{"id":1323,"date":"2013-12-15T18:13:07","date_gmt":"2013-12-15T23:13:07","guid":{"rendered":"http:\/\/markkirkwood.com\/?p=1323"},"modified":"2013-12-15T18:14:12","modified_gmt":"2013-12-15T23:14:12","slug":"1323","status":"publish","type":"post","link":"https:\/\/blog.markkirkwood.com\/?p=1323","title":{"rendered":"Organizational Behavior Glossary G\u2013I"},"content":{"rendered":"

G<\/strong><\/p>\n

Gain sharing<\/em>, a formula-based group incentive plan<\/p>\n

Goal-setting theory<\/em>, a theory that says that specific and difficult goals, with feedback, lead to higher performance<\/p>\n

Grapevine<\/em>, an organization’s informal communication network<\/p>\n

Groups<\/em>, two or more individuals, interacting and interdependent, who have come together to achieve particular objectives<\/p>\n

Groupshift<\/em>, a change in decision risk between a group’s decision and an individual decision that a member within that group would make; the shift can be toward either conservatism or greater risk<\/p>\n

Groulithink<\/em>, a phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action<\/p>\n

H<\/strong><\/p>\n

Halo effect<\/em>, the tendency to draw a general impression about an individual on the basis of a single characteristic<\/p>\n

Heredity<\/em>, factors determined at conception; one’s biological, physiological, and inherent psychological makeup<\/p>\n

Hierarchy of needs<\/em>, Abraham Maslow’s hierarchy of five needs\u2014physiological, safety, social, esteem, and self-actualization\u2014in which, as each need is substantially satisfied, the next need becomes dominant<\/p>\n

High-context culture<\/em>, culture that relies heavily on nonverbal and subtle situational cues in communication<\/p>\n

Hindrance stressors<\/em>, stressors that keep you from reaching your goals (for example, red tape, office politics, confusion over job responsibilities)<\/p>\n

Hindsight bias<\/em>, tendency for us to believe falsely, after an outcome is actually known, that we would have accurately predicted the outcome<\/p>\n

Hygiene factors<\/em>, factors\u2014such as company policy and administration, supervision, and salary\u2014that, when adequate in a job placate workers; when these factors are adequate, people will not be dissatisfied<\/p>\n

I<\/strong><\/p>\n

Idea champions<\/em>, people who actively and enthusiastically promote the idea, build support, overcome resistance, and ensure that the innovation is implemented<\/p>\n

Illegitimate political behavior<\/em>, actions that violate the implied rules of the game<\/p>\n

Illusory correlation<\/em>, the tendency of people to correlate two events when in reality there is no connection<\/p>\n

Imitation strategy<\/em>, a strategy that seeks to move into new products or new markets only after their viability has already been proven<\/p>\n

Impression management (IM)<\/em>, process by which individuals attempt to control the impression others form of them<\/p>\n

Individualism<\/em>, the degree to which people prefer to act as individuals rather than as members of groups and believe in individual rights above all else<\/p>\n

Informal channels<\/em>, communication channels that are created spontaneously and that emerge as responses to individual choices<\/p>\n

Information overload<\/em>, a condition in which information inflow exceeds an individual’s processing capacity<\/p>\n

Initiating structure<\/em>, the extent to which a leader is likely to define and structure his or her role and those of employees in the search for goal attainment<\/p>\n

Innovation<\/em>, a new idea applied to initiating or improving a product, process, or service<\/p>\n

Innovation strategy<\/em>, a strategy that emphasizes the introduction of major new products and services<\/p>\n

Institutionalization<\/em>, a condition that occurs when an organization takes on a life of its own, apart from any of its members, and acquires immortality<\/p>\n

Instrumental values<\/em>, preferable codes of behavior or means of achieving one’s terminal values<\/p>\n

Integrative bargaining<\/em>, negotiation that seeks one or more settlements that can create a win\/win solution<\/p>\n

Intentions<\/em>, decisions to act in a given way<\/p>\n

Interacting groups<\/em>, typical groups in which members interact with each other face-to-face<\/p>\n

Interactional justice<\/em>, the perceived degree to which individual is treated with dignity, concern, and respect<\/p>\n

Interactionist view of conflict<\/em>, the belief that conflict is not only a positive force in a group but is also an absolute necessity for a group to perform effectively<\/p>\n

Interest groups<\/em>, people working together to attain a specific objective with which each is concerned<\/p>\n

Intergroup development (ID)<\/em>, efforts to change the attitudes, stereotypes, and perceptions that groups have of each other<\/p>\n

Intuition<\/em>, a gut feeling not necessarily supported by research<\/p>\n

Intuitive decision making<\/em>, an unconscious process created out of distilled experience<\/p>\n","protected":false},"excerpt":{"rendered":"

G Gain sharing, a formula-based group incentive plan Goal-setting theory, a theory that says that specific and difficult goals, with feedback, lead to higher performance Grapevine, an organization’s informal communication network Groups, two or more individuals, interacting and interdependent, who have come together to achieve particular objectives Groupshift, a change in decision risk between a […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1323","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/posts\/1323","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1323"}],"version-history":[{"count":0,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/posts\/1323\/revisions"}],"wp:attachment":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1323"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1323"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1323"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}