C715- Organizational Behavior
People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs.
Proactive personality
A tendency to fixate on initial information, from which one then fails to adequately adjust for subsequent information.
anchoring bias
An attempt to determine whether an individual's behavior is internally or externally caused.
attribution theory
The tendency for people to base their judgments on information that is readily available to them.
availability bias
Evaluation of a person's characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics.
contrast effect
The ability to produce novel and useful ideas.
creativity
A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.
expectancy theory
A personality dimension describing someone who is sociable, gregarious, and assertive.
extraversion
A national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals of men in all aspects of the society.
femininity
A designated work group defined by an organization's structure.
formal group
The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others.
fundamental attribution error
Two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.
group
How do psychologists define personality?
growth and development of a person's psychological system
The tendency to draw a general impression about an individual on the basis of a single characteristic.
halo effect
Needs that are satisfied internally, such as social, esteem, and self-actualization needs.
higher-order needs
The tendency to believe falsely, after an outcome of an event is actually known, that one would have accurately predicted that outcome.
hindsight bias
Factors—such as company policy and administration, supervision, and salary—that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied.
hygiene-factors
A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups.
individualism
Canada and US and Netherlands tend to be higher on ______
individualistic
A group that is neither formally structured nor organizationally determined; such a group appears in response to the need for social contact.
informal group
Preferable modes of behavior or means of achieving one's terminal values.
instrumental values
The perceived degree to which an individual is treated with dignity, concern, and respect.
interactional justice
An unconscious process created out of distilled experience.
intuitive decision making
the investment of an employee's physical, cognitive, and emotional energies into job performance.
job engagement
A national culture attribute that emphasizes the future, thrift, and persistence.
long-term orientation
Asian countries tend to be higher on _______
long-term orientation
Needs that are satisfied externally, such as physiological and safety needs
lower-order needs
A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress.
management by objectives (MBO)
A national culture attribute that describes the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism.
masculinity
The processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.
motivation
The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement.
narcissism
The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed.
need for achievement (nAch)
The desire for friendly and close interpersonal relationships.
need for affiliation
The need to make others behave in a way in which they would not have behaved otherwise.
need for power
Which is the better predictor of success on the job? Self-report surveys or observer-ratings survey?
observer-rating surveys
A personality dimension that characterizes someone in terms of imagination, sensitivity, and curiosity.
openness to experience
An overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice.
organizational justice
A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.
perception
A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.
personality-job fit theory
A national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally.
power distance
Mexico and Philippines tend to be higher on _______
power distance
A discrepancy between the current state of affairs and some desired state.
problem
The perceived fairness of the process used to determine the distribution of rewards.
procedural justice
The tendency of individuals to believe that they can predict the outcome of random events.
randomness error
A decision-making model that describes how individuals should behave in order to maximize some outcome.
rational decision-making model
A theory that says that behavior is a function of its consequences.
reinforcement theory
The tendency to prefer a sure gain of a moderate amount over a riskier outcome, even if the riskier outcome might have a higher expected payoff.
risk aversion
The tendency to selectively interpret what one sees on the basis of one's interests, background, experience, and attitudes.
selective perception
The drive to become what a person is capable of becoming.
self-actualization
The degree to which peoples' reasons for pursuing goals are consistent with their interests and core values.
self-concordance
A theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation.
self-determination theory
An individual's belief that he or she is capable of performing a task.
self-efficacy
A situation in which a person inaccurately perceives a second person, and the resulting expectations cause the second person to behave in ways consistent with the original perception.
self-fulfilling prophecy
A personality trait that measures an individual's ability to adjust his or her behavior to external, situational factors.
self-monitoring
The tendency for individuals to attribute their own successes to internal factors and put the blame for failures on external factors.
self-serving bias
What are the steps in the rational decision making model?
1. Define the problem. 2. Identify the decision criteria. 3. Allocate weights to the criteria. 4. Develop the alternatives. 5. Evaluate the alternatives. 6. Select the best alternative.
What are the dominate frameworks for identifying and classifying traits?
1. Myers-Briggs Type Indicator 2. Big 5 Model
What is the best test to evaluate a interviewee on potential job performance?
Big 5 Model
This test is very accurate at predicting how people behave in real life situations
Big Five Model
Which test?: - personality assessment that taps five basic dimensions
Big Five Model
T/F: Potential influences (like mentioned in Q1) will not have an impact on the performance of an organization's workforce.
FALSE- influences will have a big impact
Does research support environment or hereditary more as an influence of personality?
Hereditary is shown to be the bigger influencer (supports both)
- factors determined at conception - one's biological, physiological, and inherent physiolog. makeup
Heredity
The degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.
Machiavellianism
A theory that states achievement, power, and affiliation are three important needs that help explain motivation.
McClelland's theory of needs
Name the most widely used personality-assessment instrument in the world
Myers-Briggs Type Indicator
What test? - 100 question personality test - asks how ppl feel or act in situations - classifications include: extraverted, intraverted, sensing, intuitive and more
Myers-Briggs Type Indicator
Is the Meyers-Briggs test best for... 1. Job performance assessment and selection for best candidate OR 2. Increasing self-awareness and providing career guidance
2 Performance is usually unrelated to job performance and managers shouldn't use it for selection.
What are the hierarchy of needs?
Abraham Maslow's hierarchy of five needs—physiological, safety, social, esteem, and self-actualization—in which, as each need is substantially satisfied, the next need becomes dominant.
T/F: Personality predicts the performance of entrepreneurs.
TRUE
T/F: The preponderance of evidence shows that individuals who are dependable, reliable, careful, thorough, able to plan, organized, hardworking, persistent, and achievement-oriented tend to have higher job performance in most if not all occupations
TRUE
A personality dimension that describes someone who is good natured, cooperative, and trusting.
agreeableness
A theory that argues that behavior follows stimuli in a relatively unthinking manner.
behaviorism
Individuals behave in certain ways for certain reasons. Reasons for certain behaviors come from influences. Name potential influences.
biological, personal, social, environmental
A process of making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity.
bounded rationality
A version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling.
cognitive evaluation theory
A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
collectivism
The tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgments.
confirmation bias
A personality dimension that describes someone who is responsible, dependable, persistent, and organized.
conscientiousness
Choices made from among two or more alternatives.
decisions
Perceived fairness of the amount and allocation of rewards among individuals.
distributive justice
A personality dimension that characterizes someone as calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative).
emotional stability
What is our definition of personality?
enduring characteristics that describe an individuals behavior
A theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.
equity theory
An increased commitment to a previous decision in spite of negative information.
escalation of committment
A national culture attribute that emphasizes the past and present, respect for tradition, and fulfillment of social obligations.
short-term orientation
Perspective that considers when and why individuals consider themselves members of groups.
social identity theory
The view that we can learn through both observation and direct experience.
social-learning theory
Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime.
terminal values
The assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.
theory x
The assumption that employees like work, are creative, seek responsibility, and can exercise self-direction.
theory y
The proposition that individual creativity requires expertise, creative thinking skills, and intrinsic task motivation.
three-component model of creativity
What is the most common way for a manager to measure employee personality?
through self-report surveys (eg: how much do you worry)
A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called motivation-hygiene theory.
two-factor theory
A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
uncertainty avoidance
south america tends to be higher on _______
uncertainty avoidance
A system in which decisions are made to provide the greatest good for the greatest number.
utilitarianism
A hierarchy based on a ranking of an individual's values in terms of their intensity.
value system
Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.
values
bottom-line conclusions individuals have about their capabilities, competence, and worth as a person
what is core-self evaluation
