Key concepts

Key Concepts MHR 3200–Exam 1 Note: This is not necessarily an all-inclusive list, but rather is intended merely to be a list of the major concepts of which you should have a good level of knowledge and understanding. I reserve the right to ask questions on Exam 1 that do not tie directly to material on this list but do fall into the required reading and/or other presentation materials for this section of the course. Introduction/Course Overview/Introductory Lecture – Disciplines contributing to Organizational Behavior – Three basic levels within the organization – Context of strategy – Cultural phenomena related to importance of OB – Derailers Strategy and Strategic Organizational Behavior – Human Relations movement – McGregor’s Theory X vs. Y – Strategic management overview – Strategy formulation (model, elements, etc.) – Strategy implementation (model, elements, etc.) – Linking strategy and human resource management – Strategic issues related to human resource management (e. g., mergers, acquisitions, offshoring, etc.) Organizational Culture and Socialization – Organizational culture (primary functions, etc.) – Values and culture – Espoused vs. enacted values – Ways to assess culture – Ways to change and influence culture – Person/culture fit concept and implications – Organizational socialization (definition, phases, etc.) – Socialization tactics Global Organizational Behavior – Societal culture influence on organizational behavior – Ethnocentrism and related issues – Hofstede’s model and dimensions – GLOBE model of cultural differences – Other cultural differences (high vs. low context, time orientation, etc.) – Expatriates (use, issues, success factors, reasons for failure, etc.) – Global leadership attributes Social Perception and Individual Differences – Social information processing model – Different types of rating biases, errors, etc. (e. g., self-serving bias, halo error, etc.) – Attribution theory (including the three factors/elements of the model, etc.) – Different types of rating biases, errors, etc. (e. g., self-serving bias, halo error, etc.) – Attribution theory (including the three factors/elements of the model, etc.) – Self-esteem, self-efficacy, learned helplessness, self-monitoring, etc. – “ Big 5″ personality dimensions model – Major mental abilities model (7 mental abilities) – Locus of control – Intelligence (IQ) – Emotional intelligence (EQ) (concept, model, model elements, etc.) – Emotional contagion – Myers-Briggs Type Indicator – Diversity vs. inclusion – Diversity model Recruiting, Interviewing and Selection – Recruiting and Retention – Different types of recruiters – Costs of poor selection – Selection systems – Broad understanding of the generic selection process – Reliability (test-retest reliability, split-half reliability, alternate/equivalent forms reliability) – Reliability coefficient – Validity coefficient – Content validity – Criterion-related validity (predictive validity, concurrent validity) – Generalizability (also known as validity generalization) – Utility – Legality – Selection methods (interviews, cognitive ability tests, personality inventories, biodata, physical abilities tests, work samples, drug/honesty tests, references) – Different classes of selection decision results (false positives, false negatives, etc.) – Interviewing and factors related to higher validity and reliability of interviewing – “ Three stories” of an interview – Interviewing techniques (competency-based, etc.) – Legal vs. illegal questions (and relatedness to the job in question) – Calibration meeting – Potential problems with internal interviewing