UARK MGMT 2103 Final Review||
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values - Answer✅✅abstract ideals that guide ones thinking and behavior across all
situations; relatively stable
personal attitudes - Answer✅✅evaluations, feelings or opinions about people,
places, and objects; range from positive to negative; impact behavior
values vs personal attitudes - Answer✅✅values- global beliefs across all situations;
personal attitudes- behavior direct toward specific objects, persons, or situations
and range from positive to negative
3 components of attitudes - Answer✅✅affective, cognitive, behavioral
affective - Answer✅✅"i feel" the positive/negative feeling/emotions one feels
about someone/something
, cognitive - Answer✅✅"i think" the beliefs or ideas one has about
someone/something
behavioral - Answer✅✅"i intend" how one intends/expects to act in response to
someone/something
cognitive dissonance - Answer✅✅psychological discomfort experienced when
simultaneously holding two or more conflicting cognitions (ideas, values, or
emotions)
how to reduce cognitive dissonance - Answer✅✅changing attitude, behavior or
both; belittling the importance of the inconsistent behavior
organizational commitment - Answer✅✅the extent to which an individual
identifies with an organization and commits to its goals
outcomes of organizational commitment - Answer✅✅continued employment and
greater motivation
how to increase organizational commitment - Answer✅✅hiring people whose
personal values align with the organization, making sure management does not
breach psychological contracts, and enhancing the level of trust
employee engagement - Answer✅✅the harnessing of organizational members'
selves to their work roles; where people employ and express themselves physically,
cognitively, and emotionally during role performance
what contributes to engagement - Answer✅✅environmental characteristics,
organization level factors, and person factors
increase employee engagement by - Answer✅✅measuring, tracking, and
responding to employee surveys
perceived organizational support - Answer✅✅reflects the extent to which
employees believe that the organization values their contributions and genuinely
cares about their well-being
what happens when employees perceive organizational support -
Answer✅✅increased organizational commitment, job satisfaction, organizational
citizenship behavior, task performance, and lower turnover
job satisfaction - Answer✅✅an affective or emotional response toward various
facets of ones job; the extent to which an individual likes his or her job
attitudinal outcomes of job satisfaction - Answer✅✅motivation, job involvement,
withdraw cognitions, perceived stress
, motivation - Answer✅✅psychological process that arouses interest in doing
something, and it directs and guides behavior
job involvement - Answer✅✅the extent to which an individual is personally
involved with his/her work role
withdrawal cognitions - Answer✅✅an individuals overall thoughts and feelings
about quitting
behavioral outcomes of job satisfaction - Answer✅✅job performance,
organizational citizenship behavior (OCB), counterproductive work behavior (CWB),
turnover
job performance - Answer✅✅job satisfaction and performance are moderately
related, both variables indirectly influence each other
organizational citizenship behavior - Answer✅✅individual behavior that isn't
discretionary, not directly recognized by the formal reward system, promotes
effective functioning of the organization
counterproductive work behavior - Answer✅✅behavior that harms other
employees, the organization as a whole, or organizational stakeholders like
customers and shareholders; strong negative relationship with job satisfaction
turnover - Answer✅✅can be positive if poor performers are leaving and negative if
good employees leave
individual differences - Answer✅✅broad category used to collectively describe the
vast number of attributes that describe a person; some are stable over time while
some are flexible
managers and id's - Answer✅✅managers have little to no impact on fixed ids
(intelligence and personality), but they can manage (attitudes and emotions), but
have more influence on relatively flexible id's that influence individual-level work
outcomes (performance and job satisfaction)
intelligence - Answer✅✅an individuals capacity for: constructive thinking,
reasoning, and problem solving; not purely genetic, can be altered/modified,
development can be damaged by organic factors like alcohol or drugs
practical intelligence - Answer✅✅the ability to solve everyday problems by utilizing
knowledge gained from experience in order to purposefully adapt to, shape, and
select environments
implications for managers - Answer✅✅identify intelligences relevant to the job-
select individuals, place individuals, and develop individuals
Brand New Expert Exam Questions
with Correct Clear Answers|| All
Graded A+|| Latest Premium
Update|| 100% Guaranteed
Success.
values - Answer✅✅abstract ideals that guide ones thinking and behavior across all
situations; relatively stable
personal attitudes - Answer✅✅evaluations, feelings or opinions about people,
places, and objects; range from positive to negative; impact behavior
values vs personal attitudes - Answer✅✅values- global beliefs across all situations;
personal attitudes- behavior direct toward specific objects, persons, or situations
and range from positive to negative
3 components of attitudes - Answer✅✅affective, cognitive, behavioral
affective - Answer✅✅"i feel" the positive/negative feeling/emotions one feels
about someone/something
, cognitive - Answer✅✅"i think" the beliefs or ideas one has about
someone/something
behavioral - Answer✅✅"i intend" how one intends/expects to act in response to
someone/something
cognitive dissonance - Answer✅✅psychological discomfort experienced when
simultaneously holding two or more conflicting cognitions (ideas, values, or
emotions)
how to reduce cognitive dissonance - Answer✅✅changing attitude, behavior or
both; belittling the importance of the inconsistent behavior
organizational commitment - Answer✅✅the extent to which an individual
identifies with an organization and commits to its goals
outcomes of organizational commitment - Answer✅✅continued employment and
greater motivation
how to increase organizational commitment - Answer✅✅hiring people whose
personal values align with the organization, making sure management does not
breach psychological contracts, and enhancing the level of trust
employee engagement - Answer✅✅the harnessing of organizational members'
selves to their work roles; where people employ and express themselves physically,
cognitively, and emotionally during role performance
what contributes to engagement - Answer✅✅environmental characteristics,
organization level factors, and person factors
increase employee engagement by - Answer✅✅measuring, tracking, and
responding to employee surveys
perceived organizational support - Answer✅✅reflects the extent to which
employees believe that the organization values their contributions and genuinely
cares about their well-being
what happens when employees perceive organizational support -
Answer✅✅increased organizational commitment, job satisfaction, organizational
citizenship behavior, task performance, and lower turnover
job satisfaction - Answer✅✅an affective or emotional response toward various
facets of ones job; the extent to which an individual likes his or her job
attitudinal outcomes of job satisfaction - Answer✅✅motivation, job involvement,
withdraw cognitions, perceived stress
, motivation - Answer✅✅psychological process that arouses interest in doing
something, and it directs and guides behavior
job involvement - Answer✅✅the extent to which an individual is personally
involved with his/her work role
withdrawal cognitions - Answer✅✅an individuals overall thoughts and feelings
about quitting
behavioral outcomes of job satisfaction - Answer✅✅job performance,
organizational citizenship behavior (OCB), counterproductive work behavior (CWB),
turnover
job performance - Answer✅✅job satisfaction and performance are moderately
related, both variables indirectly influence each other
organizational citizenship behavior - Answer✅✅individual behavior that isn't
discretionary, not directly recognized by the formal reward system, promotes
effective functioning of the organization
counterproductive work behavior - Answer✅✅behavior that harms other
employees, the organization as a whole, or organizational stakeholders like
customers and shareholders; strong negative relationship with job satisfaction
turnover - Answer✅✅can be positive if poor performers are leaving and negative if
good employees leave
individual differences - Answer✅✅broad category used to collectively describe the
vast number of attributes that describe a person; some are stable over time while
some are flexible
managers and id's - Answer✅✅managers have little to no impact on fixed ids
(intelligence and personality), but they can manage (attitudes and emotions), but
have more influence on relatively flexible id's that influence individual-level work
outcomes (performance and job satisfaction)
intelligence - Answer✅✅an individuals capacity for: constructive thinking,
reasoning, and problem solving; not purely genetic, can be altered/modified,
development can be damaged by organic factors like alcohol or drugs
practical intelligence - Answer✅✅the ability to solve everyday problems by utilizing
knowledge gained from experience in order to purposefully adapt to, shape, and
select environments
implications for managers - Answer✅✅identify intelligences relevant to the job-
select individuals, place individuals, and develop individuals
