BMAL 500 Chapters 3 and 4

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emotional intelligence

1. Self-awareness 2. Self-management 3. Social awareness 4. Relationship management

Transgender

Applies to anyone whose gender identity or gender expression is different from sex at birth

Emotions

Are complex, relatively brief responses aimed at a particular target, such as a person, information, experience, or event. They also change psychological and/or physiological states

deep-level diversity

Are those that take time to emerge in interactions, such as attitudes, opinions, and values

Effect on counterproductive work behaviors (CWBs)

Emotional stability buffered or protected participants against stressors at work

Job Attitudes (Positive)

Humility Positive Core Self Evaluation High Self-Monitoring Big 5 Attributes

glass ceiling

Identifies an invisible but absolute barrier that prevents women from advancing to higher-level positions

self-efficacy

Is a persons belief about his or her chances of successfully accomplishing a specific task

Locus of control

Is a relatively stable personality characteristic that describes how much personal responsibility we take for our behavior and its consequences

diversity climate

Is a subcomponent of an organization's overall climate and is defined as the employees' aggregate "perceptions about the organization's diversity-related formal structure characteristics and informal values".

LGBT

Is a widely recognized acronym to represent lesbian, gay, bisexual, and transgender

proactive personality

Is an attribute of someone "relatively unconstrained by situational forces and who effects environmental change. Proactive people identify opportunities and act on them, show initiative, take action, and preserve until meaningful change occurs.

Affirmative Action

Is an intervention aimed at giving management a chance to correct an imbalance, injustice, mistake, or outright discrimination that occurred in the past

pratical intelligence

Is the ability to solve everyday problems by utilizing knowledge gained from experience in order to purposefully adapt to, shape, and select environments

Personality

Is the combination of stable physical, behavioral, and mental characteristics that gives individuals their unique identities

self-esteem

Is your general belief about your own self-worth

Discrimination

Occurs when employment decisions about an individual are based on reasons not associated with performance or related to the job

Job Attitudes (Negative)

Pride Low Emotional Stability Hypervigilence/ Impression Management Type A/ Workaholicism

core self-evaluation (CSEs)

Represents a broad personality trait comprising four positive individual traits: (1) self-efficacy, (2) self-esteem, (3) locus of control, and (4) emotional stability

Intelligence Error

Selective Perception and Stereotyping Halo Effect Contrast Effect

Perfection Error

Self-serving bias Fundamental attribution error

Big Five Personality Dimensions

Simplify more complex models of personality. The dimensions are extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

Demographics

The statistical measurements of populations and their qualities (such as age, race, gender, or income) over time

Individual differences (IDs)

are the many attributes, such as traits and behaviors, that describe each of us as a person

effect on organizational citizenship behaviors (OCBs)

as emotional stability increases, OCBs decrease

Distinctiveness

compares a person's behavior on one task with his or her behavior on other tasks

consensus

compares an individual's behavior with that of his or her peers

managing diversity

enables people to perform up to their maximum potential

Perception

is a cognitive process that enables us to interpret and understand our surroundings

sterotype

is an individuals set of beliefs about the characteristics or attributes of a group

emotional intelligence

is the ability to monitor your own emotions and those of others, to discriminate among them, and to use this information to guide your thinking and actions

Consistency

judges if the individual's performance on a given task is consistent over time

access-and-legitimacy perspective

on diversity is based in recognition that the organization's markets and constituencies are culturally diverse

emotion display norms

or rules that dictate which types of emotions are expected and appropriate for their members to show

internal locus of control

people who believe they control the events and consequences that affect their lives

On-ramping

programs encourage people to reenter the workforce after a temporary career break

Americans with Disabilities Act

prohibits discrimination against those with disabilities and requires organizations to reasonably accommodate an individual's disabilities

Fundamental attribution bias

reflects our tendency to attribute another person's behavior to his or her personal characteristics, rather than to situation factors

Psychological safety

reflects the extent to which people feel free to express their ideas and beliefs without fear of negative consequences

intelligence

represents an individual's capacity for constructive thinking, reasoning, and problem solving

implicit cognition

represents any thoughts or beliefs that are automatically activated from memory without our conscious awareness

self-serving bias

represents our tendency to take more personal responsibility for success than for failure

diversity

represents the multitude of individual differences and similarities that exist among people

casual attributions

suspected or inferred causes of behavior

emotional stability

tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure

surface level characteristics

those that are quickly apparent to interactants, such as race, gender, and age

external locus of control

those who believe their performance is the product of circumstances beyond their immediate control

internal factors

within a person (such as ability)

external factors

within the environment (such as a difficult task)

Underemployed

working at jobs that require less education than they have


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