MGT202 Ch 1-4

What are the Big Five Personality dimensions?

Extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience

What personality traits are included in the Dark Triad?

Narcissism, Psychopathy, and Machiavellianism

Models Job Satisfaction

Need fulfillment: understand and meet employees' needs Met Expectations: the difference btwn what an individual expects to receive from a job, such as good pay and promotional opportunities, and what she or he actually receives Value attainment: structure the job and its rewards to match employee values Equity: monitor employees' perceptions of fairness and interact with them so they feel fairly treated Dispositional/genetic components: based on the belief that job satisfaction is partly a function of both personal traits and genetic factors

What are four key workplace attitudes that are more potent than others?

Organizational Commitment Employee Engagement Perceived Organizational Support Job Satisfaction

What are the two broad categories that OB concepts and theories are classified as?

Person factors and Situation factors

Schwartz's Value Theory

Schwartz's categorized value into two opposing or bipolar dimensions -First dimension ranges from concern for the welfare of others (self-transcendence) to pursuit of one's own interests (self-enhancement) -Second dimension ranges from self-directed independence (openness to change) to conformity (conservation)

What is the three step problem solving approach?

Step 1: Define the problem: "Why is this a problem?" Step 2: Identify potential causes using OB concepts and theories: "Why or how does this cause the problem?" Step 3: Make recommendations and (if appropriate) take action

Three Components of Personal Attitudes

The affective "I feel" The Cognitive "I Think" The behavioral "I intend"

values

are abstract ideals that guide our thinking and behavior across all situations -stems from our parents' values, our experiences in childhood and throughout life, our religious or spiritual beliefs

Workplace attitudes

are an outcome of various OB-related processes, including leadership

Person factors

are characteristic that give individuals their unique identities

Narcissism

are characterized as (1) having a grandiose sense of self-importance; (2) requiring or even demanding excessive admiration; (3) having a sense of entitlement; (4) lacking empathy; (5) tending to be exploitative, manipulative, and arrogant

emotionns

are complex, relatively brief responses aimed at a particular target, such as a person, information, experience, or event

Situation factors

are elements outside us that influence what we do, the way we do it, and the ultimate results of our actions

Three key general motives predict or at least influence intention and behavior

attitude toward the behavior- the degree to which a person has a favorable or unfavorable evaluation or appraisal of the behavior in question subjective norm- a social factor representing the perceived social pressure for or against the behavior Perceived behavioral control- the perceived ease or difficulty of performing the behavior, assumed to reflect past experience and anticipated obstacles ie: Attitude: Smoking is relaxing but bad for health Subjective norm: My parents don't want me to smoke Perceived Control: I know that I can stop smoking with the right support

Job satisfaction has significant correlations with......

attitudes, behavior, organizational level

Contingency Approach

calls for using the OB concepts and tools that best suit the situation, instead of trying to rely on "one best way" -no single best way to manage people/teams/organizations

Psychopaths

can be aggressive and lack concern for others, guilt, or remorse when their own actions do others harm

withdrawal cognitions

capture this thought process by presenting an individual's overall thoughts and feelings about quitting

Conscientiousness

dependable, responsible, achievement oriented, persistent.

Organizational Behavior

describes an interdisciplinary field dedicated to understanding and managing people at work

Organizational Commitment leads to?

greater employee retention greater motivation in pursuit of organizational goals

ethics

guides our behavior by identifying right, wrong, and the many shades of gray in between

Counterproductive work behavior

harms other employees, the organization as a whole and/or organizational stakeholders such as customers and shareholders

characteristics of the situation

i. Context of interaction: Perceptions are affected by the social context in which the interaction takes place. ii. Culture and race consistency: We more accurately recognize emotions and expressions displayed by people from our own culture or from other familiar cultures.

Characteristic of the perceiver

i. Direction of gaze: Gaze is the first step in the perception process because it focuses your attention and tells the brain what you think is important in the immediate environment. ii. Needs and goals: We are more likely to perceive whatever is related to our goals and to our needs. iii. Experience with target: Our perception of a target is influenced by our past experience with him or her. iv. Category-based knowledge: This knowledge consists of perceptions, including stereotypes, that we have stored in memory about various categories of people that we use to interpret what we see and hear. v. Gender and emotional status: Women recognize emotions more accurately than men, and experiencing negative emotions such as anger and frustration is likely to make your perceptions more negative. vi. Cognitive load: Cognitive load represents the amount of activity going on in your brain; your perceptions are more likely to be distorted and susceptible to stereotypical judgments if you are tired.

characteristics of the target

i. Direction of gaze: We form different perceptions of people based on whether they are looking at us while conversing. ii. Facial features and body shape: We often use faces as markers for gender, race, and age, but face and body characteristics can lead us to fall back on cultural stereotypes. iii. Nonverbal cues: Gestures, touching, facial expressions, eye contact, and body movements like slouching all convey messages, and these nonverbal actions are highly influential in perception. iv. Appearance or dress: We all are susceptible to being influenced by appearance and attire. v. Physical attractiveness: The beauty-is-good stereotype leads us to perceive attractive people positively

What contributes to employee engagement?

organizational level factors person factors environmental characteristics

Extraversion

outgoing, talkative, sociable, assertive.

Internal locus of control

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

fundamental attribution error

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

Perceived organizational support (POS)

reflects that extent to which employees believe their organization values their contributions and genuinely cares about their well-being

Organizational committment

reflects the extent to which an individual identifies with an organization and commits to its goals

soft skills

relate to human interactions and include both interpersonal skills and personal attributes

emotional stabiliy

relaxed, secure, unworried.

Core self-evaluations

represent four narrow and positive individual traits - generalized self-efficacy - self-esteem - locus of control - emotional stability

Attitudes

represent our feelings or opinions about people, places, and objects and range from positive to negative

intelligence

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

psychological contracts

represents an individual's perception about the reciprocal exchange between him or herself and another party

self-serving bias

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

Job involvement

represents the extent to which an individual is personally engaged in his or her work role

What is Ajzen theory of Planned Behavior?

someone's intention to engage in a given behavior is a strong predictor of that behavior.

emotional stabilitty

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

Perceptions are based on the characteristics of....

the perceiver, the target, the situation

external locus of control

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

negative emotions

triggered by frustration and failure to meet goals -Anger, fright, anxiety, guilt, shame, sadness, envy, jealously, disgust

Agreeableness

trusting, good natured, cooperative, softhearted.

Commitment

"a force that binds an individual to a course of action of relevance to one or more targets'

How to reduce cognitive dissonance?

-changing attitude, behaviors, or both -belittle the importance of he inconsistent behavior -find consonant elements that outweigh dissonant ones

Organizing Framework

-is a systems model where inputs influence outcomes through processes -inputs: person and situation factors -Processes & Outcomes: individual, group/team, organizational

ethical dilemmas

are situations with two choices, neither of which resolves the situation in an ethically acceptable manner

causal attributions

are suspected or inferred causes of behavior

individual differences

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

hard skills

are the technical expertise and knowledge required to do a particular task or job function, such as financial analysis, accounting, or operations

Emplyoee engagement

as "the harnessing of organization members' selves to their work roles; in engagement people employ and express themselves physically, cognitively, and emotionally during role performance" -give it their all

attribution theory

behavior can be attributed either to internal factors within a person or external factors within the environment

Machiavellians

believe the ends justify the means, often maintain emotional distance, and are manipulative

What are the three organizational levels OB distinguishes?

individual, group/team, organization

Openness to experience

intellectual, imaginative, curious, broad-minded.

perception

is a cognitive process that enable use to interpret and understand our surroundings

Problem

is a difference or gap between an actual and desired state or outcome

Self-efficacy

is a person's 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

probelm solving

is a systematic process for closing such gaps

Job satisfaction

is an affective or emotional response toward various facets of your job -extent to which an individual likes his or her job

Proactive personaliy

is an attribute of someone "relatively unconstrained by situational forces and who effects environmental change"

stereotype

is an individual's set of beliefs about the characteristics or attributes of a group -not always negative -not always accurate

Organizational citizenship behavior

is defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promote the effective functioning of the organization -voluntary

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

practical intelligence

is the ability to solve everyday problem by utilizing knowledge gained from experience in order to purposefully adapt to, shape, and select environment

personality

is the combination of relatively stable physical, behavioral, and mental characteristics that gives individual their unique identities

Self-esteem

is your general belief about your self-worth

Cognitive Dissonance

represents the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognition (ideas, beliefs, values or emotions)

When selecting the most effective solution, decision makers should.....

selection criteria: identify the criteria for the decision you must make Consequences: consider the consequences of each alternative, especially trade-offs between the pros and the cons choice process: decide who will participate in choosing the solution (if more than one person, agree on the method. WIll you vote? Will the vote be public or secret?) necessary resources: including which people will be key sources of support for (and resistance) your ultimate selection

What are the four key components of emotional intelligence

self awareness self management social awareness relationship management