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Begrippen :fire: (Werk :pen: (Perception (Discrepancy model (= how the…

- - - - = ability to analyze, diagnose & distinguish cause and effect
    - - = the ability to work and understand groups or people
    - - = job-specific knowledge and techniques
  - - - = set of values or beliefs that society considers important and the norms of behavior approved/sanctioned
    - - = process of acquiring and learning the skills, knowledge and organizational behaviors and procedures that have helped companies become major global competitors
    - - = people who work for a company overseas and are responsible for developing relationships with organizations in countries around the globe
    - - = the process of managing information and knowledge to achieve a better fit between organization & environment
  - - - = people employed for temporary periods by an organization and who receive no benefits such as health insurance or pensions
    - - = an internal state that exists when employees are expected to express feelings that are not the same as actual feelings
    - - = employees whom organizations hire or contract with on a temporary basis to fill needs for labor that changes over time
  - - - = a person who informs people in positions or authority and/or public instances of wrongdoing, illegal/unethical behavior in an organization
    - - = rude interpersonal behavior reflective for lack of respect
    - - = the permanent withdrawal of an employee from the employing organization
  - - - = how the facets match the 'ideal' job
    - - = not required but necessary (helping coworkers)
    - - = when employees are happy to be part of the organization
    - - = when it is very costly for employees to leave an organization
    - - = perception how performance leads to attainment of particular outcome
    - - = wat moeite beloont
    - - = a theory about work motivation that focuses on employees' perception of the fairness of their work outcomes and input
  - - - = in expectancy theory, the desirability of an outcome to an individual
  - - - = employees perception of overall fairness in the organization
    - - = perceived fairness of distribution
    - - = perceived fairness of the procedure to make decisions
  - - - = a set of principals and practices designed to increase the performance of individual employees by stressing job simplification and specialization
    - - = approach to job design in verband met intrinsieke motivatie
    - - = employees proactively modifying the tasks that compromise their jobs
    - - = measure of the overall potential of a job to foster intrinsic motivation
    - - = overarching purpose of an organization, what it stands for and what it seeks to accomplish
    - - = focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance
    - - = goal setting process in which a manager meets with his or her supervisor to set goals and evaluate previous goals
- - - - = to privately contemplate "who we are", trying to gain self-knowledge
    - - = we only foresee the most extreme outcomes
    - - = how we respond when group identity is salient
    - - = when something stands out or becomes focus of attention
    - - = personal > unique individual / social > member of group
    - - = judgement between two in-groups
    - - = our vs. other
    - - = how we characterize ourselves, which can vary depending on what identity is salient at any given moment
    - - = either "dreaded" or "desired"
    - - = makes it more difficult to exert self-control
  - - - = comparing with someone who's inferior
    - - = People compare themselves to others because there is no objective evaluation model
    - - = perspective that to maintain a positive view of ourselves, we distance ourselves from others who do better and move closer to those who do worse
    - - = tendency for people to rate themselves above average on positive attributes
- - - - = theory describing how we use others' their behavior as a base for inferring stable dispositions
    - - = effects produced by a particular cause that would not be produced by any other apparent cause
    - - = falen intern slagen extern
  - - - = small amounts of information about others we use to form first impressions
    - - = beliefs about what traits or characteristics tend to go together
- - - - = hopen op positieve uitkomst
      - Overconfidence barrier
        
        = denken dat je het beter kan dan realiteit
      - Planning fallacy
        
        = denken dat je meer kan doen in bepaalde tijd
    - - = denken dat iets te voorspellen was achteraf
    - - = onderschatting van het effect dat belonen heeft
    - - = fundamentele attributiefout
    - - = slagen intern en falen extern
  - - - = stimuli or events resemble others
      - Prototype
        
        = common attributes posed by members of a category
    - - = judgement based on how easily info can be brought to mind
    - - = number of value as starting point
    - - = processing ability exceeded
    - - = correct answers difficult to determine
  - - - = schema's blijven hetzelfde ondanks contradictory info
    - - = automatische piloot
    - - = don't hold up to rational scrutinity, we denken dat we de wereld kunnen beïnvloeden met onze gedachten
    - - = "what might have been"
    - - = certainty of our own death