MGT 4620

Why do we care about personality/

(as managers) modifying our leadership behaviors based on the employees, a contingency approach, determine where they fit in your company

Emotional labor and Affective events theory

(diagram) you can follow the events of a person's day into indicating when a positive or negative event occurred and relate to their overall work

Organizational Commitment (Components)

-affective commitment (the loyalty or how you feel) -continuance commitment (perceived cost of leaving, losing seniority) -normative commitment (its the right thing to do, owe it to the company)

Job Involvement

-better attitudes, reflect more commitment to the work and more engaged while working to common goals. Working on a higher performance level -less likely causing trouble

Attributes of Values

-content (what are we valuing) -intensity (how strong is the value)

Managerial Implications (Job dissatisfaction and managerial implications)

-if we are tuned into our employees, we can better predict what they will do and how to work towards a positive direction) -foster feeling of commitment/satisfaction -most managers are generally unaware

Response to Globalization

-increased foreign assignments -working with people from different cultures -overseeing movement of jobs to countries with low-cost labor

Components of Psychological Empowerment

-meaningfulness (link between job and personal goals/desires?), self determination (do you have job flexibility or input), competence (do you feel capable/confident), and impact (do you see the difference you're making)

Core self Evaluation

-our own self-concept (positive or negative) -positive correlation in work

Why study emotinos and moods?

-people interpret events depending on emotions and moods -also influence our memory/decision making/cooperation level

Self-monitoring people

-propensity to adjust behaviors to environment (high=adjust a lot...more promotions...correlation to emotinoal intelligence)

Types of Values

-terminal (goals were trying to ultimately achieve) -Instrumental (how we think we are going to go about reaching terminal goals)

Myers-Briggs: personality description

-this method is a poor predictor of performance and other factors we've been studying. For team building and personalization, this is a good idea

Inconsistencies in Work-related attitudes

-you like john, but john is a ginger. You dont like gingers.... -two attitudes or an attitude and a belief that conflict

Job Dissatisfaction and Managerial Implications

4 part plane= active/passive, destructive/constructive

Management Awareness of Work-related Attitudes

85% managers believe are satisfied, 50% of those are actually satisfied

Organization Commitment (about the 3 commitments)

Affective (you want to), continuance (you need to), and normative (you ought to) commitment are all felt in reference to one's company, management team, department, manager, coworkers, etc

Basic emotions focused on in study

Anger, fear, sadness, happiness, disgust, surprise

Ways to Describe personality: The Big Five

CANOE (conscientiousness, agreeable, neuroticism, openness, extroversion)

Job Dissatisfaction and managerial implications classes

Exit (active/destructive=quit) Neglect (passive/destructive=take a year for company to notice you inactivity) Loyalty (passive/constructive=sit back and hope it gets better) Voice (active/constructive=speak up and work on solution)

Where does personality come from?

Genetics as well as environment (50/50), parents can reinforce some of our behaviors and personality traits

Actual Structure of Positive vs. Negative

Negative has a high or low affect Positive has a low or high affect (separated from the negative spectrum)

Contingency variables

OB concepts must reflect situations or contingency conditions -we can say x leads to y, but only under conditions specified in z.

Positive vs. negative Affect

Positive: interested, exciting, strong, enthusiastic, proud, alert, inspired, determined, attentive, active Negative: distressed, upset, guilty, scared, hostile, irritable, ashamed, nervous, jittery, afraid

Narcissism

a bloated self image, self entitlement, thinking highly of one's self

Organization

a consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals

Organizational Behavior (OB)

a field of study, meaning that it is a distinct area of expertise with a common body of knowledge -studies the determinants of behavior in oganizations: individuals, groups and the effect of structure

Neuroticism (CANOE)

ability to withstand stress (nervous, moody, emotional, insecure, jealous, unstable) (NOT: calm, steady, relaxed, at ease, secure, contented) -2nd best predictor of performance

Biological Characteristics

age, gender, race/ethnicity, disability -even tenure (very subject to misconceptions like gender and race), religion, sexual orientation, and gender identity

Postitive Organizational scholarship (positive OB)

an area of OB research that concerns how organizations develop human strength, foster vitality and resilience, and unlock potential

Behavioral (work related attitude)

an intention to behavior or actual behavior ex. late to work or considering quitting

Cognitive Dissonance

anxiety or tension within certain individuals that motivates them to do something

Systematic Study and EBM

both add to intuition or that "gut feeling" about what make others as well as ourselves tick. -relying on intuition is made worse because we tend to overestimate the accuracy of what we think we know

Emotional Labor

certain jobs require you to share certain emotions (receptionists smiling, ex.)

Extroversion (CANOE)

comfort level with social situations (talkative, sociable, passionate, assertive, bold, dominant) (NOT: quiet, shy, inhibited, bashful, reserved, submissive) -not strong predictor, except for sales/service jobs)

Evidence Based Management (EBM)

complements systematic study, basing managerial decisions on the best available scientific evidence

Emotional Dissonance

conflict between how you are suppose to feel vs. your true emotions

Organizational Citizenship behavior

discretionary behavior that is not part of an employees formal job requirements but never the less promotes organization

Global Implications of emotions/moods

emotions are universal, but how we express and how expressive are cultural

decisional roles (under MGT)

entrepreneur (search for opportunities), disturbance handler (responsible for corrective action when organization faces important, unexpected disturbances), resources allocator (makes important organizational decisions), and Negotiator (represent company)

Implications of Emotional Labor

esp. for customer service, important for your bottom line -emotional labor/deep acting= draining (can lead to burnout) -can lead to emotional build up, explode in one instance

Type A

extreme competitiveness, aggression, impatient, multiple tasks, uncomfortable with free time, and obsessed with numbers (strong correlation between coronary heart disease)

Interpersonal roles (under MGT)

figurehead (symobolic head), leader (responsible for motication and direction of employees), liaison (maintain a netowork of outside contacts-info and favors)

Psychological Empowerment

form of intrinsic motivation, excited for job by the job (not all people require empowerment)

Implications of Work related attitudes

gives a warning of potential problems (dissatisfied employees typically cause more problems)

Coping with temporariness

globalization, expanded capacity, and advances in technology are leaving managers/employees feeling like they are grasping to try and keep up with the ever-updating

Physical Abilities

have been and will be valuable

Ability

indidviduals current capacity to perform the various tasks in a job. Overall abilities are essentially made up of two sets of factors: intellectual and physical

Internal/External Locus of Control

internal: "I'm in control" If I work hard, I will succeed (generally, more promotions, better performers, more happy/committed) External: It doesnt matter, this class is too hard for me to pass

Affective (work-related attitude)

is the feeling or emotion of attitude ex. "I hate my job"

Discriminate

is to note a difference between things, which in itself is not a bad thing

Job Satisfaction Key Components

job itself, coworker/supervisor satisfaction, promotion satisfaction, and pay

Systematic Study

looking at relationships, attempting to attribute causes and effects, and basing our conclusions on scientific evidence

Managerial Implication of emotions/moods

making the work place emotion free is not possible, so we are working to understand and see where they are coming from

Administrators

managers for non-for-profits specifically

Emotions and moods--historical perspective

managers in the past have attempted to cut out emotions (pointless, would eliminate the human aspect) -only focused on the negatives, didn't consider the positive emotions can improve workplace

Machiavellianism

manipulation and deceit- high (do anything to get ahead) and low -have moral manipulation (positive correlation in deviant behaviors

Conscientiousness (CANOE)

measure of reliability (dependable, organized, reliable, ambitious, hardworking, persevering) (NOT: careless, sloppy, inefficient, negligent, lazy, irresponsible) -one of the greatest measures of performance

Informational roles (under MGT)

monitor (receive wealth of info), disseminator (middle man from outside sources to organization), spokesperson (middle man from organization to the outside)

Type B

more relaxed, taking time, less impatient

values

our basic conventions on what we think is good/bad, right/wrong, or desirable

Values-generational differences

our generation may desire more self-fulfillment (looking for more and asking more questions) vs. fulfilling needs (and take what's given, accepting of authority...more loyal to company that to themselves)

Implications of emotions/moods

outcomes of dependent variable are affected by emotions

80%

percentage of employees in the US working in service jobs

relationship between Job Satisfaction and dependent variables

performance (yes, not sure of direction) citizenship behavior (positive) Turnover (negative)

Sources of emotions and moods

personality, day/time of week, weather, stress, social activities, sleep, exercise, age(older=positive-r), gender( women typically express more, intenser, and longer), genetics (shyness, fear, and aggression can be mapped), other people (contagious

What are the functions of management?

planning, controlling, organizing, and leading

Agreeable (CANOE)

propensity to defer to other people at your concern for social harmony (kind, cooperative, sympathetic, helpful, courteous, warm) (NOT: critical, anatagonistic, callous, selfish, rude, cold)-in a group setting, a good thing -correlation with career earnings? negative

Contribution fields to OB

psychology, social psychology, sociology, anthropology

Openness (CANOE)

range of activities you like to engage in (curious, imaginative, creative, complex, refined, sophisticated) (NOT: conventional, conforming, simple, un-inquisitive, un-artistic, traditional) -not good predictor...good for training success and change success/ those going oversees -slight positive between accidents/openness

Job satisfaction Key Findings

relationship between pay and satisfaction? Yes, but pay is the least correlation (mainly, those making <40-50 thousand)

Risk taking

some enjoy it or others avoid it

Types of emotions: felt vs. displayed

surface acting (playing the part-putting on an act) vs. deep acting (trying to change yourself or mood to fit the bill)

Diversity

surface level (easily perceived characteristics like gender, race, age) vs. deep-level (differences in values, personality, and work preferences)

management skills

technical (the ability to apply specialized knowledge or expertise), human (understand, communicate, motivate, and support other people), and conceptual (ability to analyze and diagnose complex situations

Management roles

ten roles, categorized into 3=interpersonal (duties that are ceremonial and symbolic in nature), informational, (collect info from outside organizations and institutions: recognize competition and consumer changes) and decisional (making choices throughout the work process)

Proactive Personality

tendency to initiate action when they see opportunities (generally good)

Organizational Commitment

the attachment and identification you have with the company and the goals they have, buying into what they are doing as a whole

Locus of Control

the extent to which you believe you are in control

Cognitive (work-related attitude)

the opinion or belief of an attitude ex. "I believe my boss has favorites"

Personality

the overall profile of stable characteristics that defines how a person reacts to their others and their general environment

Perceived Organizational Support

the perception that the organization values and cares about you as an individual -if health/family becomes an issue, will company work with you?

Diversity Management

the process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others -each country has its own legal framework for diversity, powerful reflection of diversity concerns of each country

Intellectual abilities

thinking, reasoning, and problem solving -GMA or general mental ability works to recognize a general facotr of intelligence

Effective vs. Successful Managerial Activities: 4 managerial activities

traditional management (decision making, control, plan), communication (exchange info and process paperwork), HR management (motivate, discipline, manage conflict, staffing, and training), and networking (socializing and interacting with others)

Why do we care about Values?

underlying mechanism for motivation

Intelligence and job satisfaction?

zero correlation