Mgmt 524 - Chapter 5

Deliberate Practice

A demanding, repetitive, and assisted program to improve one's performance.

Proactive Personality

-Action-oriented person who shows initiative and perseveres to change things -Common trait of entrepreneurs -Demonstrates resiliency: The ability to handle pressure and quickly bounce back from personal and career set-backs

Locus of Control

-External Locus of Control: one's life outcomes attributed to environmental factors such as luck or fate, circumstances beyond his or her control. -Internal Locus of Control: belief that one controls key events and consequences in one's life, attributes outcomes to his or her own actions. -best predict one's motivation level at work -internals tend to experience greater work motivation, stronger effort-performance expectations, higher performance when performance leads to valued rewards, a stronger relationship between job satisfaction and performance, higher salaries, and less anxiety.

Self-Monitoring

-Observing one's own behavior and adapting it to the situation -the degree to which you are aware of how your actions and behaviors affect others and monitoring those behaviors to "fit in" or adapt to the situation you're in. Self-monitoring is not an either-or proposition, it's a matter of degree. High Self-Monitor: they may be considered to be insincere chameleons Low Self-Monitor: lack either the ability or the motivation to regulate their expressive self-presentations; therefore, these individuals may be viewed as insensitive. Research has shown that high self-monitoring is positively related to career success and relates to more promotions than low self-monitoring.

Contributors to Performance

-Successful performance depends on the right combination of effort, ability, and skill. -ability: the capacity to perform, represents a broad and stable characteristic responsible for a person's maximum performance on mental and physical tasks. -skill: the specific capacity to physically manipulate objects. -Together, abilities and skills can be referred to more broadly as "competencies." -effort: energy focused on performing a task

Emotion

-a complex human reaction (both felt and displayed) to personal achievements and setbacks. -Negative emotions are the result of frustration and failure when pursuing one's goals.

Self-Efficacy

-a person's belief about his or her chances of successfully accomplishing a specific task -self-efficacy can work in a spiral such that failure at performing a specific task can reduce your self efficacy for doing that task and then you may try less the next time you do it, resulting in failure again, and so on. Of course this can also happen in a positive direction.

Emotional Intelligence

-ability to manage oneself and interact with others in a constructive way -The four key components of emotional intelligence are self-awareness, self-management, social competence, and relationship management. -emotional contagion (that both foul moods and good moods are contagious) -emotional labor (that which is required to mask true feelings and emotions). Pure Aptitude Model: can read people Ability Model: learned, changed

Branden's Six Pillars of Self Esteem

-how we ourselves operate in the face of life's challenges -there is reciprocal causation, which means that the behaviors that generate good self-esteem are also expressions of good self-esteem. 1. Live consciously: Be actively and fully engaged in what you do and with whom you interact. 2. Be Self-Accepting: don't be overly judgmental or critical of your thoughts and actions 3. Take personal responsibility: take full responsibility for your decisions and actions in life's journey. 4. Be self-assertive: be authentic and willing to defend your beliefs when interacting with others, rather than bending to their will to be accepted or liked 5.Live purposefully: have clear near-term and long-term goals and realistic plans for achieving them to create a sense of control over your life 6. Have personal integrity: be true to your word and your values.

Self-Esteem

-one's overall self-evaluation -The extent to which a person agrees with: I feel I am a person of worth, the equal of other people. OR I feel I do not have much to be proud of. -Strong: means it is not changed by others feedback, doesn't fluctuate -Weak: it can vary, ex: do bad on a test and it goes down *Low and strong self esteem is bad. -Self-esteem develops by our life experiences and how others treat us. -high self-esteem see themselves as worthwhile, capable, and acceptable -low self-esteem would most likely have trouble dealing effectively with others because of being hampered by self-doubts. (tend to have health problems, low-quality social relationships, and are vulnerable to depression)

Intelligence

-the capacity for constructive thinking, reasoning, and problem solving. -General mental ability (helps you in all cognitive tasks) -Specific mental ability (there are some cognitive tasks that are more difficult for you than others) -Intelligence-related predictors of job performance: Numerical ability Spatial ability Inductive reasoning

The Big Five Personality Dimensions Remember acronym "OCEAN"

1. Openness to experience: Intellectual, imaginative, curious, broad minded 2. Conscientiousness: Dependable, responsible, achievement, oriented, persistent (most stable) 3. Extraversion: Outgoing, talkative, social, assertive (most stable) 4. Agreeableness: Trusting, good natured, cooperative, soft hearted 5. Neuroticism/Emotional Stability: Relaxed, secure, unworried

7 of the most frequently cited mental abilities

1. Verbal comprehension 2. Word fluency 3. Numerical 4. Spatial 5. Memory 6. Perceptual speed 7. Inductive reasoning -verbal ability, numerical ability, spatial ability, and inductive reasoning to be valid predictors of job performance for both minority and majority applicants.

Sources of Self-Efficacy Beliefs

1. prior experience - Have you done this before and been successful? This is the most important driver of your self-efficacy. 2. behavior models - What success or failure have others that you know experienced? 3. persuasion from others - What kind of support does your organization provide? 4. assessment of physical or emotional states If you have positive beliefs in these areas, you will try harder and actively take steps to succeed.

Humility

A realistic assessment of one's own contribution and the recognition of the contribution of others and luck to one's success

Multiple Intelligences

Howard Gardner's Work 1. Linguistic intelligence 2. Logical-mathematical intelligence 3. Musical intelligence 4. Bodily-kinesthetic intelligence 5. Spatial intelligence 6. Interpersonal intelligence 7. Naturalist intelligence 8. Intrapersonal intelligence This is because most IQ tests measure only the first two intelligences on this list.

Test Your Knowledge on the self concept assessments

I'm good at math = self-efficacy I'm a dependable, responsible person = Conscientiousness I know when to speak up and when not to during work meetings = Self-monitor I effectively keep my emotions under control = emotional intelligence I am a person of worth = Self Esteem I believe I am the cause of the good or bad things that happen to me = internal locus of control

Psychological Capital

Striving for success by developing one's self-efficacy, optimism, hope and resiliency

Self concept assessments

The Unique Individual has: -Personality Traits -Personal Values -Attitudes/Behavioral Intentions Self Concept: This is the concept (or assessment) the individual has of himself or herself. Think of these assessments as physical, social, and spiritual or moral. (4 of them below) -Self-esteem - a belief about one's own worth based on an overall self-evaluation. -Self-efficacy - a person's belief about his or her chances of successfully accomplishing a specific task. -Self-monitoring - the extent to which a person observes his or her own self-expressive behavior and adapts it to the situation. -Organizational identification - a psychological process whereby one comes to integrate beliefs about one's organization into one's identity, which should result in employees with higher levels of organizational identification being more loyal, committed, and harder working. Forms of Self-Expression: -Abilities are what we are able to accomplish. -Emotions, the human reactions to achievements and setbacks, will be covered in terms of emotional intelligence. -Job satisfaction is how satisfied one is with his or her job.

Emotional Dissonance

distance between the emotions you feel vs. what you show -duration (how long? ex: meeting with a customer for an hour) -frequency (ex: bank teller meeting customers one after the other) -intensity (how enthusiastic, ex: crying with someone) -variety (ex: depends on the person - calm, cool reasoning) -surface acting (show it on surface, just acting, ex: customer service) -deep acting (actually feel it and internalize it, ex: social worker)

Social Identity

feeling that your success and the success of the org and team are fused you feel a sense of accomplishment when they win, you win

Luck

lucky people make their own good fortune improve your luck: 1. Be active and involved: Be open to new experiences and networking with others to encounter more lucky chance opportunities. 2. Listen to your hunches about luck: Learn when to listen to your intuitive gut feelings. Meditation and mind-cleaning activities can help. 3. Expect to be lucky no matter how bad the situation: Remain optimistic and work to make your expectations a self-fulfilling prophecy. 4. Turn your bad luck into good fortune: Take control of bad situations by remaining calm, positive, and focused on a better future.

Hope

not related to optimism, willpower and way power (always come up with other ways, backup plans) You never lose hope if you never lose way power If you lose hope, you'll stop trying (ex: when you see traffic and assume you will be late rather than deciding to take the side streets and keep trying) Trait Hope: always had, will and way State Hope: currently have hope, will and way, how you've been feeling lately

Emotional Labor

when an employee expresses organizational desired emotions during interpersonal transactions at work ex: greeter at Disneyland, customer service, bar tender