Introduction to Organizational Behavior
What are the 2 outcomes in studies of OB?
Job performance & Organizational Commitment
What does MBTI stand for?
Myers-Briggs Type Indicator
Why is job satisfaction a relevant characteristic for employers to consider within their organizations?
Job satisfaction has a strong correlation with organizational commitment and a moderate correlation with job performance as well.
What are the types of motivations?
Intrinsic Motivation and Extrinsic Motivation
What is the common trigger for interpersonal conflict?
Social loafing
Explain the concepts of Correlation and Causation
Correlation (-1~1) expresses the strength of a relationship between two variables and answers the ‘to what degree’ question. Making Causal inferences: have to meet the 3: the 2 variables are correlated; the presumed cause precedes the presumed effect in time; no alternative explanation exists for the correlation
What is agreeableness as a trait in people?
Agreeable people are warm, kind, cooperative, sympathetic, helpful, and courteous. Agreeable people prioritize communion striving, which reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality.
Is your job satisfaction a static score or could it be fair to argue it varies? If so, what causes this fluctuation that makes you more or less satisfied with your job at a given time?
When considering the varied nature of tasks tied to a job, could it not be that specific times or tasks can change your satisfaction at any given moment? You may hate the paperwork necessary before operating a crane, but love operating heavy machinery, thus alluding to emotions/moods varying your work satisfaction at any given time.
List the needs that everyone has.
Accomplishment, Recognition, Meaning (showing impact on others)
What predicted “c-factor”?
Trust
Why might outcome-based work distribution be more effective than labor-based in a high-performing team, and how can managers ensure fairness?
Outcome-based work distribution allows individuals to leverage their strengths and expertise, leading to higher efficiency and better results. However, it may create tension if some team members perceive an unequal workload. To ensure fairness, managers should clearly communicate why roles are assigned based on skills rather than effort and ensure that contributions are recognized. Psychological safety also plays a crucial role in outcome-based teams - team members must feel safe expressing concerns or asking for role adjustments without fear of negative consequences.
What are the 5 traits associated with people with Neuroticism?
Nervous, moody, emotional, insecure, and jealous
According to the value-percept theory equation, explain why it is possible for two people with the same current and wanted job standards to have different job satisfaction scores. [V(want) - V(have)] * V(importance)
Job satisfaction is heavily influenced by importance, one person may hate their job for how little it pays, while another loves his job because he enjoys it and thus does not place a high importance on pay, even though he is earning just as little as the dissatisfied employee and wishes to be earning as much as the dissatisfied employee, just less so.
Sarah is a highly skilled employee who works hard, but she notices that despite her strong performance, she is not receiving promotions or bonuses as expected. Over time, she starts putting in less effort because she believes it won’t make a difference.
Using Expectancy Theory, which link is broken—Expectancy, Instrumentality, or Valence—and how can the company address this issue?
Instrumentality—the connection between performance and rewards.
Improve Transparency
Strengthen the Link Between Performance and Rewards
Provide Feedback and Growth Opportunities
Address Perceived Fairness
Give an example of The Abilene Paradox.
A group of friends debates going out for dinner. No one really wants to, but each agrees because they think the others do. They end up at a crowded, overpriced restaurant, only to later admit they all would’ve preferred staying in. This is the Abilene Paradox—agreeing to something nobody actually wants.