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Big Five personality model
conscientiousness, emotional stability, extraversion, agreeableness, and openness to experience
John Holland's personality-job fit theory
Theory that identifies 6 personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover
6 John Holland personality types
realistic, investigative, social, conventional, enterprising, and artistic
five value dimensions of national culture as identified by the Hofstede
power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, and long term vs short term orientation
Dark Triad
A constellation of negative personality traits consisting of Machiavellianism, narcissism, and psychopathy
Machiavellianism
The degree to which an individual is pragmatic, maintains emotional distance, and believes that the ends can justify the means
narcissism
Describes a person who has a grandiose sense of self-importance, requires excessive admiration, and is arrogant. Often have fantasies of grand success, a tendency to exploit situations and people, a sense of entitlement, and a lack of empathy
psychopathy
Lack of concern for others, and a lack of quilt or remorse when actions cause harm, low motivation to comply with social norms, impulsivity, willingness to use deceit to obtain desired ends, and disregard,
core self-evaluations (CSEs)
Bottom- line conclusions individuals have about their capabilities, competence and worth as a person
self monitoring
Individual’s ability to adjust behavior to external situational factors.
proactive personality
identify opportunities, show initiative, take action, and persevere until meaningful change occurs, compared to others who generally react to situations.
situation strength theory
The way personality translates into behavior depends on the strength of the situation. The degree to which norms, cues, or standards dictate appropriate behavior
clarity
The degree to which cues about work duties and responsibilities are available and clear
consistency
The extent to which cues regarding work duties and responsibilities are compatible with one another
constraints
The extent to which individuals’ freedom to decide or act is limited by forces outside their control
consequences
The degree to which decisions or actions have important implications for the organization or its members, clients, supplies, and so on
Trait Activation Theory (TAT)
Predicts that some situations, events, or interventions “activate” a trait more than others
values
Represent basic convictions that “a specific mode of conduct or end-state of existence is personally of socially preferable to an opposite or converse mode of conduct or end state existence
value system
A hierarchy of values according to the relative importance we assign to values such as freedom,pleasure, self-respect, honesty, obedience, and equality
terminal values
Refers to desirable end-states. These are the goals a person would like to achieve during a lifetime
instrumental values
Refers to preferable modes of behavior or means of achieving the terminal values
person-organization fit
People are attracted to and selected by organizations that match their values, and they leave organizations that are not compatible with their personalities
Attribution Theory
Tries to explain the ways we judge people differently, depending on the meaning we attribute to a behavior. Suggests that when we observe an individual’s behavior, we attempt to determine whether it was internally or externally caused
Three factors of Attribution theory
distinctiveness, consensus, and consistency
Selective Perception
Any characteristic that makes a person, an object, or an event stand out will increase the probability we will perceive it
Bounded rationality
Construct simplified models that extract the essential features from problems without capturing all their complexity
Anchoring Bias
a tendency to fixate on initial information and fail to adequately adjust for subsequent information.
confirmation bias
represents a case of selective perception: we seek out information that reaffirms our past choices, and we discount information that contradicts them. We also tend to accept at face value information that confirms our preconceived views, while we are skeptical of information that challenges them
escalation of commitment
Refers to our staying with a decision even if there is clear evidence it’s wrong
perception
Is a process by which we organize and interpret sensory impressions to give meaning to our environment
fundamental attribution error
Individuals and organizations tend to attribute their own successes to internal factors such as ability or effort, while blaming failure on external factors such as bad luck or difficult coworkers
self-serving bias
People tend to attribute ambiguous information as relatively flattering, accept positive feedback, and reject negative feedback
halo effect
When we draw an impression about an individual on the basis of a single characteristic, such as intelligence, sociability, or appearance
contrast effect
Can distort perceptions. We don’t evaluate a person in isolation. Our reaction is influenced by other people we have recently encountered
stereotyping
When we judge someone based on our perception of the group to which they belong
self-fulfilling prophecy
Pygmalion effect describes how an individual’s behavior is determined by others’ expectations. If a manager expects big things from her people, they’re not likely to let her down
problem
Discrepancy exists between the current situation and some desired state, requiring us to consider alternative courses of action
intuitive decision making
An unconscious process created from distilled experience. Occurs outside conscious thought; relies on holistic associations, or links between disparate pieces of information; is fast; and is affectively charged, meaning it engages the emotions
availability bias
Is our tendency to base judgments on readily available information and our previous direct experience with similar information
randomness error
Our tendency to believe we can predict the outcome of random events
risk aversion
Tendency to prefer a sure thing over a risky outcome
hindsight bias
Tendency to believe falsely, after the outcome is known, that we would have accurately predicted it
utilitarianism
Proposes making decisions solely based on their outcomes, ideally to provide the greatest good for the greatest number
behavioral ethics
Area of study that analyzes how people behave when confronted with ethical dilemmas
