Emotions, Attitudes, & Stress
An employee gets suddenly irritated after a customer yells at them, but by lunch they feel fine again. This short-lived reaction is called this.
An emotion
A company introduces better security procedures after a major threat. In 4-drive theory, the reactive drive most connected to this response is this one.
Drive to defend
An employee believes that if they put in extra effort, they can actually perform well on a presentation. In expectancy theory, this belief is called this.
effort-to-performance expectancy
A team uses Zoom for a live meeting where everyone talks at the same time rather than sending separate messages hours apart. This communication feature is called this.
Synchronicity
In a warehouse, one employee repeats the same small task all day long. Efficiency may improve, but motivation often drops. This job design approach is called this.
Job specialization
A worker says they value teamwork, but they keep refusing to help their team when things get busy. The discomfort caused by that mismatch is called this.
cognitive dissonance
A manager gives an employee more responsibility because the employee wants to keep growing, learning, and reaching their potential. Maslow would say this higher-order need is driving them.
Self actualization
A worker wants a promotion because they see it as highly rewarding and worthwhile. In expectancy theory, the value they place on that reward is called this.
valence
A supervisor chooses a face-to-face meeting rather than a text message for a sensitive conversation because it feels more personal and human. This channel quality is called this.
Social presence
A job allows an employee to decide how to organize their day, choose methods, and make more decisions without constant approval. In the Job Characteristics Model, this core characteristic is called this.
autonomy
Employees are frustrated with a new scheduling system, but instead of quitting, one employee speaks up and suggests improvements. In the EVLN model, this response is called this.
Voice
An employee loves hitting challenging but realistic goals, wants clear feedback, and prefers being judged by results. Learned needs theory would say this person is high in this need.
Need for achievement
A supervisor tells a team, “I need the report done by Friday at 3:00 p.m.” In SMARTER goals, this part of the goal is called this.
Time-framed (time bound)
An employee gets so many emails, Slack messages, reminders, and updates that important details start getting missed. This communication barrier is called this.
information overload
A manager sends a vague text like “Come by later,” and the employee spends the next two hours assuming the worst. In the communication process model, this misunderstanding is largely caused by this.
Noise
A staff member stays with an organization because they genuinely feel connected to its mission and people. This type of commitment is called this.
affective commitment
A graphic designer enjoys the creative process itself, even without a bonus or prize attached. This kind of motivation is called this.
intrinsic motivation
A manager stops nagging an employee once the employee starts submitting timesheets correctly, and the correct behavior increases. In OB Mod, this consequence is called....
negative reinforcement
Before leadership makes an official announcement, employees are already spreading news about restructuring through side conversations and informal chats. This communication network is called this.
Organizational grapevine
An employee works hard, performs well, and still never gets recognized, promoted, or rewarded. According to expectancy theory, motivation will likely drop because this link is weak.
performance-to-outcome expectancy
After months of overload, deadlines, and pressure, an employee starts feeling physically worn down and mentally checked out. In the stress model, this stage is called this.
Exhaustion
A leader wants influence mainly so they can help the team succeed, remove barriers, and support others. This healthier form of power is called this.
socialized power
A supervisor used to laugh every time an employee made sarcastic comments in meetings, but now gives no reaction at all, and the behavior starts fading. This is called this.
Extinction
A hospital team communicates quickly during an emergency because everyone already understands the roles, priorities, and situation. Communication is stronger because they share this.
Shared mental models
A boss walks into a meeting clearly irritated, and soon the whole room feels tense and guarded even before anyone says much. This spread of emotion through the group is called this.
Emotional Contagion