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Foundation of individual behavior (Attitude (three components of attitude,…
Foundation of individual behavior
Organizational behavior
the goals of organizational behavior
turnover
voluntary and involuntary permanent withdrawal from an organization
organizational citizenship behavior
an employee's general attitude toward his or her job
absenteeism
the failure to show up for work
job satisfaction
any intentional employee behavior that is potentially harmful to the organization or individuals within the organization
employee productivity
a performance measure of both work efficiency and effectieness
the focus of organizational behavior
group behavior
norms, roles, team building, leadership, conflict
organizational
structure, culture, human resource policies and prcactices
individual behavior
attitudes, personality, perception, learning, motivation
Attitude
three components of attitude
behavioral component
the part of an attitude that refers to an intention to behave in a certain way toward someone or something
affective component
the part of an attitude that's the emotional or feeling part
cognitive component
the part of an attitude made up of the beliefs, opinions, knowledge, and information held by a person
what attitudes might employees hold
job involvement
organizational commitment
job satisfaction
cognitive dissonance
degree of influence
rewards
importance of factors
personality theories
different personality theories
the big five model of personality
conscientiousness
emotional stability
agreeableness
openness to experience
extraversion
emotional intelligence
self-management
self-awareness
Myers-Briggs type indicator
sensing versus intuition
thinking versus feeling
extraversion versus introversion
judging versus perceiving
personality traits predict practical work-related behaviors
self-esteem
self-monitoring
machiavellianism
risk taking
locus of control
match personalities and jobs
Holland's theory
there are different types of jobs
people in job environments compatible withe their personality types should be more satisfied and less likely to resign voluntarily than people in incongruent jobs
there do appear to be intrinsic difference in personality among individuals
Perception and the factors that influence it
Attribution theory
factors of attribution theory
consensus
consistency
distinctiveness
can attributions be distorted
fundamental attribution error
the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others
self-serving bias
the tendency for individuals to attribute their successes too internal factors while putting the blame for failures on external factors
perceptual shortcuts we use
assumed similarity
stereotyping
selective perception
halo effect
What influences perception
the object or target being perceived
the context of the situation in which the perception is made
the perceiver
How do learning theories explain behavior
operant conditioning
Lack of reinforcement
reinforcement
social learning theory
attentional processes
retention processes
motor reproduction processes
reinforcement process
shaping behavior
negative reinforcement
punishment
positive reinforceent
extinction
The affect of generational differences on the workplace
Gen Y
Gen Y workers
they seek out creative challenges and view colleagues as vast resources from whom to gain knowledge
they want to make an important impact on Day 1
they want fair and direct managers who are highly engaged in their professional development
they want small goals with tight deadlines so they can build up ownership of tasks
they aim to work faster and better than other workers
They're young, smart, brash. They want to work, but they don't want work to be their life
The study of the actions of people at work
evaluative statements, either favorable or unfavorable concerning objects, people, or events
any incompatibility or inconsistency between attitudes or between behavior and attitudes