Summary Organizational Behavior: Managing People and Organizations

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ISBN-10 130550139X ISBN-13 9781305501393
353 Flashcards & Notes
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This is the summary of the book "Organizational Behavior: Managing People and Organizations". The author(s) of the book is/are Ricky W Griffin Jean M Phillips Stanley M Gully. The ISBN of the book is 9781305501393 or 130550139X. This summary is written by students who study efficient with the Study Tool of Study Smart With Chris.

Summary - Organizational Behavior: Managing People and Organizations

  • 3.1 people in organizations

  • individual differences

    Personal attributes that vary from one person to another
  • person-job fit

    The fit between a person’s abilities and the demands of the job, and the fit between a person’s desires and motivations and the attributes and rewards of a job

  • person-group fit (or person-team fit)

    The extent to which an individual fits with
    the workgroup’s and supervisor’s work styles, skills, and goals
  • person-organization fit

    The fit between an individual’s values,
    beliefs, and personality and the values, norms,
    and culture of the organization
  • person-vocation fit

    The fit between a person’s interests, abilities, values, and personality and a profession

  • realistic job previews (RJPs)

    Involve the presentation of both positive and
    potentially negative information to job candidates
  • 3.2 personality and individual behavior


  • personality

    The relatively stable set of psychological attributes
    that distinguish one person from another

  • “Big Five” personality traits

    A set of five fundamental traits that are especially relevant to organizations
    -agreeableness, -conscientiousness, -neuroticism, -extroversion, -openness
  • agreeableness

    The ability to get along with others
  • conscientiousness

    Refers to an individual being dependable and organized
  • neuroticism

    Characterized by a person’s tendency to experience unpleasant emotions such as anger, anxiety, depression, and feelings of vulnerability
  • extraversion

    The quality of being comfortable with relationships

  •  introversion

    The tendency to be less comfortable in
    relationships and social situations
  • openness

    The capacity to entertain new ideas and to change as a result of new information
  • 3.3 other important personality traits

  • locus of control

    The extent to which one believes one’s
    circumstances are a function of either one’s own actions or of external factors beyond one’s control
  • self-efficacy

    A person’s confidence in his or her ability to organize and execute the courses of action necessary to accomplish a specific task
  • general self-efficacy

    Your generalized belief that you will be successful
    at whatever challenges or tasks you might face

  • self-esteem

    Our feelings of self-worth and our liking or disliking of ourselves
  • authoritarianism

    The belief that power and status differences are appropriate within hierarchical social systems such as organizations
  • Machiavellianism

    A trait causing a person to behave in ways to gain
    power and control the behavior of others

  • tolerance for risk (or risk propensity)

    The degree to which a person is comfortable
    with risk and is willing to take chances and make risky decisions
  • tolerance for ambiguity

    Reflects the tendency to view ambiguous
    situations as either threatening or desirable
  • Explain the difference between type A and B personality

    Type-A: Impatient, competitive, ambitious, and uptight
    Type-B: More relaxed and easygoing and less overtly competitive


    Few people have extreme Type A or Type
    B personality profiles. Instead, people tend
    toward one type or the other. This is reflected by
    the overlap between the profiles shown here.  
  • workplace bullying

    Repeated mistreatment of another employee
    through verbal abuse; conduct that is
    threatening, humiliating, or intimidating; or
    sabotage that interferes with the other person’s work
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'Competition' is a pressure for organizational change. Explain why?
Eg. Global markets International trade agreements Emerging nations

pressure type: Global competition, more competing products with more features and options, lower costs, higher quality
'Information Processing and Communication' is a pressure for organizational change. Explain why?
Eg: Computer, satellite communications Global sourcing Videoconferencing Social networking

pressure type: Faster reaction times, immediate responses to questions, new products, different office arrangements, telecommuting, marketing, advertising, recruiting on social networking sites
'Technology' is a pressure for organizational change. Explain why?
Eg. Manufacturing in space Internet Global design teams

pressure type: More education and training for workers at all levels, more new products, products move faster to market
'people' is a pressure for organizational change. Explain why?
Eg. Generation X, Y, Millennials Global labor supplies
Senior citizens Workforce diversity

pressure type: Demands for different training, benefits, workplace arrangements, and compensation systems 
Given resistance to change, 'Security' is a individual source of resistance.  give an example.
Altered tasks or reporting relationships
Given resistance to change, 'Economic Factors' is a individual source of resistance.  give an example.
Changed pay and benefits
Given resistance to change, 'Fear of the Unknown' is a individual source of resistance.  give an example.
New job, new boss
Given resistance to change, 'Lack of Awareness' is a individual source of resistance.  give an example.
Isolated groups not heeding notices
Given resistance to change, 'social factors' is a individual source of resistance.  give an example.
Group norms
Given resistance to change, 'habit' is a individual source of resistance.  give an example.
Altered task