{"id":1341,"date":"2014-03-01T13:13:53","date_gmt":"2014-03-01T18:13:53","guid":{"rendered":"http:\/\/markkirkwood.com\/?p=1341"},"modified":"2014-03-01T13:22:39","modified_gmt":"2014-03-01T18:22:39","slug":"organizational-behavior-glossary-r-t-2","status":"publish","type":"post","link":"https:\/\/blog.markkirkwood.com\/?p=1341","title":{"rendered":"Organizational Behavior Glossary R\u2013T"},"content":{"rendered":"

R<\/strong><\/p>\n

Rational decision-making model<\/em>, a decision-making model that describes how individuals should behave in order to maximize some outcome<\/p>\n

Referent power<\/em>, influence based on identification with a person
\nwho has desirable resources or personal traits<\/p>\n

Refreezing<\/em>, stabilizing a change intervention by balancing and restraining forces
\nRelationship conflict<\/em>, conflict based on interpersonal relationships<\/p>\n

Representative participation<\/em>, a system in which workers participate in organizational decision making through a small group of representative employees<\/p>\n

Resources<\/em>, things within an individual\u2019s control that can be used to resolve demands<\/p>\n

Restraining forces<\/em>, forces that hinder movement from the existing equilibrium<\/p>\n

Reward power<\/em>, compliance achieved based on the ability to distribute rewards that others view as valuable<\/p>\n

Risk aversion<\/em>, the tendency to prefer a sure gain of a moderate amount over a riskier outcome, even if the riskier outcome might have a higher expected payoff<\/p>\n

Rituals<\/em>, repetitive sequences of activities that express and reinforce the key values of the organization<\/p>\n

Role conflict<\/em>, when an individual finds that compliance with one role requirement may make it difficult to comply with another<\/p>\n

Role expectations<\/em>, how others believe a person should act in a given situation<\/p>\n

Role perception<\/em>, an individual\u2019s view of how he or she is supposed to act in a given situation<\/p>\n

Roles, a set of expected behavior patterns attributed to someone occupying a given position in a social unit<\/p>\n

S<\/strong><\/p>\n

Selective perception<\/em>, any characteristic that makes a person, object, or event stand out will increase the probability that it will be perceived<\/p>\n

Self-actualization<\/em>, the drive to become what a person is capable of becoming<\/p>\n

Self-concordance<\/em>, the degree to which people\u2019s reasons for pursuing goals are consistent with their interests and core values<\/p>\n

Self-determination theory<\/em>, a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation<\/p>\n

Self-efficacy<\/em>, an individual\u2019s belief that he OF she is capable of performing a task<\/p>\n

Self-managed work teams<\/em>, groups of 10\u201315 people who take on responsibilities of their former supervisors<\/p>\n

Self-monitoring<\/em>, a personality trait that measures an individual\u2019s ability to adjust his or her behavior to external, situational factors<\/p>\n

Self-serving bias<\/em>, the tendency for individuals to attribute their own successes to internal factors and put the blame for failures on external factors<\/p>\n

Short-term orientation<\/em>, a national culture attribute that emphasizes the past and present, respect for tradition, and fulfillment of social obligations<\/p>\n

Simple structure<\/em>, an organization structure characterized by a low degree of departmentalization, wide spans of control, authority centralized in a single person, and little formalization<\/p>\n

Skill variety<\/em>, the degree to which a job requires a variety of different activities<\/p>\n

Skill-based pay plan<\/em>, a pay plan that sets pay levels on the basis of how many skills employees have or how many jobs they can do<\/p>\n

Social loafing<\/em>, the tendency for individuals to expend less effort when working collectively than when working individually<\/p>\n

Social psychology<\/em>, focuses on people\u2019s influences on one another<\/p>\n

Socialization<\/em>, a process that adapts employees to the organization\u2019s culture<\/p>\n

Socialized charismatic leadership<\/em>, a leadership concept that states that leaders convey values that are other-centered versus self-centered and role-model ethical conduct<\/p>\n

Sociology<\/em>, the study of people in relation to their social environment or culture<\/p>\n

Span of control<\/em>, the number of subordinates a manager can efficiently and effectively direct<\/p>\n

Status<\/em>, a socially defined position or rank given to group or group members by others<\/p>\n

Status characteristics theory<\/em>, a theory that states that differences in status characteristics create status hierarchies within groups<\/p>\n

Stereotyping<\/em>, when we judge someone on the basis of our perception of the group to which he or she belongs<\/p>\n

Storming stage<\/em>, the second stage in group development, characterized by intragroup conflict<\/p>\n

Stress<\/em>, a dynamic condition in which an individual is confronted with an opportunity, a demand, or a resource related to what the individual desires and for which the outcome is perceived to be both uncertain and important<\/p>\n

Strong culture<\/em>, a culture in which the core values are intensely held and widely shared<\/p>\n

Subcultures<\/em>, mini-cultures within an organization, typically defined by department designations and geographical separation<\/p>\n

Substitutes<\/em>, attributes, such as experience and training, that can replace the need for a leader\u2019s support or ability to create structure<\/p>\n

Surface acting<\/em>, hiding one\u2019s inner feelings and foregoing emotional expressions in response to display rules<\/p>\n

Survey feedback<\/em>, the use of questionnaires to identify discrepancies among member perceptions; discussion follows and remedies are suggested<\/p>\n

Systematic study<\/em>, looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence<\/p>\n

T<\/strong><\/p>\n

Task conflicts<\/em>, conflicts over content and goals of the work<\/p>\n

Task groups<\/em>, individuals working together to complete a task or job<\/p>\n

Task identity<\/em>, the degree to which job requires completion of a whole and identifiable piece of work<\/p>\n

Task significance<\/em>, the degree to which a job has a substantial impact on the lives or work of other people<\/p>\n

Task structure<\/em>, the degree to which the job assignments are procedurized<\/p>\n

Team building<\/em>, high interaction among team members to increase trust and openness<\/p>\n

Team efficacy<\/em>, the degree to which the members of a team believe in their ability to achieve future success<\/p>\n

Technology<\/em>, the way in which an organization transfers its inputs into outputs<\/p>\n

Telecommuting<\/em>, working from home at least two days a week on a computer that is linked to the employer\u2019s office<\/p>\n

Terminal values<\/em>, desirable end-states of existence; the goals a person would like to achieve during his or her lifetime<\/p>\n

Text messaging (TM)<\/em>, the transfer and understanding of meaning<\/p>\n

Theory X<\/em>, the assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform<\/p>\n

Theory Y<\/em>, the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction<\/p>\n

Three-component model of creativity<\/em>, the proposition that individual creativity require expertise, creative thinking skills, and intrinsic task motivation<\/p>\n

Traditional view of conflict<\/em>, the belief that all conflict is harmful and must be avoided<\/p>\n

Trait theories of leadership<\/em>, theories that consider personal qualities and characteristics that differentiate leaders from non-leaders<\/p>\n

Transactional leaders<\/em>, leaders who guide or motivate their followers in the direction of established goals by clarifying the role and task requirements<\/p>\n

Transformational leaders<\/em>, leaders who inspire followers to transcend their own self-interests and who are capable of having a profound and extraordinary effect on followers<\/p>\n

Trust<\/em>, a positive expectation that another will not act opportunistically<\/p>\n

Two-factor theory<\/em>, a theory that relates intrinsic factors to job satisfaction, while associating extrinsic factor with dissatisfaction; also called motivation-hygiene theory<\/p>\n

Type A personality<\/em>, aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and, if necessary, against the opposing efforts of other things or other people<\/p>\n","protected":false},"excerpt":{"rendered":"

R Rational decision-making model, a decision-making model that describes how individuals should behave in order to maximize some outcome Referent power, influence based on identification with a person who has desirable resources or personal traits Refreezing, stabilizing a change intervention by balancing and restraining forces Relationship conflict, conflict based on interpersonal relationships Representative participation, 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-1341","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/posts\/1341","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=1341"}],"version-history":[{"count":0,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=\/wp\/v2\/posts\/1341\/revisions"}],"wp:attachment":[{"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1341"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1341"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.markkirkwood.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1341"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}