Chapter 3
Attributions
Judgements about what caused a person's behavior- either characteristics of the person or of the situation
Organizational Commitment
Loyalty to and heavy involvement in one's organization.
Agreeableness
degree to which a person is able to get along with others by being good-natured, likable, cooperative, forgiving, understanding, and trust
Emotional Stability
degree to which a person is calm, enthusiastic, and self-confident rather than tense, depressed, moody, or insecure (neuroticism).
Conscientiousness
degree to which a person is focused on a few goals, thus behaving in ways that are responsible, dependable, persistent, and achievement oriented
Extraversion
degree to which a person is outgoing, sociable, assertive, and comfortable with the interpersonal relations (Other end of continuum=Introversion)
Big 5 Personality factors
1. Extraversion 2. Agreeableness 3. Conscientiousness 4. Emotional Stability 5. Openness to Experience
Job Satisfaction
A positive attitude toward ones job. Myth: Satisfied employees will do better work
4 Components of Emotional Intelligence: Relationship awareness
Ability to connect to others, build positive relationships, respond to the emotions of others, and influence others. -High Levels-> know how to listen and communicate clearly, and treat others with compassion and respect
4 Components of Emotional Intelligence: Self Management
Ability to control disruptive or harmful emotions and balance one;s moods so that worry, anxiety, fear, or anger do not cloud thinking
4 Components of Emotional Intelligence: Social awareness
Ability to understand others and practice empathy (being able to recognize what others are feeling without them needing to tell you) - High levels-> capable of understanding divergent points of view and interacting effectively with many different types of people.
4 Components of Emotional Intelligence: Self Awareness
Being aware of what you are feeling
High External Locus of Control
Believe events in their lives occur because of chance, uck, or outside people and events.
3 components of attitudes
Cognitive (thoughts)- includes the beliefs, opinions, and information the person has about the object of the attitude Affective (feeling)- person's emotions or feelings about the object of the attitude Behavioral- the person's InTeNtIoN to behave toward the object of the attitude in a certain way
Perception Process
Observe information via senses Screening the information and selecting what to process Organizing the selected data into patterns for interpretation and response
High Internal Locus of Control
People believe their own action influence what happens to them Feel in control of own fate
High Machs
Predisposed to being pragmatic, capable of lying to achieve personal goals, more likely to win in win-lose situations and more likely to persuade than be persuaded. - People good at sales
Perceptual Selectivity
Process by which individuals screen and select the various objects and stimuli that vie for their attention.
4 Components of Emotional Intelligence:
Self Awareness Self Management Social Awareness Relationship awareness (Teachable)
Problem Solving Styles
Sensation-type people: would rather work with known facts and hard data and prefer routine and order in gathering information Intuitive-type people: would rather look for possibilities than work with facts and prefer solving new problems and using abstract concepts
Recency
Sensory data that occurs toward the end of an event
Stereotyping
Tendency to assign an individual to a group or broad category and then to attribute widely held generalizations about the group to the individual.
Machiavellianism
Tendency to direct much of one's behavior toward the acquisition of power and the manipulation of the other personal gain.
Attitude
an evaluation (+ and -) that predisposes a person to act in a certain way
Halo Effect
an overall favorable impression of a person or situation based on one characteristic (opposite is the horn effect) - Blinds the perceiver to the other characteristics that should be used to generating a more complete assessment.
Authoritarianism
belief that power and status differences should exist within the organization
Openness to experience
degree to which a person has a broad range of interests and is imaginative, creative, artistically sensitive, and willing to consider new ideas.
Perceptual Distortions
errors in perceptual judgment that arise from inaccuracies in any part of the perceptual process
Personal Job fit
extent to which a person's ability to personality match the requirements of a job
Person-environment fit
looks not only at whether the person and job are suited to one another but also at how well the individual will fit in the overall organizational environment
internal Attributions
says Characteristics of the person led to the behavior
External Attribution
says something about the Situation caused the person's behavior
Primacy
sensory data that occurs toward the beginning of an event
Personality
set of characteristics that underlie a relatively stable pattern of behavior in response to ideas, objects, or people in the environment
high authoritarianism
tend to be concerned with power and toughness, obey recognized authority above them, stick to conventional values, and critically judge others.
Self-serving bias
tendency to overestimate the contribution of internal factors to one's successes and the contribution of external factors to one's failures
Locus of control
tendency to place the primary responsibility for one's success or failure either within themselves (internally) or on outside forces (externally)
Fundamental attribution error
tendency to underestimate the influence of external factors on another's behavior and to overestimate the influence of internal factors
Perception
the cognitive process people use to make sense out of the environment by selecting, organizing, and interpreting information from the environment.