Chapter 3

Attributions

Judgements about what caused a person's behavior- either characteristics of the person or of the situation

Organizational Commitment

Loyalty to and heavy involvement in one's organization.

Agreeableness

degree to which a person is able to get along with others by being good-natured, likable, cooperative, forgiving, understanding, and trust

Emotional Stability

degree to which a person is calm, enthusiastic, and self-confident rather than tense, depressed, moody, or insecure (neuroticism).

Conscientiousness

degree to which a person is focused on a few goals, thus behaving in ways that are responsible, dependable, persistent, and achievement oriented

Extraversion

degree to which a person is outgoing, sociable, assertive, and comfortable with the interpersonal relations (Other end of continuum=Introversion)

Big 5 Personality factors

1. Extraversion 2. Agreeableness 3. Conscientiousness 4. Emotional Stability 5. Openness to Experience

Job Satisfaction

A positive attitude toward ones job. Myth: Satisfied employees will do better work

4 Components of Emotional Intelligence: Relationship awareness

Ability to connect to others, build positive relationships, respond to the emotions of others, and influence others. -High Levels-> know how to listen and communicate clearly, and treat others with compassion and respect

4 Components of Emotional Intelligence: Self Management

Ability to control disruptive or harmful emotions and balance one;s moods so that worry, anxiety, fear, or anger do not cloud thinking

4 Components of Emotional Intelligence: Social awareness

Ability to understand others and practice empathy (being able to recognize what others are feeling without them needing to tell you) - High levels-> capable of understanding divergent points of view and interacting effectively with many different types of people.

4 Components of Emotional Intelligence: Self Awareness

Being aware of what you are feeling

High External Locus of Control

Believe events in their lives occur because of chance, uck, or outside people and events.

3 components of attitudes

Cognitive (thoughts)- includes the beliefs, opinions, and information the person has about the object of the attitude Affective (feeling)- person's emotions or feelings about the object of the attitude Behavioral- the person's InTeNtIoN to behave toward the object of the attitude in a certain way

Perception Process

Observe information via senses Screening the information and selecting what to process Organizing the selected data into patterns for interpretation and response

High Internal Locus of Control

People believe their own action influence what happens to them Feel in control of own fate

High Machs

Predisposed to being pragmatic, capable of lying to achieve personal goals, more likely to win in win-lose situations and more likely to persuade than be persuaded. - People good at sales

Perceptual Selectivity

Process by which individuals screen and select the various objects and stimuli that vie for their attention.

4 Components of Emotional Intelligence:

Self Awareness Self Management Social Awareness Relationship awareness (Teachable)

Problem Solving Styles

Sensation-type people: would rather work with known facts and hard data and prefer routine and order in gathering information Intuitive-type people: would rather look for possibilities than work with facts and prefer solving new problems and using abstract concepts

Recency

Sensory data that occurs toward the end of an event

Stereotyping

Tendency to assign an individual to a group or broad category and then to attribute widely held generalizations about the group to the individual.

Machiavellianism

Tendency to direct much of one's behavior toward the acquisition of power and the manipulation of the other personal gain.

Attitude

an evaluation (+ and -) that predisposes a person to act in a certain way

Halo Effect

an overall favorable impression of a person or situation based on one characteristic (opposite is the horn effect) - Blinds the perceiver to the other characteristics that should be used to generating a more complete assessment.

Authoritarianism

belief that power and status differences should exist within the organization

Openness to experience

degree to which a person has a broad range of interests and is imaginative, creative, artistically sensitive, and willing to consider new ideas.

Perceptual Distortions

errors in perceptual judgment that arise from inaccuracies in any part of the perceptual process

Personal Job fit

extent to which a person's ability to personality match the requirements of a job

Person-environment fit

looks not only at whether the person and job are suited to one another but also at how well the individual will fit in the overall organizational environment

internal Attributions

says Characteristics of the person led to the behavior

External Attribution

says something about the Situation caused the person's behavior

Primacy

sensory data that occurs toward the beginning of an event

Personality

set of characteristics that underlie a relatively stable pattern of behavior in response to ideas, objects, or people in the environment

high authoritarianism

tend to be concerned with power and toughness, obey recognized authority above them, stick to conventional values, and critically judge others.

Self-serving bias

tendency to overestimate the contribution of internal factors to one's successes and the contribution of external factors to one's failures

Locus of control

tendency to place the primary responsibility for one's success or failure either within themselves (internally) or on outside forces (externally)

Fundamental attribution error

tendency to underestimate the influence of external factors on another's behavior and to overestimate the influence of internal factors

Perception

the cognitive process people use to make sense out of the environment by selecting, organizing, and interpreting information from the environment.