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The conflict model starts with the sources of conflict.
A manager believes in the philosophy of positive organizational behavior. His
self-fulfilling prophecies are likely to improve organizational performance.
In terms of cross-cultural values, people in the United States tend to have relatively
high individualism, middle to high achievement orientation, and medium to low power
distance.
Post-decisional justification causes decision makers to forget what decision they made.
The exit-voice-loyalty-neglect model states that some employees respond to their job
dissatisfaction by patiently waiting for the problem to work itself out or get resolved by
others.
Reality shock occurs when you perceive a discrepancy between your pre-employment
expectations and on-the-job reality.
A good match between an employee's competencies and his/her job requirements tends
to increase both job performance and the employee's well-being.
