Which course focuses on the product choices and industry characteristics that affect the organizations profitability?

According to the Rule of One-Eight, which of the following scenarios is the most common?

A) The CEO of Starbridge, Inc., read books about how putting people first build profits, but did not believe them.
B) The CEO of Energize, Inc., implemented comprehensive changes to put employees first, but ended this plan prematurely.
C) The CEO of LongRun, Inc., increased the benefits of employees, which was one of many suggested changes to put people first.
D) The CEO of ShoreIsland, Inc., made long-lasting changes that put employees first and, as a result, the company's profits soared.
E) The CEO of UpGrade, Inc., gave employees more responsibility over their work, but stopped this approach after only two months.

Which of the following is an example of meta-analysis?

A) Yeeun used one study, which used a consistent measuring method, to determine the cause of employee stress.
B) Sosuke used one study, which combined different samples, to determine why customers buy a certain product.
C) Gail used two studies, each using the same samples and measures, to determine why sales of a product have declined.
D) Sergio combined several studies, each using the same measuring method, to determine why profitability has increased.
E) Fionn combined several studies, each using different kinds of samples and measures, to determine the cause of employee turnover.

Several individual mechanisms directly affect job performance and organizational commitment. These include job satisfaction, which captures what employees feel when thinking about their jobs and doing their day-to-day work. For example, people who complain about the lack of creativity in their jobs are expressing a low level of job satisfaction. Another individual mechanism is stress, which reflects employees' psychological responses to job demands that tax or exceed their capacities. For example, employees who become ill because of job stress reflect this mechanism. The integrative model also includes motivation, which captures the energetic forces that drive employees' work effort. For instance, an increase in pay can result in an increase in employee motivation. Trust, justice, and ethics reflect the degree to which employees feel that their company does business with fairness, honesty, and integrity. For example, if employees find out their employer supports dishonest business practices, then the employees could lose their trust of the company. The final individual mechanism shown in the model is learning and decision making, which deals with how employees gain job knowledge and how they use that knowledge to make accurate judgments on the job. For example, employers who offer job training programs deal with this mechanism.

Employees typically work in one or more work teams led by some formal (or sometimes informal) leader. Like the individual characteristics, these group mechanisms shape satisfaction, stress, motivation, trust, and learning. Team characteristics and diversity describe how teams are formed, staffed, and composed and how team members come to rely on one another as they do their work. For instance, the grouping of people with diverse skills into a team so they will complement each other shows this mechanism. Team processes and communication is how teams behave, including their coordination, conflict, and cohesion. For example, a team that knows the strengths and weaknesses of its members can focus on accentuating the strengths and lessening the weaknesses to improve performance. Leader power and negotiation is all about how individuals attain authority over others. For example, people are often made the leaders of groups because of their ability to motivate others. Leader styles and behaviors capture the specific actions that leaders take to influence others at work. For instance, a leader could advocate an accepting attitude of ideas during brainstorming sessions to promote group creativity.

The four ways are method of experience, method of intuition, method of authority, and method of science. The method of experience involves people holding firmly to a belief because it is consistent with their experience. For example, a person might never eat at a restaurant chain because of a bad experience with one of these restaurants. People use the method of intuition if they make a choice because it seems obvious. For example, a person might buy a certain cell phone because most people seem to buy it. With the method of authority, people hold a belief because some respected agency, official, or source has said that it is so. For example, a person might not see a movie because a trusted critic panned the film. The method of science involves people holding a belief because of scientific studies. For instance, a person might think that a certain region holds oil because of extensive geological studies of this region. The method of science provides the soundest explanation and most compelling support for arguments, provided the predictions are tested with data.

Which of the following is a primary individual level outcome of interest to organizational behavior researchers?

Which of the following argues that scientific findings should form the foundation for management education quizlet?

What summarizes the statistical relationship between variables?

Which of the following are two of the methods by which people know things quizlet?