BMAL 500 Chapters 3 and 4
emotional intelligence
1. Self-awareness 2. Self-management 3. Social awareness 4. Relationship management
Transgender
Applies to anyone whose gender identity or gender expression is different from sex at birth
Emotions
Are complex, relatively brief responses aimed at a particular target, such as a person, information, experience, or event. They also change psychological and/or physiological states
deep-level diversity
Are those that take time to emerge in interactions, such as attitudes, opinions, and values
Effect on counterproductive work behaviors (CWBs)
Emotional stability buffered or protected participants against stressors at work
Job Attitudes (Positive)
Humility Positive Core Self Evaluation High Self-Monitoring Big 5 Attributes
glass ceiling
Identifies an invisible but absolute barrier that prevents women from advancing to higher-level positions
self-efficacy
Is a persons belief about his or her chances of successfully accomplishing a specific task
Locus of control
Is a relatively stable personality characteristic that describes how much personal responsibility we take for our behavior and its consequences
diversity climate
Is a subcomponent of an organization's overall climate and is defined as the employees' aggregate "perceptions about the organization's diversity-related formal structure characteristics and informal values".
LGBT
Is a widely recognized acronym to represent lesbian, gay, bisexual, and transgender
proactive personality
Is an attribute of someone "relatively unconstrained by situational forces and who effects environmental change. Proactive people identify opportunities and act on them, show initiative, take action, and preserve until meaningful change occurs.
Affirmative Action
Is an intervention aimed at giving management a chance to correct an imbalance, injustice, mistake, or outright discrimination that occurred in the past
pratical intelligence
Is the ability to solve everyday problems by utilizing knowledge gained from experience in order to purposefully adapt to, shape, and select environments
Personality
Is the combination of stable physical, behavioral, and mental characteristics that gives individuals their unique identities
self-esteem
Is your general belief about your own self-worth
Discrimination
Occurs when employment decisions about an individual are based on reasons not associated with performance or related to the job
Job Attitudes (Negative)
Pride Low Emotional Stability Hypervigilence/ Impression Management Type A/ Workaholicism
core self-evaluation (CSEs)
Represents a broad personality trait comprising four positive individual traits: (1) self-efficacy, (2) self-esteem, (3) locus of control, and (4) emotional stability
Intelligence Error
Selective Perception and Stereotyping Halo Effect Contrast Effect
Perfection Error
Self-serving bias Fundamental attribution error
Big Five Personality Dimensions
Simplify more complex models of personality. The dimensions are extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience.
Demographics
The statistical measurements of populations and their qualities (such as age, race, gender, or income) over time
Individual differences (IDs)
are the many attributes, such as traits and behaviors, that describe each of us as a person
effect on organizational citizenship behaviors (OCBs)
as emotional stability increases, OCBs decrease
Distinctiveness
compares a person's behavior on one task with his or her behavior on other tasks
consensus
compares an individual's behavior with that of his or her peers
managing diversity
enables people to perform up to their maximum potential
Perception
is a cognitive process that enables us to interpret and understand our surroundings
sterotype
is an individuals set of beliefs about the characteristics or attributes of a group
emotional intelligence
is the ability to monitor your own emotions and those of others, to discriminate among them, and to use this information to guide your thinking and actions
Consistency
judges if the individual's performance on a given task is consistent over time
access-and-legitimacy perspective
on diversity is based in recognition that the organization's markets and constituencies are culturally diverse
emotion display norms
or rules that dictate which types of emotions are expected and appropriate for their members to show
internal locus of control
people who believe they control the events and consequences that affect their lives
On-ramping
programs encourage people to reenter the workforce after a temporary career break
Americans with Disabilities Act
prohibits discrimination against those with disabilities and requires organizations to reasonably accommodate an individual's disabilities
Fundamental attribution bias
reflects our tendency to attribute another person's behavior to his or her personal characteristics, rather than to situation factors
Psychological safety
reflects the extent to which people feel free to express their ideas and beliefs without fear of negative consequences
intelligence
represents an individual's capacity for constructive thinking, reasoning, and problem solving
implicit cognition
represents any thoughts or beliefs that are automatically activated from memory without our conscious awareness
self-serving bias
represents our tendency to take more personal responsibility for success than for failure
diversity
represents the multitude of individual differences and similarities that exist among people
casual attributions
suspected or inferred causes of behavior
emotional stability
tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure
surface level characteristics
those that are quickly apparent to interactants, such as race, gender, and age
external locus of control
those who believe their performance is the product of circumstances beyond their immediate control
internal factors
within a person (such as ability)
external factors
within the environment (such as a difficult task)
Underemployed
working at jobs that require less education than they have