MNGT 3100 Wesson Exam 4 Ch. 14

अब Quizwiz के साथ अपने होमवर्क और परीक्षाओं को एस करें!

General Adaptation Syndrome (GAS): (stages)

1. Alarm 2. Resistance 3. Exhaustion

openness

A person's rigidity of beliefs and range of interests

organizational commitment

An attitude that reflects a person's identification with and attachment to the organization itself

Myers-Briggs Type Indicator (MBTI)/framework (list form)

Extraversion (E) v. Introversion (I) Sensing (S) v. Intuition (N) Thinking (T) v. Feeling (F) Judging (J) v. Perceiving (P)

General Adaptation Syndrome (GAS): (definition)

General cycle of the stress process

social skill

Refers to a person's ability to get along with others and to establish positive relationships.

organizational engagement

The extent to which an employee sees him or herself as part of the organization, actively looks for ways to contribute to the organization, and is involved with the organization in multiple ways

emotional intelligence/EQ

The extent to which people are self-aware, manage their emotions, motivate themselves, express empathy for others, and possess social skills

conscientiousness

The number of things a person can effectively work on at one time

attribution

The process of observing behavior and attributing causes to it

contributions

What the individual provides to the organization

absenteeism

When a person does not show up for work

burnout

a feeling of exhaustion that may develop when someone experiences too much stress for an extended period of time

workplace behavior

a pattern of action by the members of an organization that directly or indirectly influences organizational effectiveness

agreeableness

a person's ability to get along with others

motivating oneself

a person's ability to remain optimistic and to continue striving in the face of setbacks, barriers, and failure

empathy

a person's ability to understand how others are feeling, even without being explicitly told

extraversion

a person's comfort level with relationships

stress

a person's response to a strong stimulus

negative affectivity

a tendency to be generally downbeat and pessimistic, see things in a negative way, and seem to be in a bad mood

positive affectivity

a tendency to be relatively upbeat and optimistic, have an overall sense of well-being, see things in a positive light, and seem to be in a good mood

withdrawal behaviors

absenteeism and turnover

"Big Five" traits: (list)

agreeableness conscientiousness negative emotionality extraversion openness

divergent thinking

allows people to see differences among situations, phenomena, or events

convergent thinking

allows people to see similarities among situations, phenomena, or events

job satisfaction/dissatisfaction

an attitude that reflects the extent to which an individual is gratified by or fulfilled in his or her work

self efficacy

an individual's beliefs about his/her capabilities to perform a task (high v. low)

Machiavellianism

behavior directed at gaining power and controlling the behavior of others (more/less emotion driven)

conscientiousness impact

best predictor of success/performance across all jobs

cognitive dissonance

caused when an individual has conflicting attitudes

personality parts

combo of genetics and environment

attitudes

complexes of beliefs and feelings that people have about specific ideas, situations, or other people

time management list

critical, important, optional/trivial

cognitive component

derived from knowledge one has about a situation

extraversion impact

easiest to identify upon meeting someone

negative emotionality

extent to which a person is poised, calm, resilient, and secure

resistance

individual is actively resisting the effects of the stressor

Type A

individuals who are extremely competitive, very devoted to work, and have a strong sense of time urgency

Type B

individuals who are less competitive, less devoted to work, and have a weaker sense of time urgency

consequences of stress

negative personal (behavioral, psychological, medical), negative work-related (poor quality, job dissatisfaction, withdrawal), burnout

thinking v feeling

one base decisions on logic, others on emotion

extraversion v introversion

one gathers energy from others, one needs solitude to recharge their energy

judging v perceiving

one prefers completion, the others enjoy the process

sensing v intuition

one type prefers concrete ideas, the other prefers abstract concepts

alarm

panic, wondering how to cope, and a feeling of helplessness

individual differences

personal attributes that vary from one person to another

"Big Five" personality traits (definition)

popular personality framework based on certain traits

exhaustion

prolonged exposure to stress causes an individual to give up (burnout)

managing emotions

refers to a person's capacities to balance anxiety, fear, and anger so that they do not overly interfere with getting things accomplished

self-awareness

refers to a person's capacity for being aware of how they are feeling. in general, allows people to more effectively guide their own lives and behaviors

affective component

reflects feelings and emotions an individual has toward a situation

intentional component

reflects how one expects to behave toward or in the situation

stressor

stimulus to stress

causes of work stress (list)

task demands physical demands role demands interpersonal demands

creativity

the ability of an individual to generate new ideas or to conceive of new perspectives on existing ideas

organizational citizenship

the behavior of individuals that makes a positive overall contribution to the organization

locus of control

the degree to which a person believes that his/her behavior has a direct impact on the consequences of that behavior (internal v. external)

risk propensity

the degree to which an individual is willing to take chances and make risky decisions

authoritarianism

the extent to which a person believes that power and status differences are appropriate within hierarchical social systems such as organizations

self esteem

the extent to which a person believes that s/he is a worthwhile and deserving individual

consensus

the extent to which other people in the same situation behave the same way

person-job fit

the extent to which the contributions made by the individual match the inducements offered by the organization

distinctiveness

the extent to which the same person behaves in the same way in other situations

consistency

the extent to which the same person behaves the same way at different times

psychological contract

the overall set of expectations held by an individual with respect to what he or she will contribute to the organization and what the organization will provide in return

stereotyping

the process of categorizing or labeling people on the basis of a single attribute

selective perception

the process of screening out information that we are uncomfortable with or that contradicts our beliefs

personality

the relatively permanent set of psychological and behavioral attributes that distinguish one person from another

perception

the set of processes by which an individual becomes aware of and interprets information about the environment

fundamental attribution error

the tendency for observers, when analyzing another's behavior, to underestimate the impact of the situation and to overestimate the impact of personal disposition

performance behavior

the total set of work-related behaviors that the organization expects the person to display

dysfunctional behaviors

those that detract from, rather than contribute to, organizational performance

inducements

what the organization provides to the individual

turnover

when people quit their jobs


संबंधित स्टडी सेट्स

Pricing Decisions and Market Success: Priceline and Uber

View Set

Leadership Ch. 17: Staffing Needs and Scheduling Policies

View Set