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Employee involvement potentially improves both the decision-making quality and the
commitment of employees.
Contingencies such as size, technology, and environment do not necessarily determine
an organization's structure.
The emerging philosophy of positive organizational behavior directs the group's
attention away from its own problems and focuses participants on the group's potential
and positive elements.
The forces within a person affect that individual's motivation.
Moral sensitivity is the degree to which an issue demands the application of ethical
principles.
Drives are innate, universal, and are the "prime movers" of behavior because they
generate emotions, which put people in a state of readiness to act on their environment.
Work/life balance refers to minimizing conflict between work and non-work demands.
When employees work in non-routine and ambiguous situations, formal hierarchy is the
least time-consuming coordinating mechanism.
Financial incentives given to employees to stay with the organization usually reduces
continuance commitment.
Team rewards increase employee preferences for team-based work arrangements.
