Organizational Behavior Fifteenth Edition by: Stephen Robbins an
Timoth Judge
1. Organizational Behavior: A field of study that investigates the impact that individuals, groups, and structure have on behavior
within organizations, for the purpose of applying such knowledge toward improving an organization's effectiveness.
2. Managers: An individual who achieves goals through other people.
3. Organization: A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuos
basis to achieve a common goal or set of goals.
4. What are the five management functions?: Planning, organizing, commanding, coordinating, and controlling.
5. Today, the five management functions have been condensed to four, what are they?: Planning, organizing, leading,
and controlling.
6. Planning: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities.
7. Technical Skills: The ability to apply specialized knowledge or expertise.
8. Human Skills: The ability to work with, understand, and motivate other people, both individually and in groups.
9. Conceptual Skills: The mental ability to analyze and diagnose complex situations.
10. Psychology: The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals.
11. Social Psychology: An area of psychology that blends concepts from psychology and sociology and that focuses on the
influence of people on one another. 12. Sociology: The study of people in relation to their social environment or culture. 13.
Anthropology: The study of societies to learn about human beings and their activities.
14. Surface-Level Diversity: Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability that
do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.
15. Deep-Level Diversity: Differences in values, personality, and work preferences that become progressively more important
for determining similarity as people get to know one another better.
16. Discrimination: Nothing of a difference between things; often we refer to unfair discrimination, which means making
judgments about individuals based on stereotypes regarding their demographic group.
17. Biographical Characteristics: Personal characteristics- such as age, gender, race, and length of tenure- that are objective
and easily obtained from personnel records. These characteristics are representative of surface- level diversity.
18 Intellectual Abilities: The capacity to do mental activities- thinking, reasoning, and problem solving.
19. Physical Abilities: The capacity to do tasks that demand stamina, dexterity, strength, and similar characters.
20. Attitudes: Evaluative statements or judgments concerning objects, people, or events.
21. What are the main components of attitudes?: Cognitive component, affective component, and behavioral component.
22. Cognitive Component: The opinion or belief segment of an attitude.
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, Organizational Behavior Fifteenth Edition by: Stephen Robbins an
Timoth Judge
23. Affective Component: The emotional or feeling segment of an attitude.
24. Behavioral Component: An intention to behave in a certain way toward someone or something.
25. Job Satisfaction: A positive feeling about one's job resulting from an evaluation of its characteristics.
26. Job Involvement: The degree to which a person identifies with a job, actively participates in it, and considers performance
important to self-worth.
27. Psychological Empowerment: Employees' belief in the degree to which they affect their work environment, their
competence, the meaningfulness of their job, and their perceived autonomy in their work.
28. Job Satisfaction and Absenteeism: When numerous alternative jobs are available, dissatisfied employees have high absence
rates, but when there are few they have the same (low) rate of absence as satisfied employees.
29. Job Satisfaction and Turnover: If an employee is presented with an unsolicited job offer, job dissatisfaction is less predictive
of turnover because the employee is more likely leaving in response to "pull" (the lure of the other job) then " push" (the
unattractiveness of the current job).
30. Affect: A broad range of feelings that people experience.
31. Emotions: Intense feelings that are directed at someone or something.
32. Moods: Feelings that tend to be less intense than emotions and that lack a contextual stimulus.
33. Positive Affect: A mood dimension that consists of specific positive emotions such as excitement, self- assurance, and
cheerfulness at the high end and boredom, sluggishness, and tiredness at the low end.
34. Negative Affect: A mood dimension that consists of emotions such as nervousness, stress, and anxiety at the high end and
relaxation, tranquility, and poise at the low end.
35. Personality: Enduring characteristics that describe an individual's behavior.
36 Observer-Ratings Surveys: Provide an independent assessment of personality.
37. Big Five Model: A personality assessment model that taps five basic dimensions.
38. Extraversion: A personality dimension describing someone who is sociable, gregarious, and assertive .
39. Agreeableness: A personality dimension that describes someone who is good natured, cooperative, and trusting.
40. Conscientiousness: A personality dimension that describes someone who is responsible, dependable, persistent, and
organized.
41. Emotional Stability: A personality dimension that characterizes someone as calm, self-confident, secure (positive) versus
nervous, depressed, and insecure (negative).
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Timoth Judge
1. Organizational Behavior: A field of study that investigates the impact that individuals, groups, and structure have on behavior
within organizations, for the purpose of applying such knowledge toward improving an organization's effectiveness.
2. Managers: An individual who achieves goals through other people.
3. Organization: A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuos
basis to achieve a common goal or set of goals.
4. What are the five management functions?: Planning, organizing, commanding, coordinating, and controlling.
5. Today, the five management functions have been condensed to four, what are they?: Planning, organizing, leading,
and controlling.
6. Planning: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities.
7. Technical Skills: The ability to apply specialized knowledge or expertise.
8. Human Skills: The ability to work with, understand, and motivate other people, both individually and in groups.
9. Conceptual Skills: The mental ability to analyze and diagnose complex situations.
10. Psychology: The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals.
11. Social Psychology: An area of psychology that blends concepts from psychology and sociology and that focuses on the
influence of people on one another. 12. Sociology: The study of people in relation to their social environment or culture. 13.
Anthropology: The study of societies to learn about human beings and their activities.
14. Surface-Level Diversity: Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability that
do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.
15. Deep-Level Diversity: Differences in values, personality, and work preferences that become progressively more important
for determining similarity as people get to know one another better.
16. Discrimination: Nothing of a difference between things; often we refer to unfair discrimination, which means making
judgments about individuals based on stereotypes regarding their demographic group.
17. Biographical Characteristics: Personal characteristics- such as age, gender, race, and length of tenure- that are objective
and easily obtained from personnel records. These characteristics are representative of surface- level diversity.
18 Intellectual Abilities: The capacity to do mental activities- thinking, reasoning, and problem solving.
19. Physical Abilities: The capacity to do tasks that demand stamina, dexterity, strength, and similar characters.
20. Attitudes: Evaluative statements or judgments concerning objects, people, or events.
21. What are the main components of attitudes?: Cognitive component, affective component, and behavioral component.
22. Cognitive Component: The opinion or belief segment of an attitude.
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, Organizational Behavior Fifteenth Edition by: Stephen Robbins an
Timoth Judge
23. Affective Component: The emotional or feeling segment of an attitude.
24. Behavioral Component: An intention to behave in a certain way toward someone or something.
25. Job Satisfaction: A positive feeling about one's job resulting from an evaluation of its characteristics.
26. Job Involvement: The degree to which a person identifies with a job, actively participates in it, and considers performance
important to self-worth.
27. Psychological Empowerment: Employees' belief in the degree to which they affect their work environment, their
competence, the meaningfulness of their job, and their perceived autonomy in their work.
28. Job Satisfaction and Absenteeism: When numerous alternative jobs are available, dissatisfied employees have high absence
rates, but when there are few they have the same (low) rate of absence as satisfied employees.
29. Job Satisfaction and Turnover: If an employee is presented with an unsolicited job offer, job dissatisfaction is less predictive
of turnover because the employee is more likely leaving in response to "pull" (the lure of the other job) then " push" (the
unattractiveness of the current job).
30. Affect: A broad range of feelings that people experience.
31. Emotions: Intense feelings that are directed at someone or something.
32. Moods: Feelings that tend to be less intense than emotions and that lack a contextual stimulus.
33. Positive Affect: A mood dimension that consists of specific positive emotions such as excitement, self- assurance, and
cheerfulness at the high end and boredom, sluggishness, and tiredness at the low end.
34. Negative Affect: A mood dimension that consists of emotions such as nervousness, stress, and anxiety at the high end and
relaxation, tranquility, and poise at the low end.
35. Personality: Enduring characteristics that describe an individual's behavior.
36 Observer-Ratings Surveys: Provide an independent assessment of personality.
37. Big Five Model: A personality assessment model that taps five basic dimensions.
38. Extraversion: A personality dimension describing someone who is sociable, gregarious, and assertive .
39. Agreeableness: A personality dimension that describes someone who is good natured, cooperative, and trusting.
40. Conscientiousness: A personality dimension that describes someone who is responsible, dependable, persistent, and
organized.
41. Emotional Stability: A personality dimension that characterizes someone as calm, self-confident, secure (positive) versus
nervous, depressed, and insecure (negative).
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