mgmt 340

• Work outcomes

  • Task performance
  • OCB
  • CWB
  • Withdrawal behavior
  • Turnover
  • Group cohesion
• Work Discrimination

  • Discriminatory policies
  • Sexual harassment
  • Intimidation
  • Mockery and insults
  • Exclusion
  • Incivility
• Attitudes

  • Cognitive
  • Affective
  • Behavioral
• Stereotype bias

  • Age
  • Gender
  • Race and Ethnicity
• Workplace diversity

  • Surface-level diversity
  • Deep-level diversity
• Diversity Management

  • Effective Diversity program
  • Diversity in groups
  • Attracting, selecting, developing, and retaining diverse employees
• task performance 


  Effectiveness + efficiency at doing your core job task
• OCB (organizational citizenship behavior)

  The discretionary behavior, not part of an employee’s formal job requirements, and that contributes to the psychological and social environment of the workplace
• CWB (workplace incivility)


  employee's behavior that goes against the legitimate interests of an organization.
• withdrawal behavior 


  The set of actions that employees take to separate themselves from theorganization.
• turnover


  a form of withdrawal behavior with an example being an employee leaving the company and moving to a competitor.
• group cohesion

  the extent to which members of a group support and validate one another at work
• organizational behavior 


  understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations
• workplace diversity 


  Any characteristic that makes one person different from another.
• surface level diversity

  Diversity based on observable attributes.
• deep level diversity 


  Diversity based on attributes that are inferred with experience. Differences with respect to attitudes, values, and personality
• workplace discrimination


  to note a difference between things. assumes steroetypes about groups
• discriminatory policies 


  actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance.
• sexual harassment


  unwanted advances and other verbal/physical conduct of a certain nature that create a hostile or offensive work environment
• intimidation


  overt threats or bullying directed at members of specific groups of employees.
• mockery/insults

  jokes or negative stereotypes, sometimes the result of jokes taken too far
• exclusion


  keeping certain people from job opportunities, social events, discussions, or informal mentoring, can occur unintentionally
• incivility 


  disrespectful treatment, including behaving in an aggressive manner, interrupting the person, or ignoring his or her opinions
• effective diversity program 


  teach managers about legal framework for equal employment opportunity and encourage fair treatment of all people; how a diverse workforce will be more effective at serving a diverse customer base; foster personal development practices that bring out the skills and abilities of everyone
• diversity in groups

  Most people in groups need a common way of looking at and accomplishing major tasks, and they need to communicate well witheach other
• attracting, selecting, developing, and retaining diverse employees

  Target recruiting messages to specific demographic groups underrepresented in the workforce; ensure hiring is bias free; create positive diversity
• stereotype bias: age

  turnover and absenteeism rates are lower among older workers and age is not associated with lower productivity
• race and ethnicity 


  employees tend to favor colleagues of their own race in performance evaluations, promotion decisions, and pay raises
• attitudes


  Evaluative statements that are either favorable or unfavorable concerning objects, people, or events; reflect how you feel about something
• cognitive attitudes


  evaluation
• affective attitudes 


  feeling
• behavioral attitudes

  action
• cognitive dissonance 


  any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes
• relation between attitudes and behaviors

  early: attitude followed behavior

  festinger: behavior follows attitudes
• job attitudes


  job satisfaction; job involvement; organizational commitment; perceived organizational support (pos); employee engagement
• emotions and moods 


  a broad range of feelings that people experience.
• affect


  can be experienced in the form of emotions or moods.
• emotions (essentially universal)


  anger; fear; sadness; happiness; disgust; surprise
• positive offset


  tendency of most individuals to experience a mildly positive mood at zero input when nothing in particular is going on
• personality

  affect intensity: how strongly people experience their emotions