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| − | [[Role perception]] is a . | + | [[Role perception]] is an individual's view of how he or she is supposed to act in a given situation. |
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| | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], |
| | ::[[Role perception]]. An individual's view of how he or she is supposed to act in a given situation. | | ::[[Role perception]]. An individual's view of how he or she is supposed to act in a given situation. |
| − | *[[Role expectations]]. How others believe a person should act in a given situation.
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| − | *[[Psychological contract]]. An unwritten agreement that sets out what management expects from an employee and vice versa.
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| − | *[[Role conflict]]. A situation in which an individual is confronted by divergent role expectations.
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| − | *[[Interrole conflict]]. A situation in which the expectations of an individual's different, separate groups are in opposition.
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| − | *[[Norm]]. An acceptable standard of behavior within a group that is shared by the group's members.
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| − | *[[Conformity]]. The adjustment of one's behavior to align with the norms of the group.
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| − | *[[Reference group]]. An important group to which individuals belong or hope to belong and with whose norms individuals are likely to conform.
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| − | *[[Deviant workplace behavior]] (also known as [[antisocial behavior]] or [[workplace incivility]]). Voluntary behavior that violates significant organizational norms and, in so doing, threatens the well-being of the organization or its members.
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| − | *[[Status]]. A socially defined position or rank given to groups or group members by others.
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| − | *[[Status characteristics theory]]. A theory that states that differences in status characteristics create status hierarchies within groups.
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| − | *[[Social loafing]]. The tendency for individuals to expend less effort when working collectively than when working individually.
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| − | *[[File:Cohesiveness-and-norms.png|200px|thumb|right|[[Group cohesiveness|Cohesiveness]] and [[norm]]s]][[Cohesiveness]]. The degree to which group members are attracted to each other and are motivated to stay in the group.
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| − | *[[Faultiness]]. The perceived divisions that split groups into two or more subgroups based on individual differences such as sex, race, age, work experience, and education.
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| − | *[[Groupthink]]. A phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action.
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| − | *[[Groupshift]]. A change between a group's decision and individual decision that a member within the group would make; the shift can be toward either conservatism or greater risk but it generally is toward a more extreme version of the group's original position.
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| − | *[[Interacting group]]. A typical group in which members interact with each other face to face.
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| − | *[[Brainstorming]]. An idea-generation process that specifically encourages any and all alternatives while withholding any criticism of those alternatives.
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| − | *[[Nominal group technique]]. A group decision-making method in which individual members meet face to face to pool their judgments in a systematic but independent fashion.
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| − | *[[Group cohesion]]. The extend to which members of a group support and validate one another while at work.
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| − | *[[Group functioning]]. The quantity and quality of a group's work output.
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| − | *[[Workgroup]]. A [[group]] that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility.
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| | ==Related concepts== | | ==Related concepts== |
| | *[[Enterprise]]. | | *[[Enterprise]]. |
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| − | ==Related coursework== | + | ==Related lectures== |
| − | *[[Social Rationale Quarter]]. | + | *[[Workforce Arrangements Quarter]]. |
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| | [[Category: Septem Artes Administrativi]][[Category: Articles]] | | [[Category: Septem Artes Administrativi]][[Category: Articles]] |
