ORGB Chapter 3
The Big Five Personality Dimensions: Conscientiousness
It is the tendency to be dependable, organized, thorough, and responsible
The Big Five Personality Dimensions: Openness to Experience
It reflects the extent to which an individual is broad-minded creative, curious, and intelligent
Personality
A relatively stable set of feelings and behaviors that have been significantly formed by genetic and environmental factors (Myers-Briggs Type)
Emotions
A state of physiological arousal accompanied by changes in facial expressions, gestures, posture, or subjective feelings
The Big Five Personality Dimensions: Extroversion
It is a trait that indicated a person's outgoing, sociable behavior
The Big Five Personality Dimensions: Emotional Stability
It is the ability to be calm, serene, relaxed and secure
The Big Five Personality Dimensions: Agreeableness
It is the tendency to be courteous, forgiving, tolerant, trusting, and softhearted
• Internal Locus of Control
When people perform well, they believe it is because of their effort or skill
• External Locus of Control
When people perform well, they believe it is due to luck or because it was an easy task
Intelligent Leaders According to Robert Sternberg need to
1. Capitalize on their own strengths and overcome their weaknesses 2. Realize they are not good at everything 3. Overcome negative expectations set by others around them 4. Learn from their positive and negative expectations 5. Have can-do attitudes
Job Satisfaction and Performance
1. Job satisfaction causes job performance 2. Job performance causes job satisfaction 3. The job satisfaction-job performance relationship is moderated by other variables such as rewards
Disability Diversity
A disabled person is someone who has a physical or mental impairment that substantially limits one or more of their major life activities. Companies must make existing facilities available, restructure jobs, modify schedules and reassign employees
Mood
A long-lasting state of emotion
Cognitive Dissonance
A mental state of anxiety that occurs when there is a conflict among an individual's various cognitions after a decision has been made
Ability
A person's talent to perform a mental or physical task
Creativity
A personality trait that involves the ability to break away from habit-bound thinking and produces novel and useful ideas
Job Satisfaction
An attitude people have about their jobs
Self-management
An important aspect of having EI is not letting your emotions or mood swings disrupt your productivity or relationships
Work Behavior
Anything a person does in the work environment; Affected by individual differences such as; 1. Diversity 2. Abilities and Skills 3. Attitudes 4. Personality 5. Emotions 6. Perceptions
Social awareness
Better at demonstrating empathy or relating to other people
Self-Efficacy
Designates a person's belief that he or she has the competency to complete a job successfully
Benefits of Diversity
Enhanced decision quality: wide range of experiences and perspectives Better connection with customers: help bring an understanding of diverse customer sets More creative innovation: "tap the creative, cultural, and communicative skills of a variety of employees and use those skills to improve the company"
Self-awareness
Greater awareness of their own emotions or feelings
Three Dimensions of Self-Efficacy: Generality
Indicates how generalized across different situations the belief in capability is
Relationship management
Maintaining positive and productive relationships with people at work requires that we listen to their needs, communicate in a positive manner, and collaborate with them
Attitudes
Mental states of readiness for need arousal
Generational Diversity
Millennial: tend to require more praise and short-term rewards, good at social media and team work, Gen X: put their careers first
Goal setting and Performance
Organizations can encourage higher performance goals from employees who have higher levels of self-efficacy
Training Programs
Organizations should consider employee levels of self-efficacy when choosing among candidates for training programs
Selection decisions
Organizations should select individuals who have a strong sense of self-efficacy; these individuals will be motivated to engage in the behaviors that will help them perform well
Mental Ability
Refers to one's level of intelligence and can be divided into subcategories, including verbal fluency and comprehension, inductive and deductive reasoning, associative memory, and spatial orientation
Locus of Control
Specifies a person's behavior belief that he or she does or does not master his or her fate
Emotional Intelligence
The ability to manage one's own and others' emotions in order to guide one's behavior and achieve goals.
Promotion Opportunities
The availability of opportunities for advancement
Emotional Labor
The effort and work to manage your emotions and keep them under control
Affect
The emotional component of an attitude; often learned from parents, teachers, and peer group members: Feelings and Emotions
Mood Cognition
The transfer of mood or emotions from one individual to others
Tacit Knowledge
The work-related practical know-how that employees acquire through observation and direct experience on the job
Cognition
This is basically what individuals know about themselves and their environment implies a conscious process of acquiring knowledge: Beliefs and Values
Individual Differences
To understand individual differences a manager must: 1. Observe and recognize the differences 2. Study relationships among variables that influence individual behavior
Three Dimensions of Self-Efficacy: Magnitude
refers to the level of task difficulty that individuals believe they can attain
Three Dimensions of Self-Efficacy: Strength
refers to whether the belief regarding magnitude is strong or weak
Pay
the amount of pay received and the perceived fairness of that pay
Job Security
the belief that one's position is relatively secure and continued employment with the organization is a reasonable expectation
Co-workers
the extent to which co-workers are friendly, competent, and supportive
Work itself
the extent to which job tasks are considered interesting and provide opportunities for learning
Working Conditions
the extent to which the physical work environment is comfortable and supportive of productivity