Values Lecture Notes

Chapter 2 Values- the guidelines and beliefs that a person uses when confronted with a situation in which a choice must be made 4 dimensions- power distance, uncertainty avoidance, individualism, masculinity Norms- the standards of behavior shared by members of a group Customs- common ways of doing things, something many people do and have done for a long time- usually people from same same country, culture, religion Artifacts- material objects manufactured by ppl to facilitate culturally expressive activities Organizational culture- the persuasive system of values, beliefs, and norms that exist in any organization. The organizational culture can encourage or discourage effectiveness depending on the nature of the values, beliefs, and norms. Socialization- the process by which an individual comes to appreciate the values, abilities, expected behaviors, and social knowledge essential for assuming an organizational role and for participating as an organization member. Person-organization fit- ppl who fit well within org. culture were more likely to be satisfied with their jobs, coworkers, supervisors Spirituality- people (employees) have a personal or inner life that nourishes and is nourished by performing relevant, meaningful, and challenging work. Desire to find meaning/ purpose in one’s life Effective socialization- mentoring- “big sister, little sister”, develop leaders, - stages of socialization- anticipatory socialization- activities before entering workplace- recruitment, selection, accommodation- when member, sees job for what it is, est. relationships, learn tasks, clarify role, eval of progress, role management- conflict arises (work/home life), between ppl at work, Chapter 3 Primary dimensions of diversity- age, ethnicity, gender, physical attributes, race, sexual orientation. Secondary(changeable) dimensions of diversity- educational backgrounds, marital status, religious beliefs, health, work experience. Generational diversity- people of different generations have different skills. Millennialsonline/virtual, more praise, short term rewards, gen x/ baby boomers- different Abilities- a person’s talent to perform a mental or physical task Skills- change as one’s training and experience occurs, a person can acquire new skills. Mental ability- one;s level of intelligence and can be divided into subcategories- verbal fluency/ comprehension, inductive/deductive reasoning, associative memory, spatial orientation Attitude- mental states of readiness learned and organized through experience Affect- emotional component of an attitude, often learned from parents, teachers, peer group members Cognitive dissonance- mental state of anxiety that occurs when there is a conflict among an individual’s various cognitions (attitudes/beliefs) after a decision has been made. Explicit knowledge- knowledge that can be articulated, codified, accessed, and verbalized (info in textbooks) Tacit knowledge- work-related practical know-how that employees acquire through observation and direct experience on the job. Behavior- component of attitude, the way in which you act The Big Five dimensionsExtroversion- person’s outgoing, sociable behavior Emotional stability- ability to be calm, relaxed, secure Agreeableness- tendency to be courteous, forgiving, tolerant, trusting, softhearted Conscientiousness- tendency to be dependable, organized, thorough, responsible Openness to experience- extent to which an individual is broad-minded, creative, curious, and intelligent Locus of control- specifies a person’s belief that he or she does or does not master their fate Self-efficacy- designates a person’s belief that they have the competency to complete a job successfully Emotional intelligence- the ability to manage one’s own and others’ emotions in order to guide one’s behavior and achieve goals- (self awareness, social awareness, self management, relationship management) Chapter 4 Perception- process by which an individual gives meaning to environmental stimuliinvolves observing, selecting, and interpreting info The perceptual process- work environment stimuli(technology, noise, peers, reward system)-->individual’s perceptual process- observation (sight, hear), selection (intensity, size, impatience), translation (stereotype, self-concept,emotions)--> response(needs, attitudes, feelings, motivation) Stereotypes- people use to classify/ categorize events, ppl, situations Prejudice- stereotype that doesn’t change even when info disputing is presented Self-fulfilling prophecies- the tendency for someone’s expectations about another to cause the individual to behave in a certain manner consistent with those expectations… positive=pygmalion effect… negative= golem effect Schema group- framework embodying descriptions of ppl, situations, or objects (person based, role based, self based, events based) Halo effect- when a person allows one important factor or characteristic to bias his or her view, impression, or evaluation. Similar- to-me errors- using yourself as a benchmark against which others are judged Attribution theories- process by which individuals attempt to explain the reasons for events Distinctiveness- degree to which a person behaves similarly in different situations Consistency- degree to which a person engages in the same behaviors at different times Consensus- degree to which other ppl are engaging in the same behavior Internal attribution- events caused by factors within person’s control External attribution- events caused by outside a person’s control Fundamental attribution error- underestimate the importance of external factors and overestimate the importance of internal factors when making attributions about behavior of others Impression mgt- the attempt to influence others’ perceptions of you Self-serving bias- tendency to take credit for successful work or deny responsibility for poor work Chapter 5 Components of motivationDirection- what an individual chooses to do when presented with many alternatives Intensity- strength of response once choice(direction) is made Persistence- the staying power of behavior or how long one will continue to devote effort Maslow’s theory- needs are arranged in a hierarchy (lowest to highest) Physiological- food drink shelter safety/security- freedom from threat belongingness/social/love- need for friendship/ affiliation/ interaction/ love Esteem- need for self-esteem and esteem from others Self-actualization- need to fulfill oneself by making max use of abilities, skills, and potential Herzberg’s 2 factor theory- motivation, no motivation, no motivation No job dissatisfaction, high job satisfaction- good relationships, good pay, security No job dissatisfaction, no job satisfaction-no challenging assignments/ bored High job dissatisfaction, no job satisfaction- poor pay, bad relationships, no security Content vs. process motivation theories- Content- focus on identifying specific motivation factors Process- focus on ho9w behavior is motivated Expectancy theory- theory of motivation that suggests employees are more likely to be motivated when they perceive their efforts will result in successful performance and, desired rewards and outcomes- expectancy, instrumentality, outcomes, valence Equity theory- theory of motivation that examines how a person might respond to perceived discrepancies between her input/outcome ratio and that of a reference person, people’s perceptions of how fairly they are treated at work can influence their motivation