MNGT 3100 Wesson Exam 4 Ch. 14
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
