MGT304 - Midterm #1
What do the following personality traits mean and what are their effects? Machiavellianism, narcissism, psychopathy
"The ends justify the means" Part of the Dark Triad Machiavellianism - A person who believes that the "ends justify the means"; someone who will do whatever it takes to win. - may waste office supplies, report lower job satisfaction & higher job stress, workplace bullying & abusive supervision Narcissism - the expression of grandiosity, entitlement, dominance, and superiority. - struggle to trust others and develop effective working relationships. Psychopathy - impulsivity and thrill-seeking combined w/ low empathy and anxiety - lack guilt & seek immediate gratification
What are the effects of cognitive dissonance? How to resolve it? What does the motivation to resolve cognitive dissonance depend on?
- Creates stress in an individual - Resolved by making a change in one or both of the conflicting components so thoughts, feelings, and behaviors align. Motivation to resolve CD depends on: - The importance of what creates it - How much influence the person has over it - Reward
What are the standards of EBM?
- Don't treat old ideas as if they are new - Be sus of "breakthrough" studies & ideas - Develop & celebrate collective brilliance - Emphasize drawbacks & virtues - Use failure & success stories & valid research methods - Adopt a neutral stance toward ideologies Critical thinking, or learning by questioning everything is key to using the above standards effectively
Relationship btwn pay and satisfaction: (lowest relationship to overall job satisfaction)
- Highly paid employees were just as satisfied as those who made less. - Once an individual reaches an income level ($260K) where they can live comfortably, the relationship between income and job satisfaction goes away. - Recent research indicates the relationship may, however, be more complex (higher pay may correlate with more difficult work, offsetting job satisfaction; pay relative to other employees may be more significant than an employee's objective income).
Strats for increasing POS
- Implement supportive workforce services that go beyond what you are required to do. - Be fair and equitable in making, monitoring, and enforcing management practices. - Set achievable goals and reward proportionately. - Offer individualized benefits, tailored to the type of supports your workforce needs. - Support supervisors so they will foster POS in their subordinates. - Train subordinates to be supportive. - Promote strong social networks. - Begin organizational support prior to the start of employment.
What is the definition of employee engagement? What are the benefits of higher employee engagement?
- Investment of an individual's complete self into a role. - Employee's level of job involvement & enthusiasm for their work - Employee engagement contributes to better job performance beyond that of job involvement. Higher customer satisfaction, productivity, profit, & safety + Lower employee turnover Actively disengaged employees cost the United States between $450 and $550 billion annually in lost productivity.
What are the requirements for successful EBM?
- Leaders must have --> (1) ability, (2) motivation, (3) opportunity - Be involved at every level & collaborate with researchers - Use critical thinking
How is MBTI used in organizations?
- Leadership training & employee development programs - Team building & conflict resolution - Discussion of personality differences & their effects on work strategy in a non-judgmental way limitations: - limited researcg support for its reliability & validity - possible diff results when retaking
What are the factors that influence the changes in one's level of job satisfaction over time?
- New job = increases - 1 year pt at job = decreases - More years at same company = less satisfied - Older & move to difference companies = job satisfaction increases (+ pay, choice) - Change to a completely diff occupation = job satisfaction might decrease, can last up to 6 yrs - Depends on when enter workforce = during economic downturns are more satisfied with their current jobs than those who enter during more prosperous times.
What is critical thinking?
- Req. persistent effort to examine any belief or knowledge - A mode of thinking ab a problem by applying rigorous standards - A self-directed, self-disciplined, self-monitored, and self-corrective way of thinking
What are the leadership implications regarding what we know about personality?
- Trying to change the personalities of others may be futile - Applying personality surveys may improve perf metrics or hiring decisions - Personality can contribute positively and negatively to the workplace, so its important to understand personality differences
Job Satisfaction Gender paradox
- Women have higher job satisfaction than men, despite income disparities & less promotion opport. - Transitioning employees have higher job satisfaction during & after their transition to their preferred gender
In which areas do higher levels of employee engagement have a positive impact?
- customer service - productivity - product quality - company brand - financial performance
How should you conduct yourself during your job search so that you keep your attitude during your job search on track? You only need to know any two of them.
- ups and downs - must have a positive attitude and maintain a positive-self image 1. Be polite 2. "Dress for success" 3. Follow up 4. Keep your composure
What are the 4 types of employee responses to job dissatisfaction?
1. Active responses: Responses that require significant action on the part of the employee, such as leaving an organization or voicing dissatisfaction. 2. Passive response: Responses that require less or no action on the part of the employee, such as waiting for an organization to change or putting in less effort at work. 3. Constructive response: Responses that positively contribute to the growth or improvement of the organization, such as voicing dissatisfaction or trusting management to resolve issues over time. 4. Destructive response: Responses that negatively impact the organization, such as finding another job or becoming frequently tardy/absent
What are the three general mechanisms by which team members' cultural backgrounds influence the way multicultural teams function?
1. Cultural norms of interacting in a team 2. Cultural diversity - # of diff cultures in the team 3. Relative cultural distance - how culturally diff team members are from one another
What are the four goals of science/scientific study?
1. Description: What does the process look like? 2. Prediction: Will the process occur again? When? 3. Explanation: Why is this happening? 4. Control: Can we change whether this happens?
What are the 3 parts of Critical Thinking? How are intellectual traits developed?
1. Elements of thought (reasoning) 2. Intellectual standards (clarity, accuracy, depth, consistency...) 3. Intellectual traits Intellectual traits are developed through consistent application of intellectual standards to the elements of thought
2. Team performance curve model
1. Forming (working groups) 2. Storming (pseudo team) 3. Norming (potential team) 4. Performing (real team) 5. Adjourning (high-perf team) - There may be a performance decrease as a team goes through the storming phase. - A team leader may attempt to transform a working group into a team by introducing a common goal, particularly a challenging one. -- As team members organize to attain the goal, storming occurs. -- Groups may remain at this point as a pseudo team. -- Once the group gets past storming and establishes productive norms, they can be considered a potential team. -- Potential teams can become real teams if they are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable. -- Few groups will develop into high-performance (or intense) teams, which have all the characteristics of real teams as well as a deep commitment to other team members' growth and development.
1. Five-stage model of team development
1. Forming: Team members are uncertain of other team members, roles, and expectations for the team - team leaders should clarify team purpose and establish ground - As the team interacts, conflicts arise --> next stage 2. Storming: A time of conflict in which the leader of a group may be challenged and a pecking order may be established. - Storming phases may destroy the team and result in abandonment by all of its members. - Teams that successfully weather this phase often have someone emerge as a clear leader of the group. 3. Norming: The stage at which team members form a cohesive unit and close relationships with each other. - Group will likely also establish additional implicit norms. - Once norms are established, group should be performing by producing collective work products. - Focus of group shifts from relationship development and norm articulation to the work itself and goal attainment. 4. Performing: The final stage for permanent work groups or task forces, in which team
What are the 4 different levels of analysis in OB research?
1. Individual lvl, Dyad lvl - dictated by the personality & experiences of a given employee -- Dyad/2-party lvl: btwn pairs of people, like mentor and protégé 2. Group (team) level - may be dictated by group wide perf norms 3. Org. lvl - in orgs w/ strong cultures, the culture can influence an individual's behavior 4. Industry lvl - comparisons made across diff industries
What are the 4 personality preferences in MBTI, including their descriptions/explanations?
1. Introversion (I) vs. Extraversion (E) 2. Sensing (S) vs. Intuition (N) 3. Thinking (T) vs. Feeling (F) 4. Judging (J) vs. Perceiving (P)
What can leaders do to prevent social loafing?
1. Keep teams small (four to six members). 2. Set meaningful team goals. 3. Set clear roles for team members. 4. Eliminate redundancy. 5. Select members with high motivation and affinity for teamwork. 6. Provide feedback and coaching to members who social loaf
What are the five key sets of critical thinking skills and what are the specific examples of what one needs to do when employing each of these five key sets of critical thinking skill? (Only need to know 2 of them)
1. Logic - Rely on reason - Weight the evidence 2. Reflection - Examine assumptions - Recognize biases 3. Dual Processing - Consider diff POVs - Be willing to start over when new evidence suggests it is necessary 4. Attention to detail - Research many sources - Be comprehensive 5. Decision-making - Make tentative decisions - Develop contingency plans
What are the specific critical thinking skills for the five key sets of critical thinking skills ("Logic", "Reflection", "Dual Processing", "Attention to Detail", and "Decision-making")?
1. Logic - Rely on reason - Weight the evidence 2. Reflection - Examine assumptions - Recognize biases 3. Dual Processing - Consider diff POVs - Be willing to start over when new evidence suggests it is necessary 4. Attention to detail - Research many sources - Be comprehensive 5. Decision-making - Make tentative decisions - Develop contingency plans
What are the 5 dimensions in Big Five Theory of Personality, including their descriptions/explanations? OCEAN
1. Openness A person's willingness to embrace new ideas and new situations - being curious, og, intellectual, creative, and open to new ideas 2. Conscientiousness The characteristic of being a person who follows through and gets things done - being org, systematic, punctual, achievement-oriented, and dependable 3. Extraversion A trait of a person who is outgoing, talkative, and sociable as well as enjoys social situations - being outgoing, talkative, sociable, and enjoys social sit 4. Agreeableness Being a nice person in general - being affable, tolerant, sensitive, trusting, kind, and warm 5. Neuroticism A tendency to be anxious or moody - being anxious, irritable, temperamental, and moody
What are the four sources of information used in evidence-based management (EBM), including examples for each of them?
1. Scientific evidence (OB research studies) - ex: such as OB research studies on why people quit their jobs 2. Organizational evidence (internal company data, exit inter) - ex: such as exit interviews with employees quitting the organization 3. Experiential evidence (other company managers' expert opinion) - ex: such as other managers' judgments as to why employees leave 4. Organizational values or stakeholders' concern (the impact on HR dept's recr or concerns of departing employees) - ex: such as the impact on Human Resources department having to constantly recruit people or employees (stakeholders) who experience the reasons to quit Ex = A manager wants to address high employee turnover issue:
What are the four sources of information used in evidence-based management (EBM), including examples for each of them? (Only need to know 2 of them)
1. Scientific evidence (OB research studies) - ex: such as OB research studies on why people quit their jobs 2. Organizational evidence (internal company data, exit inter) - ex: such as exit interviews with employees quitting the organization 3. Experiential evidence (other company managers' expert opinion) - ex: such as other managers' judgments as to why employees leave 4. Organizational values or stakeholders' concern (the impact on HR dept's recr or concerns of departing employees) - ex: such as the impact on Human Resources department having to constantly recruit people or employees (stakeholders) who experience the reasons to quit Ex = A manager wants to address high employee turnover issue:
What are the strategies/tactics for increasing perceived organizational support (POS) in organizations to enhance employee engagement? You only need to know any two of such strategies/tactics.
1. Set achievable goals and reward proportionately. 2. Support supervisors so they will foster POS in their subordinates. 3. Promote strong social networks.
Team caveats
1. Teams differ in form and structure. The model attempts to generalize across all types of teams, but avoids rigidly applying its predictions to all teams. 2. The model assumes that teamwork is preferable to individual work.
What is the definition of job satisfaction and what does it predict?
A pleasurable or positive emotional state resulting from the appraisal of one's job or job experience High job satisfaction often translates into improved performance (like + customer satisfaction and engagement)
What is the definition of organizational commitment? What are its 3 components? What are its effects?
A psychological state that describes an employee's relationship w/ their org & a propensity to continue the relationship w/ the org 1. Affective commitment: emotional attachment 2. Continuance commitment: awareness of costs of leaving company 3. Normative commitment: moral obligation to stay Benefits of higher org commitment: - Reduces turnover, absences, org deviance & interpersonal deviance - Increases motivation & performance Increased Job insecurity = lower org commitment
What are the three components of organizational commitment? Explain what each one means and describe a specific example of organizational practice or managerial practice that will increase each component of organizational commitment in employees, including an explanation of why it would increase that component of organizational commitment.
A psychological state that describes an employee's relationship w/ their org & a propensity to continue the relationship w/ the org 1. Affective commitment: emotional attachment ex) Recognizing and rewarding employees for their contributions builds a strong emotional connection, making them feel valued and attached to the organization. 2. Continuance commitment: awareness of costs of leaving company ex) Offering professional development opportunities, like workshops and tuition reimbursement, increases the cost of leaving, as employees invest in their growth within the organization. 3. Normative commitment: moral obligation to stay ex) Promoting ethical leadership creates a sense of moral duty among employees, as they feel obligated to stay in an organization that aligns with their values. Benefits of higher org commitment: - Reduces turnover, absences, org deviance & interpersonal deviance - Increases motivation & performance Increased Job insecurity = lower org commitment PE and PO Fits increase organizational commitment
What is the definition of attitude & what are its 3 components?
A psychological tendency that is expressed by evaluating a particular entity w/ some degree of favor or disfavor A person's evaluation of something 1. Cognitive - a statement of belief ab something ex: "My boss sucks." 2. Affective - the emotional compenent ex: "I am angry bc my boss sucks." 3. Behavioral - an intention to act based upon cognitions and affect ex: "I am going to HR and report my sucky boss." All 3 are related & converge
3. Punctuated Equilibrium model
A quality of temporary projects in which an early phase of inactivity is followed by a second phase of significant acceleration towards task completion. - In an initial meeting, group goals are discussed but nothing much is done until about halfway to the deadline. - No matter the total time allowed for the project, a midpoint (halfway) transition occurs in which team members begin to revisit goals and discuss how to get the group moving toward finishing the task.
Person-Organization (PO) Fit
A type of PE fit describing the match btwn a person's individual values and those of the organization they work for. - Better communication, increased predictability, interpersonal attraction, and trust in the organization (the key component). - Job satisfaction, organizational commitment and job performance. - Often used in recruitment: "Fit in" with the organizational culture & values?
What are the differences between work groups & work teams?
A work group interacts primarily to share info and make decisions to help members perform w/in his or her area of responsibility A work team generates positive synergy through coordinated effort. Individual efforts result in a lvl of performance that is greater than the sum of those individual inputs
Earley and Mosakowski (2000) examined the impact of various levels of cultural diversity on group performance. What are the results of their study?
According to Earley and Mosakowski (2000), the two moderately heterogeneous teams experienced the poorest performance whereas the two highly heterogeneous teams and the low heterogeneous team performed better and were very satisfied with their team experiences.
What does being high on agreeableness (Big Five) mean? Explain one advantage of being high on agreeableness at the workplace. Explain one disadvantage of being high on agreeableness at the workplace and explain what one can do to reduce the negative effects of this disadvantage. Answer from the perspective of how the advantage and disadvantage affect you.
Agreeable people as the name suggests are generally likable. They can be easy to get along with, warm, friendly and considerate. They are being affable, tolerant, sensitive, trusting, kind, and warm. Maybe get a promotion or have higher rating w/in a group On the cons side, people who are high in agreeableness can be too conscious of what other people think, and wanting to please people. This can make them conflict averse, or mean that they neglect their own needs in preference for meeting other people's needs and difficulty saying no. Develop assertiveness skills, Set boundaries, Seek constructive conflict, Develop decision-making skills, and Build a support network It affects me with not having full trust in people's opinion on whether or not an idea, argument, or decision is the correct and ethical one.
What do the following personality traits mean and what are their effects? Risk-taking
Any purposive activity that entails novelty or danger is sufficient to create anxiety in most people. Can be physical, social, or a combination. - Entrepreneurs have a higher risk-taking propensity than general managers - Risk-taking declines across the lifespan unless the environment is characterized by hardship and strife
3. Conflict Levels
Are conflicts in teams always bad? Relationship conflicts versus task conflicts Conflict in a team isn't necessarily bad. Relationship conflicts—those based on interpersonal incompatibilities, tension, and animosity toward others—are almost always dysfunctional. When teams are performing non-routine activities, disagreements about task content (called task conflicts) stimulate discussion, promote critical assessment of problems and options, and can lead to better team decisions. Both too much and too little disagreement about how a team should initially perform a creative task can inhibit performance.
1. Personality of members & leader
Conscientiousness? Openness to experience? Agreeableness? Second is personality of members. Many of the dimensions identified in the Big Five personality model have shown to be relevant to team effectiveness. Teams that rate higher on mean levels of conscientiousness and openness to experience tend to perform better, and the minimum level of team member agreeableness also matters. Teams did worse when they had one or more highly disagreeable members.
Which variables belong to the "context", "composition" and "process" categories of the Team Effectiveness Model, respectively?
Context: 1. Adequate Resources are needed 2. Leadership and Structure must be present 3. Climate of Trust must be created 4. Performance Evaluations & Rewards System must be in place Composition: 1. Knowledge, skills & abilities of members & leader 2. Personality of members & leader - Conscientiousness? - Openness to experience? - Agreeableness? 3. Allocation of team member roles 4. Diversity of members Functional area, expertise, education, knowledge Culture Importance of effective leader 5. Size of teams 6. Member preferences regarding teamwork Processes: 1. Common Plan & Purpose - Mission, goals & strategies - Reflexivity- they reflect on & adjust their master plan when necessary. 2. Specific Goals 3. Team Efficacy 4. Accurate Mental Models - Members have the same & correct ideas about how to do things. 5. Conflict Levels - Are conflicts in teams always bad? - Relationship conflicts versus task conflicts 6. Social Loafing - What can leaders do to prevent social loafing?
Sense of meaning
Creating a sense of meaning at work may enable leaders to activate other positive attitudes about work and improve employee motivation.
How are the 4 employee responses to job dissatisfaction categorized based on active vs passive, and constructive vs destructive responses?
EVLN Exit: Active & Destructive Resp - employee searches for another job & leaves Voice: Active & Constructive Rep - employee discusses dissatisfaction w/ supervisor, makes suggestions for improv Loyalty: Passive & Constructive Rep - Employee waits for sit to improve, trust that the mgmt addresses it in time Neglect: Passive & Destructive Rep - Employee allows the situation to worsen, may be late/absent from work & put in less effort on the job
What is team efficacy? What can management do to increase team efficacy of the teams in their organization? You only need to know any two of such practices.
Effective teams have confidence in themselves and believe they can succeed—this is team efficacy. Management can increase team efficacy by helping the team to achieve small successes and provide skill training. Small successes build team confidence. The greater the abilities of team members, the greater the likelihood that the team will develop confidence and the capability to deliver that confidence. Effective teams share accurate mental models— organized mental representations of the key elements within a team's environment that team members share. If team members have the wrong mental models, which is particularly likely with teams under acute stress, their performance suffers. If team members have different ideas about how to do things, the team will fight over how to do things rather than focus on what needs to be done.
Leadership Implications: Create Meaning at Work
Employees who see their career as a true calling ... - More committed - Derive more meaning from work - Higher job satisfaction Empowering leadership gives followers a sense of work meaningfulness. Tie work to a broader mission or purpose - More work engagement - Higher satisfaction & better job performance Leaders can increase commitment by: - Promoting higher levels of intrinsic motivation through goal accomplishment - Emphasizing the linkages between follower effort & goal achievement - Creating a higher level of personal commitment to a common vision
What is the definition of Perceived Organizational Support (POS)? What are the 3 major categories of beneficial treatment? What are the effects of POS?
Employees' perception of whether the organization values their contributions & cares about their well-being. 1. Fairness 2. Supervisor support 3. Organizational rewards & favorable job conditions Employees respond positively when they feel the organization values them Such employees want to have a voice in decisions that affect them Benefits of POS: - Strong positive effects on job satisfaction & org commitment - Moderate positive effect on employee performance - Strong negative effect on turnover intention Employees w/ a higher POS: - engage in more helping behavior - less tardy
4. Social Loafing
Finally, social loafing occurs when individuals hide inside a group. Effective teams undermine this tendency by making members individually and jointly accountable for the team's purpose, goals, and approach. Members should be clear on what they are individually and jointly responsible for. 1. Keep teams small (four to six members). 2. Set meaningful team goals. 3. Set clear roles for team members. 4. Eliminate redundancy. 5. Select members with high motivation and affinity for teamwork. 6. Provide feedback and coaching to members who social loaf
What is social loafing? What can team leaders do to prevent social loafing? You only need to know any two of such practices.
Finally, social loafing occurs when individuals hide inside a group. Effective teams undermine this tendency by making members individually and jointly accountable for the team's purpose, goals, and approach. Members should be clear on what they are individually and jointly responsible for. 1. Keep teams small (four to six members). 2. Set meaningful team goals. 3. Set clear roles for team members. 4. Eliminate redundancy. 5. Select members with high motivation and affinity for teamwork. 6. Provide feedback and coaching to members who social loaf
What can you do to maintain a positive attitude during a frustrating job search? You only need to know any two of the four general strategies covered in class with a specific action/thing to do for each of them.
Focus on those things within your control while job searching - Research about the companies, apply, follow-up - Network, seek advice, - Improve your resume & interviewing skills. Surround yourself with positivity Put affirmations on post-its in conspicuous places. Listen to motivational podcasts Tell yourself positive things. Literally—say them out loud. Don't take rejection personally - Employers have a variety of reasons for their selections. - Persevere & believe that a good match is out there somewhere. Remember the ultimate goal Create a vision board filled with images & words imagining your dream career
What are the 4 components of Psychological Capital (PsyCap), including their descriptions?
HERO 1. Hope: The will to succeed and the ability to identify and pursue the path to success 2. Efficacy: A person's belief that they have the ability to execute a specific task in a given context 3. Resiliency: Coping in the face of risk or adversity; the ability to "bounce back" after a setback 4. Optimism: A positive outcome outlook or attribution of events, which includes + emotions & motivation
What are the 4 types of people when they are categorized according to their levels of job involvement and organizational commitment?
High Org Comitmt + High Job Involvement = Institutional "Stars" - Least likely to be absent or leave - Focus on work itself and future w/ the org, satisfaction w/ pay, coworkers, and supervision Low Org Comitmt + High Job Involvement = "Lone Wolves" - More likely to leave voluntarily than corp citizens - Focus on work itself, satisfaction w/ working conditions and pay High Org Comitmt + Low Job Involvement = "Corporate Citizens" - Less likely to leave voluntarily than lone wolves - Focus on satisfaction w/ coworkers Low Org Comitmt + Low Job Involvement = "Apathetics" - Most likely to leave voluntarily - Focus on satisfaction w/ rewards
How does trust influence team performance?
High trust reduces feelings of vulnerability - Team members more likely to admit they don't know something and critique one another's ideas - More likely to share creative ideas and resolve conflict - Better team perf Lack of trust makes people more defensive - Avoid criticism and don't give constructive feedback - Work against team goals - Compromise team perf
What is the definition of job involvement?
How much an employee identifies with his or her job & views their job performance as an essential part of their self-esteem benefits of higher job involvement: - reduces turnover - increases org citizenship behaviors and performance
What is the definition of Psychological Empowerment? What are the four cognitions of Psychological Empowerment? What are the benefits of Psychological Empowerment?
Intrinsic task motivation manifested in a set of 4 cognitions reflecting an individual's orientation to his or her work role. 1. Meaning - How much work goals align w/ ur personal standards/"fit" ur values? 2. Competence (or self-efficacy) - Ur belief in ur capabilities to show mastery in ur work role 3. Self-determination - The degree to which you feel that u have a choice in ur work & autonomy to carry it out according to ur own pref 4. Impact - Refers to how much u believe that u can influence imp work outcomes (ex: admin policy) Benefits: - More managerial effectiveness - More innovative - Higher organizational commitment - Lower stress - Higher team performance More than 70% of organizations have adopted empowerment initiatives.
What are the four cognitions of psychological empowerment? Explain what each one means and describe a specific example of what a leader should do to develop his/her followers' feelings of psychological empowerment with respect to each of the four cognitions, including an explanation of why it would increase that cognition of psychological empowerment.
Intrinsic task motivation manifested in a set of 4 cognitions reflecting an individual's orientation to his or her work role. 1. Meaning - How much work goals align w/ ur personal standards/"fit" ur values? ex) Leaders explain how each team member's work contributes to the organization's mission, helping employees see the significance in what they do. 2. Competence (or self-efficacy) - Ur belief in ur capabilities to show mastery in ur work role ex) Leaders offer training sessions to improve skills, boosting employees' confidence in their abilities to successfully perform their tasks. 3. Self-determination - The degree to which you feel that u have a choice in ur work & autonomy to carry it out according to ur own pref ex) Leaders encourage autonomy by letting team members make decisions on specific projects, providing a sense of control over their work. 4. Impact - Refers to how much u believe that u can influence imp work outcomes (ex: admin policy) ex) Leaders acknowledge and celebrate achievements, such as meeting project milestones, reinforcing the idea that individual contributions make a meaningful impact on the team's success.
I vs E
Introversion (I) - Introverts tend to be shy Extraversion (E) - Extraverts tend to be outgoing
What is Job Descriptive Index (JDI) ? What are the 4 facets of job satisfaction and their relative importance?
JDI includes diff scales that measure attitudes ab aspects of the work experience: In order of importance: #1. The work itself #2. Supervision & Coworkers #3. Promotions #4. Pay Pay is weakly related to job satisfaction
J vs P
Judging (J) - Judging types tend to make quick decisions Perceiving (P) - Perceiving types tend to be more flexible
What are the main characteristics of people who are the "Judging" vs the "Perceiving" MBTI type? Describe a conflict that might arise when there are both people who are the "Judging" and the "Perceiving" MBTI types on the same project team, i.e., the conflict is due to this specific difference in their personalities ("Judging" vs the "Perceiving" MBTI type), including an explanation of why this conflict might happen.
Judging types tend to make quick decisions. - like to have things settled - take responsibility seriously - work first, play later - seek closer - make & stick w/ plans Perceiving types tend to be more flexible. - playful and casual - may run late - have diff making some decisions - play first, work later conflicts may emerge over project planning and timelines. The inherent differences in their preferences become evident as Judging individuals, like John, seek structured plans and deadlines, while Perceiving individuals, such as Sarah, favor flexibility and adaptability. The conflict arises from John's desire for a detailed, adhered-to plan conflicting with Sarah's inclination for last-minute adjustments and openness to change. This fundamental disparity in planning styles, communication preferences, and approaches to handling unforeseen challenges can lead to tension within the team, hindering efficient adaptation to evolving circumstances.
Person-Job (PJ) Fit
Occurs when job characteristics are aligned with employees' personalities, motivations, and abilities. - Lack of fit increases burnout and physical symptoms. - Demands-abilities (DA) fit: Refers to the compatibility between the employee's knowledge, skills, and abilities and the demands of the job. - Needs-supplies (NS) fit: A form of PJ fit which addresses whether the job fulfills the employee's needs for interesting work and a sense of meaning in their work.
What are the specific outcomes that the dimensions in Big Five theory of Personality have shown to predict? Which dimension predicts which outcomes and in what ways?
Openness - Adjust better to org. changes Conscientiousness - Best job perf predictor -- career success -- higher job satisfaction -- higher income -- higher occupational status Extraversion - Higher performance in sales jobs AGREEABLENESS?? Emotional stability - Opposite trait of Neuroticism - Able to cope w/ stress
State-like
Personality characteristics that are relatively changeable and can be developed or reduced through self-awareness or training.
What is personality?
Regularities in feeling, thought, & action that are characteristic of an individual - Relatively stable over the course of life - Affects work habits & interactions - Personality cannot typically be changed by managerial intervention - It much be understood & accommodated
What do the following personality traits mean and what are their effects? Self-monitoring
Self-observation and self-control guided by social cues to social appropriateness - very adaptable, higher perf ratings, become leaders, but have lower org commitment - develop better relationships w/ bosses and fast career improv; but they may take extra longer breaks - low self-monitors are true to themselves and stick w/ their reactions - high self-monitors may hold bad feedback; low ones don't
S vs N
Sensing (S) - Sending types tend to be practical Intuition (N) - Intuitive people tend to be big pic, focus on possibilities, creative ideas people
What are the relative differences in levels of employee engagement among small organizations (>100), mid-sized organizations (100 - 999) and large organizations (1000+ )?
Small orgs (>100) report the highest lvls of engagement Larger orgs (1000+) are more likely to report that their employees are engaged compared to midsized orgs
What are SMART goals?
Specific Measurable Attainable Relevant Time-bound
What are the two Hawthorne studies' research objectives, findings and explanations of the findings?
Study #1 Research obj: Examine the effects of lighting in the plants on worker productivity Finding: Productivity increased rather than decreased when the lights were being dimmed Why? "The emergence of strong feelings of affiliation and trust due to the interactions and trust among the workers resulted in what Mayo called spontaneous collaboration." Study #2: Research obj: Examine the effectiveness of a new incentive system Finding: Social pressure from peers had more impact on worker productivity than pay increases Why? Workers formed into small groups and set informal standards for production, requiring coworkers to reduce their production so pay was more equal among the group members.
What do the following personality traits mean and what are their effects? Resilience
The degree of positive adaptation when faced w/ adversity 3 parts: - Sense of mastery - Sense of Relatedness - Emotional Reactivity Improves adaptation and influences stress effects Positive adaptation when faced w/ adversity Helps to reduce healthy hazards associated w/ Type A behavior patterns
What is the definition of cognitive dissonance?
The incompatibility btwn 2 or more attitudes or btw attitudes & behaviors
What is the meaning of cognitive dissonance? Explain a situation in which a person experiences cognitive dissonance at the workplace, and how this person may resolve this cognitive dissonance.
The incompatibility btwn 2 or more attitudes or btw attitudes & behaviors - Creates stress in an individual, which can be resolved by making a change in one or both of the conflicting components so thoughts, feelings, and behaviors align. Festinger proposed that the degree to which people are motivated to resolve dissonance is related to: - The importance of what creates it - How much influence the person has over it - Reward Let's say Mark values work-life balance, but his job requires him to consistently work overtime, causing stress and disrupting his personal life. This clash creates cognitive dissonance. To resolve it, Mark might renegotiate his workload, set boundaries for his working hours, or explore ways to better manage his time, helping align his values with his actions.
What is the role of heredity in personality? What are the results of the Minnesota twin studies?
The passing of traits from parents to their offspring Minnesota twin studies: Research using a registry of MN twins (reared apart) from 1936 to 1955 - 50% of occupational choice may be due to heredity - 40% of variance in values related to work motivation could be hereditary - Personality traits can, however, change due to self-development (like therapy), organizational events (a job change), or an event outside the workplace (like marriage or divorce).
T vs F
Thinking (T) - Thinking types tend to use logic Feeling (F) - Feeling types tend to use emotion
What is the goal of studying OB?
To improve the functioning of the org and each employee's work experience
What is the relative importance of trust among team members versus trust in the team leader in determining team performance?
Trust among members promotes collaboration and openness, enhancing problem-solving and innovation. Trust in the leader provides direction, stability, and support, crucial for effective leadership and team morale. Both forms of trust work together, creating a positive team dynamic that adapts to different goals and tasks. The right balance depends on the team's unique characteristics and objectives. Overall, a successful team benefits from a combination of internal trust and trust in leadership.
What are the descriptions of Type A and Type B behavior patterns?
Type A Personality - Competitive, aggressive personality type energized by stress Type B Personality - relaxed, easygoing personality type
What are the pros and cons of having a Type A & Type B personality?
Types A pros: - competitive, successful, effort, work ethic cons: - health hazards - hostile behaviors Type B pros: - enjoys the moment, relaxed, laid back, patient cons: - not competitive, lazy, not aggressive, less driven
Person-environment (PE) Fit
When an individual's personality is aligned with his or her environment, it results in job satisfaction, organizational commitment, and better performance on the job. - Good PE fit reduces turnover and increases job satisfaction. - Leaders can improve PE fit by inspiring employees and providing individual support.
Positive Organizational Behavior (POB)
a field concerning the study and development of human strengths in business
Chapter 1: What is OB?
a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations
Personality-Job Fit Theory (John Holland)
a theory that identifies six personality types and proposes that the fit between personality type and occupational environment 1. Realistic (R) - Practical, often introverted, people who get things done 2. Investigative (I) - Analytical and may enjoy research 3. Artistic (A) - Imaginative and may enjoy music or writing 4. Social (S) - Extroverted and may enjoy teaching or social work 5. Enterprising (E) - Confident and may enjoy law or small business ownership 6. Conventional (C) - Conforming and may enjoy accounting or corporate management Predictive of job performance & turnover intentions
Trait-like
implies a personality characteristic is relatively stable over time
What is the definition of OB?
is defined as the study of individuals & their behaviors at work.
Chapter 1: What is OB?
is defined as the study of individuals & their behaviors at work. a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations
What does PsyCap predict?
job performance and satisfaction (not a reversible relationship)
2. Accurate Mental Models
mental models— organized mental representations of the key elements within a team's environment that team members share. If team members have the wrong mental models, which is particularly likely with teams under acute stress, their performance suffers. If team members have different ideas about how to do things, the team will fight over how to do things rather than focus on what needs to be done.
What is the Hawthorne effect?
positive responses in attitudes and performance when researchers pay attention to a group of workers
