Study of how people think, feel and do in and around organisations ⭐

relatively permanent change in behaviour as a result of interacting with the environment

evaluation of target, representative of overall assessment of whether target is positive or negative

unconscious energy saving process to help fill in the blank of the unknown

Alter behaviour to maximise positive and minimise negative consequences

effort, planning and control needed to display organisationally desired emotions

ability to monitor own and other people's emotions, to discriminate between different emotions and label them, and to use emotional information to guide thinking and behaviour

the processes that account for an individual's direction, intensity and persistence of effort towards attaining a goal

physical, safety, social, esteem, self actualisation

as each need is substantially satisfied, the next need becomes dominant

compare inputs and outcomes in job with others then respond to eliminate ANY inequities

an appropriate level of challenge in goal setting can lead to optimal level of performance, before the goal turns into impossible and the level of performance starts to drop

compensate workers with fixed sum per each piece of product, focus on quantity

pay for individual performance based on performance, appraisal ratings, link performance to rewards

distributes compensation (cash or stock options) based on some established formula designed around company productivity

higher productivity and employee commitment

doesn't work when organisation doesn't have reported profit per se (non profit org)

degree to which job requires the whole and completion of a piece of work

the degree to which the job has an impact on other people's lives

the degree of which the job provides substantial freedom and discretion in the scheduling and procedure determining

psychological state: experienced meaningfulness of work done

psychological state: experienced meaningfulness of work done

psychological state: experienced meaningfulness of work done

psychological state: experienced responsibility for the outcome of the work

teh degree to which carrying out the job requirements results in obtaining clear and direct information on their performance on the job

specific hours per week required, but varied work hours within limits

continuous process of making choices among one or more alternatives with the incentive of moving toward desired state of affairs

design of different ways in which choices can be presented to impact decision making

identify>choose>develop alternative>choose best alternative>implement selected alternative>evaluate outcomes

The anchoring effect: people tend to rely too heavily on the first piece of information they were provided with

once the anchor is set, judgements are made by adjusting away from that anchor, and there is a bias toward interpreting other information around that anchor

a person's subjective confidence in their judgements is reliably greater than the objective accuracy of those judgements

over precision in expressing the unwarranted certainty in the accuracy of one's beliefs

a mental shortcut that relies on the available examples that first come to mind when evaluating a decision

used when making judgements on the probability of an event under uncertainty: when people rely on representativeness to make judgements, they are likely to judge wrongly as being representative doesn't necessarily make it more likely

tendency to repeat a bad decision or allocate more resources as a to a failing course of action

Prospect theory: people take fewer risks to receive gains and bigger risks to avoid losses

if an event has happened for multiple ties repeatedly it is less likely to happen in the future

Feelings as information: when people make judgements about a target they rely upon their feelings as a diagnostic information about their target

people tend to create opportunities for themselves to 'confirm' that their beliefs are correct, this biases the opportunities, hence creates likelihood for occurrence to happen

A prediction that directly or indirectly causes itself to come true, by the terms of the prediction itself due to positive feedback between belief and behaviour