Understanding Passion, Personality, and Group Dynamics

Real success

Passion connects identity to work for fulfillment.

Wrong turns

Mistakes from money, skills, or limiting attitudes.

Testing and learning

Better approach than rigid planning.

Tunnel vision

Narrow focus on passion can cause disappointment.

Personality

Stable psychological traits influencing thoughts and actions.

Big 5 personality test

Measures personality on five dimensions: OCEAN.

Myers Briggs Type Indicator (MBTI)

Categorizes personality types, less reliable than Big 5.

Situational factors

Immediate environment shaping personality expression.

Values

Beliefs about importance, stability, and context-driven.

Person-job fit

Alignment of values with job requirements.

Person-organization fit

Alignment of values with company culture.

Emotions in the workplace

Affect decision-making, motivation, and others' emotions.

Emotion regulation

Modifying feelings or expressions of emotions.

Emotional labor

Regulating emotions as part of job expectations.

Display rules

Expectations for emotional expression in contexts.

Surface acting

Faking emotions, leading to dissonance.

Deep acting

Authentically trying to feel required emotions.

Perception

Interpreting sensory inputs influences decision-making.

Selective perception

Noticing based on personal interests and experiences.

Fundamental attribution error

Overestimating internal factors in others' behaviors.

Contrast error

Evaluating based on recent comparisons.

Stereotype

Association between a category and a trait.

Decision-making systems

System 1 is quick; System 2 is deliberate.

Anchoring bias

Fixating on initial information during decisions.

Selection bias

Generalizing conclusions from insufficient data.

Randomness error

Believing in predictability of random events.

Confirmation bias

Seeking confirming information while ignoring contradictions.

Availability bias

Judging based on readily available information.

Escalation of commitment

Increased commitment despite negative information.

Motivation

Force driving effort towards tasks or activities.

Self determination theory

Control over actions enhances motivation.

Self concordance theory

Goals aligned with values maintain motivation.

Goal setting theory

Goals direct attention and energy towards achievement.

SMART goals

Specific, measurable, attainable, relevant, time-bound objectives.

Self efficacy theory

Belief in ability enhances motivation.

Equity theory

Fairness perception influences motivation levels.

Job design

Influences motivation through task structuring.

Job characteristic model

Five dimensions: skill variety, identity, significance, autonomy, feedback.

Job redesign

Formal changes to job structure.

Job crafting

Informal adjustments to enhance job experience.

Group

Two or more individuals working towards a goal.

Norms

Shared beliefs about acceptable group behavior.

Cohesiveness

Members' attraction and motivation to remain together.

Role

Expected behaviors associated with a social position.

Status

Social rank assigned to group members.

Hierarchy

Ranks of esteem within a group.

Group think

Conformity pressures suppress diverse viewpoints.

Team

Group with mutual accountability and collective performance.

Synergy

Positive outcomes from collaborative teamwork.

Team effectiveness

Influenced by context, composition, processes, and states.

Conflict

Perceived damaging actions by others.

Dysfunctional conflict

Hinders collaboration and reduces satisfaction.

Functional conflict

Constructive, enhances creativity and decision quality.

Relationship conflict

Interpersonal issues causing negative dynamics.

Task conflict

Disagreements over content or goals.

Conflict handling methods

Strategies: competing, avoiding, compromising, accommodating, collaborating.

Diversity

Differences among group members in characteristics.

Surface-level diversity

Observable traits like age, race, gender.

Deep-level diversity

Less visible traits like values and skills.

Tokenism

Minority members treated differently from majority.

Social identity theory

Identity shaped by group memberships.

Intergroup conflict

Bias-based conflicts between groups.

Communication

Transfer and understanding of meaning.

Routine message

Simple, familiar, low emotional complexity.

Non-routine message

Complex, unfamiliar, prone to misunderstanding.

Channel richness

Amount of information conveyed through a medium.

Curse of knowledge

Sender assumes message is easily understood.

Message encoding

Translating thoughts into a communicable message.

Listening

Active attention and understanding of communication.