MGT 300 Study Guide - Final Guide: Counterproductive Work Behavior, Transactive Memory, Glass Ceiling
1 May 2018
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1. Employee behavior, performance, and well-being
a. What is the difference between task performance and contextual performance/organizational citizenship behavior?
Task performance involves performance on work tasks that are central to one's job description; Contextual
behaviors that involve the employee going beyond his/her formal work role requirements in an attempt to make the
workplace and organization better; citizenship behaviors contribute to the goals of the organization through their
effect on the social and psychological conditions.
b. What is the difference between counterproductive work behavior and poor task performance? Counterproductive are
intentional actions aimed at the org.
c. How is adaptive performance different from core task performance? Adaptive performance deals with response to
change.
d. Ko the differee etee a do opetee ad ill do harater fators that ifluee idiidual
performance. Can do- Abilities, skills, knowledge, competence; will do- personality, integrity, interests, character
e. What is the difference between fluid and crystallized intelligence? Fluid intelligence refers to the ability to process and
learn information quickly (peaks at 30). Crystallized intelligence refers to the amount of knowledge that a person
has.
i. What about emotional intelligence? Ability to perceive, understand, control and use emotions in oneself and
others
f. What are the Big 5 persoality traits? Be able to recognize each. Extraversion-outgoing and social; Consciousness-
careful, vigilant, efficient, organized, desire to do task well; Agreeableness-warm, friendly, tactful, optimistic, gets
along with others; Neuroticism/emotional stability-moody, experience such feelings as anxiety, worry, fear, anger,
frustration, envy, jealousy, guilt, depressed mood, and loneliness. Openness to experience- active imagination
(fantasy), aesthetic sensitivity, attentiveness to feelings, preference for variety, and intellectual curiosity
g. What is integrity? the quality of being honest and having strong moral principles; moral uprightness
h. Which of the following factors is most strongly related to job satisfaction? work, pay, opportunities for promotion,
supervision coworkers. Work
i. Be able to recognize an event and how it differs from a structural condition. Event-Discrete, emotionally charged, not
entirely predictable, occur at a single point in time, Examples: getting yelled at; meeting a goal, tend to influence
emotions, which fluctuate over time; Structural-More permanent, predictable, Examples: pay, procedures. Tend to
influence the cognitive component of job satisfaction
j. What is the difference between affective, continuance, and normative commitment? Affective commitment refers to
commitment that is based on a positive view of the organization and a desire to work on its behalf. Normative
commitment is based on a felt obligation to the organization and one's coworkers. Continuance commitment is
based on a lack of employment alternatives and the costs of leaving the organization
k. Which type of performance (task vs. contextual/OCBs) does employee job satisfaction most strongly influence?
Contextual
l. Which type of organizational commitment influences performance the most? Continuance
m. What is the differee etee a eployee’s hallege ad a threat ealuatio of a stressor? Those able to
approach stressful situations as a challenge make better (faster and more accurate) decisions, can control their
emotions, are able to focus on the right things for their performance, and ultimately fulfil their potential in their
performance;
n. What is the difference between problem- and emotion-focused coping with work stress? Problem focused strategies
aim to remove or reduce the cause of the stressor, including: Problem-solving. Time-management; Emotion-focused
coping is a type of stress management that attempts to reduce negative emotional responses that occur due to
exposure to stressors
o. What does a primary stress intervention target? A secondary intervention? acting to modify or eliminate sources of
psychosocial risks inherent in the workplace and work environment; Secondary is stress appraisal, coping
p. Be able to recognize the characteristics of job burnout. Cynicism- an inclination to believe that people are motivated
purely by self-interest; skepticism; Loss of self-efficacy- one's belief in one's ability to succeed in specific situations
or accomplish a task; Emotional exhaustion- feeling of being emotionally overextended and exhausted by one's
work
i. What is emotional labor? Effort, planning, and control required by employees to express organizationally
desired emotions
q. Be able to recognize an example of work-family conflict and work-family enrichment. Work-family conflict- When the
role pressures from the work and family domains are mutually incompatible; Work-family enrichment- When work
enhances family life and vice versa
2. Organizational Groups and Teams
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Document Summary
Adaptive performance deals with response to change: k(cid:374)o(cid:449) the differe(cid:374)(cid:272)e (cid:271)et(cid:449)ee(cid:374) (cid:862)(cid:272)a(cid:374) do(cid:863) (cid:894)(cid:272)o(cid:373)pete(cid:374)(cid:272)e(cid:895) a(cid:374)d (cid:862)(cid:449)ill do(cid:863) (cid:894)(cid:272)hara(cid:272)ter(cid:895) fa(cid:272)tors that i(cid:374)flue(cid:374)(cid:272)e i(cid:374)di(cid:448)idual performance. Fluid intelligence refers to the ability to process and learn information quickly (peaks at 30). Extraversion-outgoing and social; consciousness- careful, vigilant, efficient, organized, desire to do task well; agreeableness-warm, friendly, tactful, optimistic, gets along with others; neuroticism/emotional stability-moody, experience such feelings as anxiety, worry, fear, anger, frustration, envy, jealousy, guilt, depressed mood, and loneliness. Work: be able to recognize an event and how it differs from a structural condition. Event-discrete, emotionally charged, not entirely predictable, occur at a single point in time, examples: getting yelled at; meeting a goal, tend to influence emotions, which fluctuate over time; structural-more permanent, predictable, examples: pay, procedures. Affective commitment refers to commitment that is based on a positive view of the organization and a desire to work on its behalf.
