Master this deck with 56 terms through effective study methods.
Imported from Quizlet
Organizational model focused on strict hierarchy, clear chain of command, and formal rules (military-style structure).
Organizational model where visible aspects (strategy, titles) are only the tip, while hidden aspects (beliefs, emotions, informal norms) drive behavior.
Setting goals and determining how to achieve them.
Arranging tasks, workflows, and resources to accomplish goals.
Motivating, directing, and influencing employees.
Monitoring performance and correcting deviations from goals.
Manager role involving relationships with others (e.g., leader, liaison).
Manager role involving gathering and sharing information (e.g., spokesperson).
Manager role involving making choices and solving problems (e.g., entrepreneur).
Knowledge of and proficiency in a specific task or activity ("how-to" skills).
Ability to work well with others; people skills.
Ability to think strategically and see the big picture.
Workforce is aging, more ethnically diverse, and includes higher female participation; generational differences matter.
Cognitive judgments about someone based on group membership.
Affective (emotional) negative feeling toward a group.
Behavioral actions taken against someone based on protected characteristics.
Visible traits (age, race, gender); may cause short-term friction.
Differences in values, personality, and preferences; impacts long-term teamwork.
Creating an environment where diverse differences are valued and leveraged for better outcomes.
What a person thinks or believes.
What a person feels emotionally.
How a person acts based on attitudes.
Developed through experience, social learning, and direct instruction.
Discomfort experienced when attitudes and behaviors conflict.
How much an individual likes their job tasks.
Degree to which a person identifies psychologically with their job.
Loyalty and attachment to the organization.
Leaving the organization due to dissatisfaction.
Actively trying to improve the situation.
Waiting passively while hoping conditions improve.
Reducing effort through lateness, absenteeism, or poor performance.
Managing emotions to fulfill job requirements (e.g., "service with a smile").
Faking emotions without changing how you truly feel.
Trying to genuinely feel the required emotion.
Environment with strict rules that limit personality expression.
Environment allowing personality to influence behavior.
Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism.
Personality framework based on four dichotomies; popular but less scientifically reliable.
Ability to perceive, understand, and manage emotions in oneself and others.
Manipulative personality trait; "ends justify the means."
Excessive self-focus and self-importance.
Lack of empathy and remorse.
Desired end states of existence (e.g., comfortable life, world peace).
Preferred behaviors used to achieve terminal values (e.g., honesty, hard work).
Explains how we determine whether behavior is caused by internal or external factors.
Whether behavior occurs in other situations.
Whether others behave the same way in similar situations.
Whether the behavior happens repeatedly over time.
Tendency to blame personal traits rather than situational factors.
Letting one positive trait influence overall evaluation.
Making the optimal decision using complete information.
Making a satisfactory decision due to limited information or cognitive capacity.
Making decisions based on experience and gut feelings.
Thinking you know more than you do
Relying too heavily on the first piece of information received.
Seeking information that supports existing beliefs while ignoring contradictory evidence.