ORGB Chapter 3

The Big Five Personality Dimensions: Conscientiousness

It is the tendency to be dependable, organized, thorough, and responsible

The Big Five Personality Dimensions: Openness to Experience

It reflects the extent to which an individual is broad-minded creative, curious, and intelligent

Personality

A relatively stable set of feelings and behaviors that have been significantly formed by genetic and environmental factors (Myers-Briggs Type)

Emotions

A state of physiological arousal accompanied by changes in facial expressions, gestures, posture, or subjective feelings

The Big Five Personality Dimensions: Extroversion

It is a trait that indicated a person's outgoing, sociable behavior

The Big Five Personality Dimensions: Emotional Stability

It is the ability to be calm, serene, relaxed and secure

The Big Five Personality Dimensions: Agreeableness

It is the tendency to be courteous, forgiving, tolerant, trusting, and softhearted

• Internal Locus of Control

When people perform well, they believe it is because of their effort or skill

• External Locus of Control

When people perform well, they believe it is due to luck or because it was an easy task

Intelligent Leaders According to Robert Sternberg need to

1. Capitalize on their own strengths and overcome their weaknesses 2. Realize they are not good at everything 3. Overcome negative expectations set by others around them 4. Learn from their positive and negative expectations 5. Have can-do attitudes

Job Satisfaction and Performance

1. Job satisfaction causes job performance 2. Job performance causes job satisfaction 3. The job satisfaction-job performance relationship is moderated by other variables such as rewards

Disability Diversity

A disabled person is someone who has a physical or mental impairment that substantially limits one or more of their major life activities. Companies must make existing facilities available, restructure jobs, modify schedules and reassign employees

Mood

A long-lasting state of emotion

Cognitive Dissonance

A mental state of anxiety that occurs when there is a conflict among an individual's various cognitions after a decision has been made

Ability

A person's talent to perform a mental or physical task

Creativity

A personality trait that involves the ability to break away from habit-bound thinking and produces novel and useful ideas

Job Satisfaction

An attitude people have about their jobs

Self-management

An important aspect of having EI is not letting your emotions or mood swings disrupt your productivity or relationships

Work Behavior

Anything a person does in the work environment; Affected by individual differences such as; 1. Diversity 2. Abilities and Skills 3. Attitudes 4. Personality 5. Emotions 6. Perceptions

Social awareness

Better at demonstrating empathy or relating to other people

Self-Efficacy

Designates a person's belief that he or she has the competency to complete a job successfully

Benefits of Diversity

Enhanced decision quality: wide range of experiences and perspectives Better connection with customers: help bring an understanding of diverse customer sets More creative innovation: "tap the creative, cultural, and communicative skills of a variety of employees and use those skills to improve the company"

Self-awareness

Greater awareness of their own emotions or feelings

Three Dimensions of Self-Efficacy: Generality

Indicates how generalized across different situations the belief in capability is

Relationship management

Maintaining positive and productive relationships with people at work requires that we listen to their needs, communicate in a positive manner, and collaborate with them

Attitudes

Mental states of readiness for need arousal

Generational Diversity

Millennial: tend to require more praise and short-term rewards, good at social media and team work, Gen X: put their careers first

Goal setting and Performance

Organizations can encourage higher performance goals from employees who have higher levels of self-efficacy

Training Programs

Organizations should consider employee levels of self-efficacy when choosing among candidates for training programs

Selection decisions

Organizations should select individuals who have a strong sense of self-efficacy; these individuals will be motivated to engage in the behaviors that will help them perform well

Mental Ability

Refers to one's level of intelligence and can be divided into subcategories, including verbal fluency and comprehension, inductive and deductive reasoning, associative memory, and spatial orientation

Locus of Control

Specifies a person's behavior belief that he or she does or does not master his or her fate

Emotional Intelligence

The ability to manage one's own and others' emotions in order to guide one's behavior and achieve goals.

Promotion Opportunities

The availability of opportunities for advancement

Emotional Labor

The effort and work to manage your emotions and keep them under control

Affect

The emotional component of an attitude; often learned from parents, teachers, and peer group members: Feelings and Emotions

Mood Cognition

The transfer of mood or emotions from one individual to others

Tacit Knowledge

The work-related practical know-how that employees acquire through observation and direct experience on the job

Cognition

This is basically what individuals know about themselves and their environment implies a conscious process of acquiring knowledge: Beliefs and Values

Individual Differences

To understand individual differences a manager must: 1. Observe and recognize the differences 2. Study relationships among variables that influence individual behavior

Three Dimensions of Self-Efficacy: Magnitude

refers to the level of task difficulty that individuals believe they can attain

Three Dimensions of Self-Efficacy: Strength

refers to whether the belief regarding magnitude is strong or weak

Pay

the amount of pay received and the perceived fairness of that pay

Job Security

the belief that one's position is relatively secure and continued employment with the organization is a reasonable expectation

Co-workers

the extent to which co-workers are friendly, competent, and supportive

Work itself

the extent to which job tasks are considered interesting and provide opportunities for learning

Working Conditions

the extent to which the physical work environment is comfortable and supportive of productivity