Exam (elaborations)
Youth issues Questions with correct Answers 100% Solved
- Course
- Institution
Youth issues Questions with correct Answers
[Show more]
Content preview
UARK MGMT 2103 Final Reviewvalues - answerabstract ideals that guide ones thinking and behavior across all
situations; relatively stable
personal attitudes - answerevaluations, feelings or opinions about people, places, and
objects; range from positive to negative; impact behavior
values vs personal attitudes - answervalues- global beliefs across all situations;
personal attitudes- behavior direct toward specific objects, persons, or situations and
range from positive to negative
3 components of attitudes - answeraffective, cognitive, behavioral
affective - answer"i feel" the positive/negative feeling/emotions one feels about
someone/something
cognitive - answer"i think" the beliefs or ideas one has about someone/something
behavioral - answer"i intend" how one intends/expects to act in response to
someone/something
cognitive dissonance - answerpsychological discomfort experienced when
simultaneously holding two or more conflicting cognitions (ideas, values, or emotions)
how to reduce cognitive dissonance - answerchanging attitude, behavior or both;
belittling the importance of the inconsistent behavior
organizational commitment - answerthe extent to which an individual identifies with an
organization and commits to its goals
outcomes of organizational commitment - answercontinued employment and greater
motivation
how to increase organizational commitment - answerhiring people whose personal
values align with the organization, making sure management does not breach
psychological contracts, and enhancing the level of trust
employee engagement - answerthe harnessing of organizational members' selves to
their work roles; where people employ and express themselves physically, cognitively,
and emotionally during role performance
,what contributes to engagement - answerenvironmental characteristics, organization
level factors, and person factors
increase employee engagement by - answermeasuring, tracking, and responding to
employee surveys
perceived organizational support - answerreflects the extent to which employees believe
that the organization values their contributions and genuinely cares about their well-
being
what happens when employees perceive organizational support - answerincreased
organizational commitment, job satisfaction, organizational citizenship behavior, task
performance, and lower turnover
job satisfaction - answeran affective or emotional response toward various facets of
ones job; the extent to which an individual likes his or her job
attitudinal outcomes of job satisfaction - answermotivation, job involvement, withdraw
cognitions, perceived stress
motivation - answerpsychological process that arouses interest in doing something, and
it directs and guides behavior
job involvement - answerthe extent to which an individual is personally involved with
his/her work role
withdrawal cognitions - answeran individuals overall thoughts and feelings about quitting
behavioral outcomes of job satisfaction - answerjob performance, organizational
citizenship behavior (OCB), counterproductive work behavior (CWB), turnover
job performance - answerjob satisfaction and performance are moderately related, both
variables indirectly influence each other
organizational citizenship behavior - answerindividual behavior that isn't discretionary,
not directly recognized by the formal reward system, promotes effective functioning of
the organization
counterproductive work behavior - answerbehavior that harms other employees, the
organization as a whole, or organizational stakeholders like customers and
shareholders; strong negative relationship with job satisfaction
turnover - answercan be positive if poor performers are leaving and negative if good
employees leave
, individual differences - answerbroad category used to collectively describe the vast
number of attributes that describe a person; some are stable over time while some are
flexible
managers and id's - answermanagers have little to no impact on fixed ids (intelligence
and personality), but they can manage (attitudes and emotions), but have more
influence on relatively flexible id's that influence individual-level work outcomes
(performance and job satisfaction)
intelligence - answeran individuals capacity for: constructive thinking, reasoning, and
problem solving; not purely genetic, can be altered/modified, development can be
damaged by organic factors like alcohol or drugs
practical intelligence - answerthe ability to solve everyday problems by utilizing
knowledge gained from experience in order to purposefully adapt to, shape, and select
environments
implications for managers - answeridentify intelligences relevant to the job- select
individuals, place individuals, and develop individuals
personality - answercombination of stable physical, behavioral, and mental
characteristics that give individuals their unique identities; product of genetic and
environmental influences
5 personality dimensions - answerextraversion, agreeableness, conscientiousness,
neuroticism/emotional stability, and openness to experience
extraversion - answertendency to experience positive emotions and moods and feel
good about oneself and the rest of the world- social, talkative, and energetic
neuroticism - answertendency to experience negative emotions and moods, feel
distressed, and be critical of oneself and others
agreeableness - answertendency to get along well with others
conscientiousness - answertendency to be careful, scrupulous, and preserving
openness to experience - answertendency to be original, have broad interests, be open
to a wide range of stimuli, be daring, and take risks
core self-evaluations (CSEs) - answerbroad personality trait comprised of 4 narrow and
positive individual traits: generalized self-efficacy, self esteem, locus of control, and
emotional stability
self- efficacy - answerpersons belief about his/her chances of successfully
accomplishing a specific task; can be developed
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller julianah420. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $13.99. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
79373 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 14 years now