for an individual’s (1)________, (2)________, and (3)________ of effort toward attaining a goal

How hard a person tries (element we tend to focus on), however this alone doesn’t lead to a favorable job-performance outcome – it needs direction.

Effort directed toward the organization’s goals. It’s the kind of effort we should always seek.

Measures how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goals.

The hierarchy of needs is Abraham Maslow’s hierarchy of five needs in which, as each need is substantially satisfied, the next need becomes dominant. How does it look like?

McClelland's Theory of Needs

Contemporary Theories are:

The ________ is a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation

The ________ is a theory stating that specific and difficult goals, with feedback, lead to higher performance

The ________ is a component of social cognitive theory or social-learning theory, that refer to an individual’s belief that he or she is capable of performing a task

The ________ is a theory suggesting that behavior is a function of its consequences. This theory ignores the inner state of the individual and concentrates solely on what happens when he or she takes some action.

The ________ is a theory stating that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual

The ________ is a theory stating that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities

Based on the equity theory, employees who perceive inequity will make one of six choices

The job characteristics model (JCM) describes jobs in terms of five core job dimensions

Motivating potential score (MPS) is a predictive index that sug-gests the motivating potential in a job. It can be calculated with the following formula:

High-level responsibilities are added to the job to increase a sense of purpose, direction, meaning, and intrinsic motivation.

Constructing jobs so employees see the positive difference they can make in the lives of others directly through their work (make jobs more prosocially motivating).

a plan to encourage specific employee behaviors by formally appreciating specific employee contributions. The contribution can range from a spontaneous and private thank-you to widely publicized formal programs. ("praise is free)"

What are the Contingency Theories?

The ________ focuses on the followers. It says that successful leadership depends on selecting the right leadership style contingent on the followers’ readiness, the extent to which followers are willing and able to accomplish a specific task.

The ________ is a theory stating that it is the leader’s job to assist followers in attaining their goals and to provide the necessary direction and/or support to ensure that their goals are compatible with the overall objectives of the group of organization

The ________ is a leadership theory that provides a set of rules to determine the form and amount of participative decision making in different situations

Contemporary theories of leadership are:

________ argues that, because of time pressures, leaders establish a special relationship with a small group of their followers. These individuals make up the ingroup – they are trusted, get a disproportionate amount of the leader’s attention, and are more likely to receive special privileges. Other followers fall into the outgroup

________ is a leadership theory stating that followers make attributions of heroic or extraordinary leadership abilities when they observe certain behaviors in others, and then give these leaders power