Chapter 1 (10-11 questions): * How do we “know” what we know about OB? (7 questions) * OB: A field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. * Method of Experience: Holding firmly to a belief because it’s consistent with my experience and observations * Method of Intuition: Holding firmly to a belief because it “just stands to reason”---it seems obvious or self-evident * Method of Authority: Holding firmly to a belief because some respective official, agency, or source has said it is so. * Method of Science: Accepting some belief because scientific studies have tended to replicate that result using a series of samples, settings, and methods * Theory: A collection of assertions—both verbal and symbolic—that specify how and why variables are related, as well as the conditions in which they should (and should not) be related * Tells a story and supplies the familiar who, what, where, when, and why elements found in any newspaper or magazine article * Hypotheses: Written predictions that specify relationships between variables * Integrative model of OB (2 questions) * Building a conceptual argument (1 question) * Resource based view states that Rare and inimitable resources are drivers of resource value increase
Chapter 2 (12 questions):
Many organizations identify task performance behaviors by conducting a job analysis. * A list of the activities involved in a job is generated (through observation, interview, survey). * Each activity on this list is rated by “subject matter experts” according to things like the importance and frequency of the activity. * The activities that are rated highly in terms of their importance and frequency are retained and used to define