Organizational Behavior- Chapter 3

Naturalist intelligence is A. the potential to live in harmony with one's environment. B. the potential for deductive reasoning, problem analysis, and mathematical calculation. C. the same as intrapersonal intelligence. D. the potential to use mind and body to coordinate physical movement. E. the potential to recognize and use patterns.

A

Nora wants to be a buyer for Marstons Stores. She knows that they are looking for outgoing, social people. She purposely tries to present herself as an extrovert on the personality test that she takes even though she is shy and retiring. What is the likely result of this? A. Nora might get the job, but find she is unhappy in the role. B. Nora will not get the job. It is impossible to "fake" your personality on a test. C. Nora will get the job. The test is simply pro forma and no one looks at the results. D. The test will show that Nora is unstable. E. The test will flag Nora as someone who is not truthful and should not be hired by the company.

A

Anita is an introvert and finds it hard to take control of a meeting. Based on her hard work and strong results, she has been promoted to team leader. What steps can Anita take to be effective her new position?

Anita can benefit from the advice of Russ Fujioka, president of the Americas for cloud accounting company Xero. He is a self-proclaimed and successful introvert and suggests: " Be self-aware. Be aware that introverts can be perceived as disinterested or aloof when they seem less engaged in conversations and social interactions. They may or may not be disinterested, of course, but they are more likely to show it if they are. And in business situations, they must make the effort necessary to appear interested and force themselves to be engaged. " Calibrate your intensity. When engaging others, especially groups of people or teams at work, try to push your personal intensity level to 10 on a 10-point scale. If you feel your volume, body language, and interactions are maxed out, realize that if you were an extrovert you'd probably be playing at only 7 instead of 10. Your perception of intense and loud is lower than what others will perceive. " Play to your strengths. Because engaging others is typically quite draining for introverts, it is a good idea to talk about and stick to topics you personally know and care about. This will make you naturally more energized and comfortable. " Get team practice. Join a team. Whether you join a recreational sports team or a club of some sort, being a member will help you practice and get comfortable with interacting with others. If it is a non-work team, the pressure and stress of work won't be part of the experience, making it easier to engage.

At ABC Inc., each employee is required to evaluate himself or herself as part of preparation to meet with his or her manager for the annual employee performance review. As part of this, Daneesha prepared a thoughtful and comprehensive list of her strengths and weaknesses. What competence does this display? A. proactive personality B. self-awareness C. self-management D. agreeableness E. extraversion

B

By ___________, a person can develop self-awareness. A. displaying honesty and integrity B. knowing his or her own strengths and limits C. being ready to seize opportunities D. keeping up with organizational politics E. wielding a range of tactics for persuasion

B

In __________, the relationship between self-esteem and life satisfaction is significantly stronger. A. men rather than in women B. individualistic rather than collectivist cultures C. older people rather than younger D. women rather than in men E. only the United States

B

Managers should attempt to raise subordinates' self-efficacy by all of the following except A. guided experiences, mentoring, and role modeling. B. creating routine jobs that are boring but easy to perform. C. giving positive feedback. D. matching goal difficulty to each employee's self-efficacy. E. providing self-management training.

B

Marisa is the office manager in a small company. Her employees find that they can often come late to work and leave early, and Marisa will cover their work for them. Marisa is likely to score A. high on extraversion. B. high on agreeableness. C. low on conscientiousness. D. low on emotional stability. E. low on openness to experience.

B

Petra made a large mistake on a report she submitted to her boss, and it ended up costing the company a significant amount of money. When asked why this had occurred, she blamed one of her coworkers for giving her erroneous information for the report. Petra is expressing A. low agreeableness. B. an external locus of control. C. organizational citizenship behavior. D. counterproductive work behavior. E. low emotional stability.

B

Proactivity has been shown to be related to all of the following except A. social networking. B. intelligence. C. performance. D. satisfaction. E. affective organizational commitment.

B

Sandra has a new assignment. She is confident that she can successfully complete the task. This is an example of A. core self-evaluation. B. self-efficacy. C. self-esteem. D. self-expectation. E. self-expectancy.

B

Francis interviews two candidates for an administrative assistant position that will require a fair amount of project management. The first candidate is enthusiastic and states that she can "do anything she sets her mind to." She shows up for the interview without a résumé because she knows she will be selected for the position. The second candidate is more reserved but offers Francis his résumé and a portfolio. He explains that in his last position he managed several projects and kept them on track. Which of the following would be the main reason for Francis to hire the second applicant? A. applicant's attitude B. applicant's emotional makeup C. applicant's cognitive abilities D. the self-esteem of the applicant

C

Josephine scored very high on the Scholastic Aptitude Test (SAT) on all three parts. She is likely to possess high ________ intelligence. A. naturalist B. practical C. logical-mathematical D. musical E. bodily-kinesthetic

C

Martha worked for a marketing company with a casual atmosphere and informal culture. The company declared bankruptcy. Martha can't wait to find a similar position. In the past, she worked for companies with a more traditional and formal structure. She now has a new job in a bank. Martha dresses differently, puts in longer hours, and studies at home to better understand the bank's services. She is exhibiting _______ intelligence. A. multiple B. cognitive C. practical D. spatial E. bodily-kinesthetic

C

Nathan is dependable, responsible, and achievement-oriented, while Martin is relaxed and unworried. Nathan is likely to score high on A. openness to experience. B. introversion. C. conscientiousness. D. internal locus of control. E. agreeableness.

C

Pietro has a bachelor's degree in management. He comes from a middle-class background; his father worked in lower management for his entire career. Pietro wants a different life than his father's. He has saved his money, and he's always been lucky. Pietro might be a(n) A. project manager. B. professor. C. entrepreneur. D. financial planner. E. investor.

C

Inez wants to join an international humanitarian group. The group is comprised of people from many different backgrounds and nationalities. Since it's important to establish the group as a functional unit, all members will submit a CSE as part of the selection process.

Core self-evaluations (CSEs) represent a broad personality trait comprised of four narrower and positive individual traits: generalized self-efficacy, self-esteem, locus of control, and emotional stability. Self-efficacy is a person's belief about his or her chances of successfully accomplishing a specific task. Self-esteem is a person's general belief about his or her own self-worth. Locus of control is a relatively stable personality characteristic that describes how much personal responsibility someone will take for his or her behavior and its consequences. People tend to attribute the causes of their behavior primarily to either themselves (internal locus of control) or environmental factors (external locus of control). People with high levels of emotional stability tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure. A leader can use CSEs in member selection and training of the components of CSE. Self-efficacy is relatively more flexible and thus can be enhanced.

Core self-evaluations represent a broad personality trait comprised of all of the following except A. emotional stability. B. generalized self-efficacy. C. locus of control. D. proactivity. E. self-esteem.

D

Halfway through the semester, Samuel quit doing assignments for and going to his advanced accounting class. He attributes this to his poor performance on the first two tests, as well as his lack of talent for accounting; he feels he will do much better as a management major. Samuel is likely to be experiencing A. low self-esteem. B. low emotional stability. C. an external locus of control. D. low self-efficacy for accounting. E. low emotional intelligence.

D

Klaus works in a very stressful job, but maintains his "cool" even in the worst times. This represents the ________ dimension. A. extraversion B. agreeableness C. conscientiousness D. emotional stability E. openness to experience

D

People who are high on openness to experience are likely to demonstrate A. cooperation and soft-heartedness. B. a lack of worry. C. an outgoing and sociable orientation. D. curiosity and broad-mindedness. E. an achievement orientation.

D

People with moderate emotional stability __________ than people with low emotional stability. A. tend to be more pessimistic B. experience more negative emotions C. earn lower salaries D. tend to perform more OCBs E. tend to perform more CWBs

D

____________ is associated with entrepreneurialism. A. Introversion B. Spatial intelligence C. Openness to experience D. Proactivity E. Emotional stability

D

Continuance Commitment

Desire to stay because of awareness of cost w/ leaving (need)

Bill, who has an internal locus of control, failed his last history test. Which of the following is he likely to say? A. The test was poorly constructed. B. I'm going to complain to the dean of the college. C. I'll never pass this course. D. Professor Smith didn't prepare us for this test. E. I didn't study hard enough for this test.

E

Keyshawn is a player on a professional football team. Because of this, his plays every week are scrutinized by fans and media, as well as his own coaches. Sometimes, their comments are very negative and even personal. Keyshawn will handle this better if he has a high level of _________ intelligence. A. naturalist B. bodily-kinesthetic C. spatial D. interpersonal E. intrapersonal

E

People with an internal locus of control A. have lower work motivation. B. earn lower salaries. C. tend to be more anxious. D. derive less job satisfaction from performance. E. have stronger expectations that effort leads to performance.

E

Roberto is a manager at XYZ Corporation. Every day, he eats lunch in the company cafeteria so he can learn the latest news and rumors. Roberto is exhibiting his A. relationship management. B. self-awareness. C. self-disclosure. D. extraversion. E. social awareness.

E

Tony has a high CSE. He is not likely to experience A. better adjustment to international assignments. B. organizational citizenship behaviors. C. life satisfaction. D. reduced conflict. E. higher levels of stress.

E

Which of the following is the least fixed of a person's individual differences? A. attitudes B. intelligence C. cognitive abilities D. self-esteem E. emotions

E

_______ is the personality trait with the strongest positive relationship with job performance. A. Extraversion B. Emotional stability C. Proactivity D. Agreeableness E. Conscientiousness

E

________ intelligence will be most closely related to a performance on tests like the Scholastic Aptitude Test and the Graduate Management Admissions Test. A. Naturalist B. Interpersonal C. Intrapersonal D. Spatial E. Logical-mathematical

E

_______ is reflected in this statement: "I feel I am a person of worth, as good as other people." A. High self-efficacy B. Low core self-evaluation C. High emotional intelligence D. High self-identification E. High self-esteem

E`

Quantum Force wants to hire EI First to provide emotional intelligence products and services. Several members of the board of directors are reluctant to employ these services. They dispute the benefits of emotional intelligence and its relationship to job performance and leadership. You are responsible for making a presentation to the board of directors to address this reluctance. How would you define emotional intelligence and describe the benefits to Quantum Force?

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 one's thinking and actions. Emotional intelligence (EI) is a mixture of personality and emotions and has four key components: self-awareness, self-management, social awareness, and relationship management. While research results are mixed, EI has implications for job performance and leadership. EI has been linked to higher sales and greater customer retention for both real estate and insurance sales representatives. EI was positively related to leadership emergence, behavior, and effectiveness. EI was not clearly related to job performance, satisfaction, and other outcomes.

You volunteer for Campus Social, a group that sets up events for incoming students to help them acclimate to the campus culture. This is your third year and you expected to be appointed student header. The dean informs you that someone else has been chosen to lead the group. Describe your emotions. Then explain what steps you might take to deal with these feelings.

Emotions are complex, relatively brief responses aimed at a particular target, such as a person (in this case, the dean), information (in this case, that you will not be student leader), experience, event or nonevent. They also change psychological and/or physiological states. Emotions can be thought of in terms of goals. Negative emotions are triggered by frustration and failure when pursuing one's goals, and are said to be goal incongruent. You might feel disappointed and/or angry (felt emotion). You might keep your feelings to yourself or you might begin to cry. Both reactions are instances of displayed emotions. It's just that in the first case you are choosing not to show emotion, which means your display is "no emotion." Your display can affect the outcomes, in this case the dean's reactions. Emotions also motivate your behavior and are an important means for communicating with others.

The ability to monitor one's own and others' feelings, to discriminate among them, and to use this information to guide one's thinking and actions is known as emotional stability.

FALSE

When hiring people, the best thing a manager can do is to find someone like himself or herself and make sure the person "fits" into his or her stereotype of a good worker.

FALSE

Discuss the good and bad of anger at work. Are there benefits to anger? Explain your answer.

Growing research evidence supports the undesirable outcomes from negative emotions that we all suspect. Negative emotions due to organizational change, for example, are linked to more sick time used and employee turnover. Customers' negative emotional displays have been shown to negatively affect employee job performance. On the other hand, expressing anger sometimes can actually solve a problem. A message that is communicated can lead to a better understanding. Displays of anger are more likely to be beneficial if they are directed at organizational issues and problems, which is perceived more constructively, than at individuals.

David Waynescott is a highly successful lawyer who specializes in class action suits against pharmaceutical companies. Think about Gardner's theory of multiple intelligences. Profile the intelligences that Waynescott probably possesses and describe how each makes him excel at his job.

Howard Gardner, in his theory of multiple intelligences, describes eight different intelligences-linguistic, logical, musical, kinesthetic, spatial, interpersonal, intrapersonal, and naturalist. Linguistic intelligence is the potential to learn and use spoken and written languages (e.g., someone who is multilingual). Logical-mathematical intelligence is the potential for deductive reasoning, problem analysis, and mathematical calculation (e.g., college entrance exams). Musical intelligence is the potential to appreciate, compose, and perform music (e.g., Tony MacAlpine, guitar virtuoso). Bodily-kinesthetic intelligence is the potential to use mind and body to coordinate physical movement (e.g., LeBron James). Spatial intelligence is the potential to recognize and use patterns (e.g., fighter pilots). Interpersonal intelligence is the potential to understand, connect with, and effectively work with others (e.g., Jeff Bezos). Intrapersonal intelligence is the potential to understand and regulate oneself. Naturalist intelligence is the potential to live in harmony with one's environment. Waynescott probably has high linguistic, intrapersonal, and interpersonal intelligences. He may also possess logical-mathematical intelligence in terms of his deductive-reasoning abilities.

FPS is a small firm that provides services to publishers using a team of freelancers. The president, Marsha, is a big-picture, conceptual, strategy-type person. She has a strong personality and makes decisions quickly. Claire, the vice president, is charged with implementing decisions and getting the projects done on time, within budget, and to the clients' satisfaction. She is more of the office "mother figure." FPS needs to expand. Marsha wants to add a person to help her strategize; Claire needs assistance with managing the increased project load. Claire is worried about: " keeping up with the projects. " keeping the freelancers happy. " the reputation of FPS should she fall behind. Marsha is getting increasingly aggravated that Claire doesn't see the big picture. Claire is getting more and more stressed out. She falls ill and has to miss a week of work. Marsha's response is to tell the office manager that she'll have to manage the freelance team until Claire comes back. The office manager has no project experience. Now, two projects are late, and the freelancers have started to call Marsha to complain that they aren't getting the assistance they need. When Claire returns, Marsha asks her to "make things right" with the clients and freelancers. She wants Claire to say that her illness caused the delays. Using the 3-Step Problem-Solving Approach and the Organizing Framework, how can FPS resolve this issue and expand in the best way?

Remember, you need to: Step 1. Define the problem: What is the problem here? Where are the gaps? Step 2. Identify causes of the problem: What are the person and situation factors involved? How important is personality here? Are there process issues as well? What about emotions and group dynamics? Step 3. Make recommendations: How can FPS move forward with a cohesive team?

Meg (born and raised in Connecticut) is working with Namuto (born and raised in Tokyo) on a project for their OB class. Meg knows she can create a successful presentation, but she's concerned that (1) Namuto seems to defer all decisions to her, and (2) Namuto immediately backs down on suggestions if Meg disagrees. Does this mean that Meg has higher self-esteem than Namuto? If so, how can Namuto develop higher self-esteem?

Some have argued that self-esteem is largely a Western or even an American concept. To address this allegation, researchers surveyed more than 13,000 students from 31 countries. They found that self-esteem and life satisfaction were moderately related on a global basis. However, the relationship was stronger in individualistic cultures (United States, Canada, New Zealand, and the Netherlands) than in collectivist cultures (Korea, Kenya, and Japan). The likely reason is that individualistic cultures socialize people to focus more on themselves and value their own attributes and contributions, compared to people in collectivist cultures who "are socialized to fit into the community and to do their duty" (value the group more than oneself). Self-esteem is your general belief about your own self-worth. Self-efficacy beliefs are deep convictions supported by experience versus being simply confident (high self-esteem). If Namuto needs to build her self-esteem, she needs to analyze the desirable characteristics she possesses.

Benny has the ability to learn and use spoken and written languages. He shows linguistic intelligence.

TRUE

More than one type of "personality" can define a successful manager. Let's look at two managers at Control Data Inc. Alice is a hands-on manager who prefers to use a team approach to build consensus on department decisions. Carol, on the other hand, is more dictatorial. She does not like casual conversations and prefers to make decisions based on reports that she has received. Both managers are successful in terms of profitability for the company. Describe the personality traits that each manager might possess. Who would you rather work for and why?

We use the Big Five Personality Dimensions to define personality. The dimensions are extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience, as shown in Table 3.2. Alice might score higher on extraversion, agreeableness, and openness to experience. Clearly, both are conscientious. Personality alone does not determine the success of a manager.

benefits of high emotional intelligence

-Better social relationships -Well-being -Satisfaction across ages and contexts -Perceived more positively by coworkers -More effective as sellers (not buyers) in negotiation -Higher sales -Greater customer retention -rated positively by subordinated -NOT clearly related to job performance, satisfaction and other outcomes

properties of deliberate practice

1. Designed to improve performance 2. Can be repeated a lot. 3. Provides feedback on a regular basis. 4. Is highly demanding mentally. 5. Isn't much fun

Components of core self-evaluations

1. Generalized Self-Efficacy 2. Self-Esteem 3. Locus of Control 4. Emotional Stability

Johan does well at work because he is able to think constructively, reason, and problem solve. Johan is exhibiting A. intelligence. B. emotions. C. attitude. D. self-esteem. E. self-efficacy

A

Owen leads a team tasked with developing a client tracking system. He is nervous and worried, afraid that if this assignment doesn't go well, he won't be promoted. Jack, a team member, is relaxed, unworried, and secure in the feeling that they have all the necessary resources and talents to make this work. Jack is likely to score high on A. emotional stability. B. introversion. C. conscientiousness. D. internal locus of control. E. agreeableness.

A

People with high _________ see themselves as capable and effective. A. core self-evaluations B. emotional intelligence C. introversion D. extraversion E. openness to experience

A

Vanessa receives her evaluation. Her supervisor gives her high marks in __________, noting that Vanessa is especially strong in self-awareness and self management. A. personal competence B. subjective well-being C. self-efficacy D. cognitive ability E. emotional stability

A

Which of the following is not one of the basic dimensions of the Big Five personality dimensions? A. emotional intelligence B. extraversion C. openness to experience D. conscientiousness E. agreeableness

A

Withdrawal Behavior

Actions employee perform to avoid work situations

Utilitarian (Attitudes)

Attitude changes whether object provides benefits or doesn't

______ is the combination of stable physical, behavioral, and mental characteristics that gives individuals their unique identity. A. Intelligence B. Personality C. A person's value profile D. Self-efficacy E. Self-esteem

B

People who are outgoing, talkative, sociable, and assertive are likely to score high on A. emotional stability. B. agreeableness. C. extraversion. D. openness to experience. E. conscientiousness.

C

Which of the following is not an element of emotional intelligence? A. self-awareness B. social awareness C. relationship management D. emotional stability E. self-management

D

James believes the best thing he can do is hire based on A. who has high self-esteem. B. who has an internal locus of control. C. who has high emotional stability. D. who has high self-efficacy. E. using CSE as one broad personality characteristic.

E

Katherine does especially well in her language courses, but struggles in chemistry. She has ______ intelligence. A. spatial B. naturalist C. intrapersonal D. bodily-kinesthetic E. linguistic

E

Personal competence with the capability: Self-Management

Emotional self-control Transparency Adaptability Achievement Initiative Optimism

Nationality

Global managers need to de-emphasize self-esteem wen doing business in a collectivist culture since the focus is on community rather than self.

Characteristics of a person with low self-efficacy

Has low commitment Focuses on personal deficiencies Thinks of excuses for failing Avoids difficult tasks

Stars

High commitment, High performance (seen as role models)

Citizens

High commitment, Low performance (perform extra voluntary roles)

Social competence with the capability: Relationship Management

Inspirational leadership Influence Developing others Change catalyst Conflict management Building bonds Teamwork and collaboration

Employees w/ Affective Commitment engage in

Interpersonal and Organizational Citizenship Behaviors

Application of self-efficacy at work

Job design: Complex, challenging, and autonomous jobs that tend to enhance perceived self-efficacy. Boring, tedious jobs generally do the opposite. Training and Development: Employees' self-efficacy expectations for key tasks can be improved through guided experiences, mentoring and role modeling. Self-Management: Systematic self-management training involves enhancement of self-efficacy expectations. Goal Setting: Goal difficulty needs to match the individual's perceived self-efficacy. As self-efficacy and performance improve, goals and quality standards can be made more challenging. Creativity: Supportive managerial actions can enhance the strong linkage between self-efficacy beliefs and workplace creativity. Coaching: Those with low self-efficacy and employees victimized by learned helplessness need lots of constructive pointers and positive feedback. Leadership: Leadership talent surfaces when top management gives high self-efficacy managers a chance to prove themselves under pressure.

Embeddedness Senses

Links- With the people around you Fit- Fit in with the job/with community Sacrifice- Lossing retirement/Relationship

Gender

Men and women differ very little when it comes to self esteem.

Apathetics are most likely to respond with

Neglect

Type of Intelligence: Spatial

Potential to recognize and use patterns

Psychological Contracts are shaped by

Recruitment and socialization

Embeddedness

Summarizes links to: Organization, Community, Sense of fit, What would have to sacrifice

Alana has a capacity for constructive thinking, reasoning, and problem solving. She exhibits intelligence.

TRUE

Psychological Withdrawal

What provides a mental escape

Physical Withdrawal

What provides a physical escape

Two particular qualities of deliberate practice that most people overlook are ___ and ___.

feedback difficulty

People with an external locus of control

feel that their success is explained by environmental factors

Emotional intelligence has been shown to

have little power to drive performance

The broad category that collectively describes the vast number of attributes that describe us as people is referred to as ___ ___.

individual differences

Personality dimension: Openness to experience

intellectual imaginative curious broad-minded

Stable over time and difficult to change

intelligence mental abilities

A ___ concepts perspective enable you to more precisely describe individuals.

narrow

The combination of stable physical, behavioral and mental characteristics that give individuals their unique identities is called:

personality

To be an effective manager, a person should

precisely define personality

It is very common for entrepreneurs to exemplify

proactive personality type

A demanding, ___ and assisted program to improve one's performance is a deliberate practice.

repetitive

The emotion of anger is uausally

retrospection or "backward-looking"

How people feel about their chances of doing something successfully is known as

self-efficacy

A person's general belief about his or her own self-worth is:

self-esteem

A person's definition of ___ depends on his or her own history, expectations, goals, dreams and opportunities.

success

Practice is key over simply possessing a ____.

talent

Negative Emotion: Response: Rejected

1. Do you actually respect the opinion of the person rejecting you? If the comment came from an idiot, someone you don't respect, the comment may actually be a backhanded compliment. 2. If you do respect the person, then you may want to clarify by asking: "The other day you said ___ and I felt hurt. Can you clarify what happened?"

Negative Emotion: Response: Angry

1. Get some distance from the situation to avoid blowing your own top in the heat of the moment. 2. Once you calm down, then precisely pinpoint the reason you are angry. In most cases it is because somebody violated a rule or standard that is deeply important to you. 3. Then find a a way to communicate the very importance of the rule or standard to the person so it doesn't happen again.

elements of emotional intelligence

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

Big Five Personality Dimensions

1. extraversion 2. agreeableness 3. conscientiousness 4. emotional stability 5. openness to experience

Vivek and Warren are working on an assignment for their marketing class. Warren finishes his part of the assignment; Vivek doesn't. Vivek apologizes because he took an extra shift at work and didn't give the assignment the priority it needed. He promises Warren he will stay home tonight and finish his work. What personality characteristic does this show? A. locus of control B. emotional stability C. self-efficacy D. self-esteem E. core self-evaluation

A

Voice

Active, Constructive (individual attempts to improve situation)

Exit

Active, Destructive (restricting organizational membership)

Life-Span

After age 30 self esteem remains relatively constant

Expatriates

American employees staffing foreign offices

The part of CSE that can best be enhanced because it is most flexible is A. self-esteem. B. self-efficacy. C. locus of control. D. emotional stability. E. intelligence.

B

Symptoms of Psychological Withdrawal

Daydreaming, Socializing, Looking busy, moonlighting, cyberloafing)

External locus of control

Demonstrate less motivation for performance when offered valued rewards Earn lower salaries and smaller salary increases Tend to be more anxious

Personality dimension: Conscientiousness

Dependable responsible achievement oriented persistent

Organizational Commitment

Desire of employee to remain member of organization

Personal Competence with the capability: Self-Awareness

Emotional self-awareness Accurate self-assessment Self-confidence

Social Competence with the capability: Social Awareness

Empathy Organizational awareness Service

Transactional Contracts

Employee owes attendance/protection of organization Organization owes pay/advancement

Relational Contracts

Employee owes loyalty/above and beyond Organization owes security/support

Carl has a high self-efficacy belief. He is not likely to work hard in preparation for challenges because he is confident he can succeed.

FALSE

Dawn is a manager at a big box store. One of her employees, Edward, appears to have low self-efficacy. To help him, Dawn should set a very challenging sales goal.

FALSE

Openness to experience refers to a person being trusting and good-natured.

FALSE

Organizations should use selection based on attitudes and emotions to choose which employees to hire.

FALSE

Practical intelligence is very similar to logical-mathematical intelligence.

FALSE

True or false: We have less control over what we do than what we are

False

What is "emotional stability"? How is emotional stability related to variables that are important for managers?

Individuals with high levels of emotional stability tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure. Employees with high levels of emotional stability have been found to have higher job performance, perform more organizational citizenship behaviors, and exhibit fewer counterproductive work behaviors.

self-efficacy

It intends to manifest itself in actual performance. It can be increased It involves a person's beliefs about personal success.

Define "locus of control," and describe what it means to have an "internal" and "external" locus of control. Give an example of each from your own experiences in school or work.

Locus of control is a relatively stable personality characteristic that describes how much personal responsibility you take for your behavior and its consequences. People who believe they control the events and consequences that affect their lives are said to possess an internal locus of control. Those who believe their performance is the product of circumstances beyond their immediate control possess an external locus of control. Students will give an example of each from their own experience.

CSEs are related to reduced conflict and lower stress.

TRUE

Symptoms of Physical Withdrawal

Tardiness, Long breaks, Missing meetings, Absenteeism, Quitting

Core self-evaluation in a managerial role

The training power of core self-evaluations is limited because of the fixed nature of the traits. Self-efficacy is more flexible to use in training than the other traits. Using core self-evaluation as one characteristic works better than using 4 traits.

When evaluating core self evaluations

The whole is greater than the sum of the parts

Negative Emotion: Response: Frustrated

This happens at work when results don't meet your expectations, given the amount of time and energy you've applied. The goal is often achievable, but progress is slow. 1. First, reassess your plan and behavior. 2. Do they need modification? If no, then perhaps you simply need to be patient.

True or False: personal achievements and praise tend to bolster one's self-esteem

True

True or false: At a certain level emotional stability becomes problematic

True

Cyberloafing

Using internet for personal enjoyment and not work

Moonlighting

Using work resources for non-work related activities

Stars are most likely to respond with

Voice

Progressive Model

Withdrawal behaviors are + Correlated (doing one behavior leads to more likely chance of another behavior)

Compensatory Forms Model

Withdrawal behaviors are - Correlated (doing one behavior leads to less likely chance of another behavior)

Flexible and altered more easily

attitudes emotions

It is believed that intelligence increases due to a combination of which factors?

better schooling improved socioeconomic status healthier nutrition more technologically complex society

A ___ concepts perspective to personality allows you to more effectively predict behavior.

broader

Research has concluded that which personality traits have a strong impact on performance?

conscientiousness Extroversion

Research has concluded that which personality traits have a strong impact on performance

conscientiousness extroversion

Emotion display norms in an organization

determine which emotions members can show in various situations.

high levels of emotional stability

higher job performance perform more organizational citizenship behaviors (OCBs-going above and beyond one's job responsibilities) exhibit fewer counterproductive work behaviors (CWBs-undermining your own or others' work)

People who believe they control the events and consequences that affect their lives are said to possess

internal locus of control

Being a manager with a proactive personality

is advantageous

core self-evaluations have a desirable effect upon

job performance job and life satisfaction motivation organizational citizenship behaviors better adjustment to international assignments reduced conflict lower stress

high levels of emotional stability

lead to reduced organizational citizenship behaviors. prevent counterproductive work behavior up to a point. can lead people to lose sight of larger objectives.

Ways to improve your Luck

listen to your hunches expect to be lucky no matter how bad the situation turn your bad luck into good fortune be active and involved

A relatively stable personality characteristic that describes how much personal responsibility you take for your behavior and its consequences is:

locus of control

People with proactive personalities

make efforts to change and improve things around them.

Sternberg applied what he called "practical intelligence" to leadership by using an aspect of intelligence referred to by Gardener as

naturalist intelligence

Personality dimension: Extroversion

outgoing talkative sociable assertive

Managers are likely to be able to influence ___ by implementing policies that positively impact self-evaluations, attitudes and emotions.

performance and job satisfaction

Personality tests are not a valid predictor of performance because:

test-takers do not describe themselves accurately

practical intelligence

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

It is believed that awareness of multiple intelligence's should play an important role in

training performance employee selection

Personality dimension: Agreeableness

trusting good-natured cooperative softhearted

Negative Emotion: Response: Fearful

1. Step back and try to see the situation objectively. 2. Ask yourself: "Is my business or career truly at risk?" If not, then you may just be feeling nervous and excited rather than fearful.

Giovanni is expressing ________ when he says, "I can run a mile in under five minutes." A. a high self-efficacy B. high self-esteem C. a high self-expectation D. his core self-evaluation E. an external locus of control

A

ways to improve self esteem

Apply yourself to things important to you Think of desirable characteristics possessed by yourself. Perform at a high level

Practical implications of multiple intelligence

Applying one's intelligence is the key to its value It is important to identify intelligence's relevant to a job during the selection process Employees can be developed in areas of need based on intelligence It explains how a child can score poorly in an IQ test and yet be gifted in one or more ways

Benefits of high emotional intelligence

At work: hiring, promotion, leadership Mental/Physical Health Relationships

Value-Epression (Attitudes)

Attitude changes on the way you want to or don't want to live your life

Knowledge (Attitudes)

Attitude changes whether you are an expert on it

Ego-Defense (Attitudes)

Attitudes are determined by your self and subconscious (difficult to change)

Social-Adjustive (Attitudes)

Attitudes are influenced by social norms of a culture

Emotions

Change psychological and /or physiological states. Can motivate your behavior Are important means for communicating with others.

Which behaviors have been shown by research to improve intelligence?

Constructive thinking Reasoning problem solving

2 Ways to Create Normative Commitment Obligations

Create feeling of debt w/ employee & Be a charitable organization

Affective Commitment

Desire to stay due to emotional attachment to org (want)

Normative Commitment

Desire to stay out of obligation (ought)

Internal Locus of control

Display greater work motivation Have stronger expectations that effort leads to performance Exhibit higher performance on tasks involving learning or problem solving, when performance leads to valued rewards Derive more job satisfaction from performance.

Psychological Contracts

Employees beliefs based on what they owe and what the organizations owe them

Erosion Model

Employees w/ few emotional bond are more likely to quit

Social Influence Model

Employees w/ links to "leaver" are likely to leave themselves

Negative Emotion: Response: Inadequate

Even those with the highest self-esteem feel they don't measure up at times.

Lone Wolves are most likely to respond with

Exit

Lone Wolves

Low commitment, High performance (achieve goals for themselves, not company)

Apathetics

Low commitment, Low performance (minimum effort to keep job)

Citizens are most likely to respond with

Loyalty

Search for employees with the right personality type

Managers SHOULD use the contingency approach to hiring. There is no ideal personality profile. Employers should try to find a fit for an employee's personality. One personality does not fit all jobs.

Employees w/ Continuance Commitment don't engage in

No Interpersonal and Organizational Citizenship Behavior

Loyalty

Passive, Constructive (maintain your public support but individually hope for improvement)

Neglect

Passive, Destructive (interest/effort for job declines)

Emotion to response to achievement in your education

Positive: Meeting the goal of graduating on time and doing it with honors. Negative: Frustration or failure to graduate on time. Mixed: Not graduating on time, but being offered a great job when you do.

benefits of high emotional intelligence

Positively viewed by subordinates Greater level of sales Increased customer retention At work: hiring, promotion, leadership Mental/Physical Health Better Social Relationships, well being and satisfaction across ages and contexts

Type of Intelligence: Logical

Potential for deductive reasoning, problem analysis, and mathematical calculation.

Type of Intelligence: Musical

Potential to appreciate, compose, and perform music.

Type of Intelligence: Linguistic

Potential to learn and use spoken and written languages.

Type of Intelligence: Naturalistic

Potential to live in harmony with one's environment

Type of Intelligence: Intrapersonal

Potential to understand and regulate oneself.

Type of Intelligence: Interpersonal

Potential to understand, connect with and effectively work with others.

Type of Intelligence: Bodily-kinesthetic

Potential to use mind and body to coordinate physical movement

Survivor Syndrome

Reduces emotion attachment & loyalty to organization due to downsizing

Personality dimension: Emotional Stability

Relaxed Secure Unworried

Negative Emotion: Response: Stressed

Time constraints are a major source of stress. To many commitments, to little time. 1. You therefore need to prioritize! 2. Do what is important rather than what is urgent. Fox example, most e-mail is urgent but not important.

True or False: A person's scores on the Big Five profile are as unique as fingerprint.

True

True or False: Intelligence and mental abilities are related to performance.

True

Independent Forms Model

Withdrawal behaviors are uncorrelated

Effective management requires

a precise, scientific approach to understanding personality when hiring employees.

Personality testing at the workplace

should be scientifically proven to work for its intended use

People with high emotional stability

tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure. have been found to have higher job performance, perform more organizational citizenship behaviors (OCBs) and exhibit fewer counter productive work behaviors.

Terrance applies for a job at Jos Smith & Co. He prepares for the interview and expects some form of personality testing. Instead, after the interview, he is given a computer game to play. What does this represent? A. The game will measure Terrence's top five dimensions of personality. B. The game will assess Terrence's cognitive abilities and thought processes. C. The game is designed to measure Terrence's response rate. D. The game is meant to relax Terrence and will be followed by the standard multiple choice personality test. E. The game will measure Terrence's computer skills.

B

John hasn't started working on his term paper. He wants to do well in the course, but he's struggling with how to identify a solid topic and start an outline. Most of the other students appear to be moving ahead. John is procrastinating because he is A. lazy. B. stressed. C. unable to manage his time. D. not interested in the course. E. impulsive

B

Jonathan speaks four languages fluently. He is likely to have a high level of _______ intelligence. A. naturalist B. linguistic C. multiple D. emotional E. interpersonal

B

People with __________ see themselves as masters of their own fate. A. high emotional stability B. an internal locus of control C. an external locus of control D. high introversion E. high extraversion

B

Samantha, a member of a team you are assigned to for a management class, has often been late getting her work to the team, and when it arrives it is often of poor quality. Samantha is likely to rank ________ dimension. A. low on the agreeableness B. high on the extraversion C. low on the conscientiousness D. low on the emotional stability E. low on the proactivity

C

Which of the following statements about self-efficacy is true? A. Self-efficacy is the same as self-esteem. B. A person with high self-efficacy is likely to work less hard than a person with low self-efficacy because he or she is already confident of good results. C. Self-efficacy can be developed. D. The biggest predictor of a person's self-efficacy is his or her emotional state. E. Self-efficacy is not related to prior experience.

C

_____ intelligence is the potential to understand and regulate oneself. A. Interpersonal B. Kinesthetic C. Intrapersonal D. Naturalist E. Linguistic

C

_______ is the ability to monitor one's own and others' feelings and emotions, to discriminate among them, and to use this information to guide one's thinking and actions. A. Proactivity B. Emotional stability C. Emotional intelligence D. Core self-evaluation E. Self-efficacy

C

As manager of Kids Skids, Meghan wants to develop her relationship management skills. In order to do this, she learns how to A. build teams. B. recognize customer needs. C. read her own emotions. D. see the upside in events. E. sense others' emotions.

A

Jennifer wins an art contest. She attributes the outcome to luck. Jennifer is likely to have A. an external locus of control. B. an optimistic personality. C. high emotional stability. D. a proactive personality. E. a high level of extraversion.

A

Mike hosts a talk radio program that discusses political issues. He often receives emails and tweets that are very critical of his positions. However, these messages don't bother him. It is likely that he is high on _______ intelligence. A. intrapersonal B. naturalist C. practical D. linguistic E. multiple

A

_________ is your general belief about your own self-worth. A. Self-esteem B. Self-efficacy C. Self-expectancy D. Core self-evaluation E. Self-expectation

A

Discuss whether organizations should use personality testing as part of the hiring process. What guidelines should managers follow? Assume you have to take a personality test. What traits would you try to minimize and why?

A panel of industrial-organizational psychologists concluded that the typical personality test is not a valid predictor of job performance. One personality profile does not fit all job situations. Good management involves taking the time to get to know each employee's unique combination of personality traits, abilities, and potential and then creating a productive and satisfying person-job fit. A contingency approach to managing people is best.

What is a "proactive personality"? Why is it important for managers to be proactive and have proactive subordinates? Now describe an example of proactivity from your student experience.

A proactive personality is someone who is relatively unconstrained by situational forces and who affects environmental change. Proactive people identify opportunities and act on them, show initiative, take action, and persevere until meaningful change occurs. Research shows that those with proactive personalities positively influence many work outcomes (e.g., increased performance, satisfaction, affective organizational commitment, and social networking). The ideal scenario is for both the manager and employee to be proactive.

A(n) _______ is someone who is relatively unconstrained by situational forces and who effects environmental change. A. extrovert B. proactive person C. stable person D. introvert E. imaginative and curious

B

Ben and Jen are arguing over individual differences. Which of the following does a person have the most control over? A. intelligence B. behavior C. emotions D. CSEs E. emotional intelligence

B

The distinction between flexible and fixed individual differences A. has no practical value for managers. B. is that managers have little or no impact on fixed differences. C. is that managers have little or no impact on flexible differences. D. is that managers should hire people based on their attitudes and emotions. E. is that managers have little or no impact on any individual differences

B

Together, social awareness and relationship management constitute A. emotional intelligence. B. social competence. C. personal competence. D. emotional stability. E. relationship competence.

B

Which of the following statements about emotions is false? A. Emotions change psychological and/or physiological states. B. Felt emotions are always displayed. C. Emotions motivate behavior. D. Positive emotions result from goal achievement. E. Emotions may occur from past or possible future events.

B

_______ provides broad and useful ways to describe personality in terms of our individual differences in self-efficacy, self-esteem, locus of control, and emotional stability. A. Interpersonal intelligence B. Core self-evaluation C. Conscientiousness D. Personality E. Practical intelligence

B

________ are complex, relatively brief responses aimed at a particular target. A. Moods B. Emotions C. Personalities D. Attitudes E. CSEs

B

Halim, one of your employees, always seems to be "taking it easy," often ignores problems that arise, and rarely takes action on his own. It is likely that Halim is A. low on practical intelligence. B. an introvert. C. not a proactive personality. D. emotionally unstable. E. highly agreeable.

C

Len is the top swimmer on his school's team. Star athletes are likely to be high in ______ intelligence. A. spatial B. linguistic C. bodily-kinesthetic D. naturalist E. musical

C

Nancy is at a staff meeting. Her manager asks if anyone has an idea for how to pull more customers into the restaurant at lunch time. Nancy starts to make a suggestion and her manager cuts her off mid-sentence, saying: "Oh Nancy, no...anyone else?" Nancy is feeling angry because her manager was disrespectful and didn't allow her to explain the idea. What should Nancy do to deal with these negative emotions? A. Submit the suggestion to her manager's boss. B. Ignore it. She thinks her manager is having a bad day. C. Leave the meeting since she isn't contributing anything of value. D. Wait until after the meeting and point out how important respect is between co-workers. E. Ask someone else to submit the idea at the next staff meeting.

D

Define "self-efficacy." Explain what influences a person's self-efficacy, and the behavioral patterns that result from high and low self-efficacy. Discuss at least five ways that a manager can influence a subordinate's self-efficacy at work.

Self-efficacy is a person's belief about his or her chances of successfully accomplishing a specific task. Self-efficacy is relatively flexible and can be enhanced. Of the sources of self-efficacy beliefs, prior experience takes the first position as the most potent of the four sources. Other sources of self-efficacy beliefs are behavior models, persuasion from others, and physical and emotional factors. Managers can influence a subordinate's self-efficacy at work, as described in Table 3.5, through: " Job design " Training and development " Self-management " Goal setting and quality improvement " Creativity " Coaching " Leadership

Complex, relatively brief responses aimed at a particular target are known as emotions.

TRUE

Many effective managers select employees based on positive, job relevant, relatively stable individual differences.

TRUE

Personality models are unique to the cultures in which they were developed.

TRUE

Research in industrial-organizational psychology concluded that the typical personality test is not a valid predictor of job performance.

TRUE

The combination of stable physical, behavioral, and mental characteristics that give individuals their unique identities is known as personality.

TRUE