Mgmt330 Organizational Behavior Ch 7

Jack's award of the quarterly attendance award can be described as positive reinforcement. Positive reinforcement refers to the presentation of a desirable stimulus or reward following a behavior, which increases the likelihood of that behavior being repeated in the future. In this case, Jack received the award for his attendance, which serves as a reward and encourages him to continue attending regularly.

Decision making refers to the process of evaluating and selecting from a range of options in order to solve a problem or make a choice. It involves gathering information, analyzing alternatives, considering potential consequences, and ultimately making a decision. This process is crucial in various aspects of life, such as personal, professional, and organizational settings, where individuals or groups need to weigh different options and determine the best course of action. Decision making is an essential skill that can be developed and improved over time through experience and learning.

Intuition refers to making decisions based on quick, unconscious, gut feelings. It involves relying on instincts and emotions rather than rational analysis or logical reasoning. Intuition is often used when there is limited time or information available, and it can be a valuable tool for making quick and accurate judgments. Unlike programmed decisions, which are routine and follow established rules, intuition is more commonly used in nonprogrammed decisions, which are unique and require a more flexible approach. Goal orientation, on the other hand, refers to the focus on achieving specific objectives, and is not directly related to making decisions based on intuition.

Social learning theory argues that people in organizations have the ability to learn through the observations of others. This theory suggests that individuals can acquire knowledge, skills, and behaviors by observing and imitating the actions of others. It emphasizes the importance of social interactions and the role of modeling in the learning process. According to social learning theory, people can learn from both positive and negative examples, and this learning can influence their attitudes, beliefs, and behaviors in the organizational context.

Nonprogrammed decisions refer to decisions made by employees when faced with new, complex, or unrecognized problems. These decisions are not routine and require a high level of judgment, creativity, and problem-solving skills. Unlike programmed decisions, which are based on established rules and procedures, nonprogrammed decisions are unique and require careful analysis and evaluation of various alternatives. In such situations, employees must rely on their intuition, experience, and expertise to make the best decision possible.

Training is the correct answer because it refers to a systematic effort by organizations to facilitate the learning of job-related knowledge and behavior. Training programs are designed to enhance employees' skills, knowledge, and abilities, and they can take various forms such as workshops, seminars, on-the-job training, or e-learning. Through training, organizations aim to improve employee performance, productivity, and overall organizational effectiveness. It is an essential component of employee development and plays a crucial role in ensuring that employees have the necessary skills and knowledge to carry out their job responsibilities effectively.

Explicit knowledge refers to the knowledge that is easily codified and can be communicated through written or verbal means. It is general in nature and can be acquired through books or other forms of formal education. However, it is not highly personal as it does not involve personal experiences, beliefs, or opinions. Therefore, the statement "Highly personal in nature" is not a characteristic of explicit knowledge.

Learning has a moderate positive effect on performance, meaning that it generally improves performance to some extent. Additionally, learning has a weak positive effect on commitment, suggesting that it may slightly increase individuals' commitment to their work or goals.

Learning refers to a relatively permanent change in an employee's knowledge or skill that occurs as a result of experience. It involves acquiring new information, understanding concepts, and developing skills through various methods such as training, observation, practice, and feedback. Learning plays a crucial role in personal and professional development, as it enables individuals to adapt to new situations, improve performance, and enhance their expertise in a particular area.

Positive reinforcement is being performed when a consequence is added when someone acts in a desirable way. Positive reinforcement involves providing a reward or incentive to reinforce a behavior, increasing the likelihood of that behavior being repeated in the future. This can include giving praise, offering a treat, or providing other forms of positive feedback. The addition of a positive consequence strengthens the desired behavior and encourages its continuation.

Programmed decisions refer to decisions that are somewhat automatic because the decision maker's knowledge allows them to recognize the situation and the course of action to be taken. These decisions are based on established rules, procedures, or guidelines, and are typically repetitive and routine in nature. The decision maker has encountered similar situations in the past and has developed a predetermined response to handle them. This allows for efficient and consistent decision-making, as the decision maker does not need to spend time and effort analyzing the situation and considering alternative options.

Learning reflects the process of acquiring knowledge or skills through experience, study, or being taught. It involves a relatively permanent change in an employee's knowledge or skill set, which can be applied in various situations. Learning allows individuals to adapt and grow in their roles, improving their performance and effectiveness over time. Decision making, intuition, and heuristics, on the other hand, are cognitive processes or strategies that can be influenced by learning but do not necessarily reflect permanent changes in knowledge or skill.

Tacit knowledge refers to the knowledge that employees acquire through their personal experiences, insights, and intuitions, which cannot be easily articulated or documented. It is the type of knowledge that is deeply ingrained in an individual's mind and is difficult to transfer to others. This type of knowledge is often gained through years of practice and observation, and it plays a crucial role in decision-making and problem-solving. Therefore, the given answer, Tacit Knowledge, is the most suitable option as it accurately describes the knowledge that employees can only learn through experience.

The Social Learning Theory suggests that people in organizations learn by observing others. This theory emphasizes the importance of social interactions and observational learning in the learning process. It suggests that individuals learn by observing the behaviors, attitudes, and outcomes of others, and then imitating or modeling those behaviors. This theory highlights the role of socialization and social influence in shaping individual behavior and learning in organizational settings.

Goal orientation refers to a person's predisposition or attitude that determines whether they have a learning or performance orientation towards tasks. A person with a goal orientation is motivated to learn and improve their skills, seeking to master tasks and gain knowledge. They are focused on personal growth and development, setting specific goals and actively working towards achieving them. This orientation towards goals can greatly influence a person's behavior, effort, and performance in various tasks and activities.

Tacit knowledge refers to the knowledge that employees acquire through their personal experiences, observations, and insights, which is often difficult to articulate or transfer to others. It is the type of knowledge that is deeply rooted in an individual's background, skills, and expertise. Unlike explicit knowledge, which can be easily documented and shared, tacit knowledge is more subjective and context-dependent. It encompasses the unwritten rules, intuitions, and practical know-how that employees gain over time. This type of knowledge is crucial for decision-making, problem-solving, and innovation within an organization.

Susan's behavior of always focusing on demonstrating her ability to gain favor from her coworkers suggests that she has a performance-prove orientation. This means that Susan is motivated to prove her competence and achieve success in order to gain recognition and positive evaluations from others. She is driven by the desire to demonstrate her skills and capabilities, which aligns with the behavior described in the question.

Explicit knowledge refers to knowledge that is easily communicated and available to everyone. It is information that can be easily articulated, codified, and shared through various mediums such as books, documents, databases, or even conversations. This type of knowledge can be easily transferred from one person to another and can be readily accessed and understood by individuals. Unlike tacit knowledge, which is more personal and difficult to articulate, explicit knowledge can be easily disseminated and shared among individuals or within organizations.

Bounded rationality refers to the idea that decision makers are limited in their ability and resources to fully process all available information and alternatives when making decisions. This means that they often rely on simplifying strategies, known as heuristics, to make decisions that are "good enough" rather than optimal. Bounded rationality acknowledges the cognitive limitations of decision makers and recognizes that they cannot always make perfectly rational decisions due to time constraints, information overload, and other factors. Projection bias and performance-prove orientation are not directly related to the concept of bounded rationality.

Heuristics are simple, efficient, rules of thumb that allow us to make decisions more easily. They are mental shortcuts or strategies that help us simplify complex problems and make quicker judgments or choices. By relying on heuristics, we can save time and cognitive effort when faced with decision-making tasks.

The explanation for the correct answer, fundamental attribution error, is that it refers to the tendency to attribute someone's behavior to internal factors, such as their personality or motivation, rather than considering external factors that may have influenced their behavior. In this case, assuming that Sandy's lateness is due to her low motivation for work is an example of this error, as it ignores other possible reasons for her tardiness, such as traffic or other external factors.

When you read a textbook, the authors are communicating explicit knowledge to you. Explicit knowledge refers to information that is clearly stated, codified, and easily transferable to others. In the context of a textbook, this would include facts, theories, concepts, and explanations that are explicitly written and can be understood by the reader.

Behavioral modeling refers to the process of learning by observing and imitating the behavior of others. In this context, employees observe the actions of others, learn from what they observe, and then repeat the observed behavior. This aligns with the concept of behavioral modeling, making it the correct answer in this scenario. Social Learning Theory also encompasses the idea of learning through observation and imitation, but it is a broader theoretical framework that includes various learning mechanisms. Training and Communities of Practice are not specifically related to the process of observing and imitating behavior, making them incorrect choices.

Modeling might be the single best way to acquire tacit knowledge because it involves observing and imitating someone who possesses that knowledge. Through modeling, individuals can learn from the actions, behaviors, and skills of experts, allowing them to internalize and replicate the tacit knowledge. Unlike written reports or process manuals, which are more explicit and can be limited in capturing nuanced knowledge, modeling provides a more holistic and experiential approach to acquiring tacit knowledge. The attribution process, on the other hand, refers to the evaluation of the source of information and is not directly related to acquiring tacit knowledge.

Punishment is being performed when a consequence is added when someone acts in an undesirable way. Punishment is a form of consequence that aims to decrease the likelihood of a behavior occurring again in the future. It involves the presentation of an aversive stimulus or the removal of a desired stimulus to discourage the unwanted behavior. In this case, the consequence being added serves as a form of punishment to discourage the undesirable behavior.

Communities of Practice refer to groups of employees who learn from one another through collaboration over an extended period of time. These communities provide a platform for individuals with similar professional interests or roles to share knowledge, experiences, and best practices. Through active participation and engagement, members of a community of practice can enhance their skills, learn from each other's expertise, and collectively contribute to the growth and development of their field or industry. This concept aligns with the given description and is the most suitable answer.

B.F. Skinner was the first to pioneer the notion of operant conditioning, which suggests that we learn by observing the link between our voluntary behavior and the consequences that follow it. Operant conditioning involves the use of rewards and punishments to shape behavior. Skinner conducted experiments with animals, such as rats and pigeons, to demonstrate how behavior can be modified through reinforcement and punishment. This theory has had a significant impact on the field of psychology and has been applied to various areas, including education, therapy, and animal training.

Negative reinforcement is being performed when a consequence is removed when someone acts in an undesirable way. Negative reinforcement involves the removal of an aversive stimulus to increase the likelihood of a desired behavior. In this scenario, the consequence of the undesirable behavior is removed, which serves as a negative reinforcement to encourage the person to act differently in the future.

Negative reinforcement occurs when an unwanted outcome is removed following a desired behavior. In this case, the individual is motivated to engage in the desired behavior in order to avoid or escape the unwanted outcome. This can be seen as a form of reward, as the removal of the unwanted outcome serves as a reinforcement for the desired behavior.

A learning orientation refers to a mindset where an individual prioritizes acquiring new knowledge and skills over showcasing their existing abilities. In this context, building competence is considered more important than demonstrating competence. This suggests that the individual values personal growth and development, focusing on expanding their capabilities rather than seeking external validation or recognition.

Positive reinforcement and extinction should be the most common forms of reinforcement used by managers to create learning among their employees. Positive reinforcement involves providing rewards or incentives to encourage desired behavior, while extinction involves removing rewards or incentives to discourage undesired behavior. This combination of positive reinforcement and extinction helps to reinforce desired behavior and eliminate undesired behavior, ultimately promoting a learning environment among employees.

To be a rational decision maker, it is important to boil the problem down to something that is easily understood. This step helps in gaining clarity and simplifying the decision-making process. By breaking down complex problems into manageable parts, it becomes easier to analyze and evaluate alternatives effectively. Therefore, the given answer is incorrect as boiling the problem down to something that is easily understood is an essential step in rational decision making.

Extinction is being performed when a consequence is removed when someone acts in a desirable way. This means that a behavior that was previously reinforced or rewarded is no longer reinforced or rewarded, leading to a decrease in the occurrence of that behavior. In other words, the consequence that was reinforcing the behavior is taken away, which decreases the likelihood of the behavior happening again in the future.