{"id":1327,"date":"2014-02-23T12:09:11","date_gmt":"2014-02-23T17:09:11","guid":{"rendered":"http:\/\/markkirkwood.com\/?p=1327"},"modified":"2014-02-23T12:59:11","modified_gmt":"2014-02-23T17:59:11","slug":"organizational-behavior-glossary-j-m","status":"publish","type":"post","link":"https:\/\/blog.markkirkwood.com\/?p=1327","title":{"rendered":"Organizational Behavior Glossary J\u2013M"},"content":{"rendered":"

J<\/strong><\/p>\n

Job characteristics model (JCM)<\/em>, a model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback<\/p>\n

Job enrichment<\/em>, the vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution, and evaluation of the work<\/p>\n

Job involvement<\/em>, the degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth<\/p>\n

Job rotation<\/em>, the periodic shifting of an employee from one task to another<\/p>\n

Job satisfaction<\/em>, a positive feeling about one job resulting from an evaluation of its characteristics<\/p>\n

Job sharing<\/em>, an arrangement that allows two or more individuals to split a traditional 40-hour-a-week job<\/p>\n

L<\/strong><\/p>\n

Leader\u2014member exchange (LMX) theory<\/em>, a theory that supports leaders\u2019 creation of in-groups and out-groups; subordinates with in-group status will have higher performance ratings, less turnover, and greater job satisfaction<\/p>\n

Leader\u2014member relations<\/em>, the degree of confidence, trust, and respect subordinates have in their leader<\/p>\n

Leadership<\/em>, the ability to influence a group toward the achievement of a vision or set of goals<\/p>\n

Least preferred co-worker (LPC) questionnaire<\/em>, an instrument that purports to measure whether a person is task or relationship oriented<\/p>\n

Legitimate political behavior<\/em>, normal everyday politics<\/p>\n

Legitimate power<\/em>, the power a person receives as a result of his or her position in the formal hierarchy of an organization<\/p>\n

Long-term orientation<\/em>, a national culture attribute that emphasizes the future, thrift, and persistence<\/p>\n

Low-context culture<\/em>, a culture that relies heavily on words to convey meaning in communication<\/p>\n

Loyalty<\/em>, dissatisfaction expressed by passively waiting for conditions to improve<\/p>\n

M<\/strong><\/p>\n

Machiavellianism<\/em>, the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means<\/p>\n

Management by objectives (MBO)<\/em>, a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress<\/p>\n

Masculinity<\/em>, a national culture attribute describing the extent to which the culture favors traditional masculine work roles of achievement, power, and control; societal values are characterized by assertiveness and materialism<\/p>\n

Material symbols<\/em>, objects that serve as signals of organization\u2019s culture, including the size of offices, executive perks, and attire.<\/p>\n

Matrix structure<\/em>, a structure that creates dual lines of authority and combine functional and product departmentalization<\/p>\n

McClelland\u2019s theory of needs<\/em>, a theory stating that achievement, power, and affiliation are three important needs that help explain motivation<\/p>\n

Mechanistic model<\/em>, a structure characterized by extensive
\ndepartmentalization, high formalization, a limited information network, and centralization<\/p>\n

Mental models<\/em>, team members\u2019 knowledge beliefs about how the work gets done by the team<\/p>\n

Merit-based pay plan<\/em>, a pay plan based on performance appraisal ratings<\/p>\n

Metamorphosis stage<\/em>, the stage in the socialization process in which a new employee changes and adjusts to the job, work group, and organization<\/p>\n

Moods<\/em>, feelings that tend to be less intense than emotions and that lack a contextual stimulus<\/p>\n

Motivation<\/em>, the process that accounts for an individual\u2019s intensity, direction, and persistence of effort toward attaining a goal<\/p>\n

Movement<\/em>, a change process that transforms the organization from the status quo to a desired end-state<\/p>\n

Myers-Briggs Type Indicator (MBTI)<\/em>, a personality test that taps four characteristics and classifies people into 1 of 16 personality types<\/p>\n","protected":false},"excerpt":{"rendered":"

J Job characteristics model (JCM), a model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback Job enrichment, the vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution, and evaluation of the work […]<\/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-1327","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/posts\/1327","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=1327"}],"version-history":[{"count":0,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/posts\/1327\/revisions"}],"wp:attachment":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1327"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1327"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1327"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}