BUS 387 Quiz 3 - Cal Poly - Daubert S22

What is the functional purpose of MBTI?

It helps us understand our strengths/weaknesses and reactions

Personality definition

how people affect others and how they understand and view themselves, as well as their pattern of inner and outer measurable traits and the person-situation interaction.

Main finding from twin studies

identical twins raised apart have similarities in personality, leading researchers to believe that both nature and nurture contribute to personality

Personality is a ______.

trait theory

self-concept definition

-one's overall view of oneself

-consists of emotion, intelligence, and a sense of efficacy

-comes from within

self-esteem definition

-how you feel about yourself

-sense of self-worth, value

-derived from other people, a personality trait

social evolution definition

humanity is evolving along the lines of social phenomena such as trust, collaboration, and competition.

organization-based self-esteem (OBSE) definition

-the self-perceived value that individuals have of themselves as organization members acting within an organization context

-global concept of personal self-esteem applied to orgs

purpose of fostering OBSE

making employees feel valued will yield intangible and tangible benefits

socialization process definition

the continuous impact from the social environment on us

T/F: Socialization begins at birth, goes through childhood, and expands into your adult life.

True

6 specific steps that can lead to successful organizational socialization:

1. provide a challenging first job

2. provide relevant training

3. provide timely and consistent feedback

4. select a good first supervisor to be in charge of socialization

5. design a relaxed orientation program

6. place new recruits in work groups with high morale

T/F: new employees attending a socialization training program are more socialized than those who do not.

True

T/F: socialization tactics influence perceived organizational support, which has an impact on voluntary turnover and organizational commitment.

True

The Big Five Personality Traits

openness, conscientiousness, extraversion, agreeableness, emotional stability

conscientiousness definition

being careful, reliable, hard-working

-2nd most associated with leadership effectiveness, most associated with job performance

openness definition

being creative, less abstract, providing new ideas

extroversion definition

sociable, fun-loving, most strongly associated with leadership, more influenced by heredity than environment

agreeableness definition

generous, kind, nurturing, weak association with leadership, good at getting along with others

emotional stability definition

anxious, temperamental, emotional, worrying, more influenced by heredity than environment, people who score low are positive and keep things in perspective

T/F: MBTI is a strong enough predictor of personality to for it to be used in job selection decisions.

False

motivation definition (psychological)

the internal state of a person that leads to behavior

motivation definition (managerial)

activities managers do to induce results that are desirable

extrinsic motivation

-tangible

-results from the potential or actual receipt of extrinsic rewards

-salary, gifts

intrinsic motivation

-intangible

-occurs when an individual is turned onto one's work because of the positive internal feelings that are generated by doing well

-recognition, praise, happiness

5 reasons why managers care about motivation

1. join the organization

2. stay with the organization

3. be engaged at work

4. perform organizational citizenship behaviors

5. help others

content theories of motivation definition

revolve around the notion that an employee's needs influence motivation

needs definition

physiological or psychological deficiencies that arouse behavior

5 content theories:

1. McGregor's Theory X and Theory Y

2. Maslow's need hierarchy theory

3. acquired needs theory

4. self-determination theory

5. Herzberg's motivator-hygiene theory

McGregor's Theory X and Theory Y

-Theory X is a pessimistic view of employees (they dislike work, must be monitored, and can only be motivated with rewards or punishment)

-Theory Y is an optimistic view of employees, more modern (they are self-engaged, committed, responsible, and creative

Maslow's Hierarchy of Needs

applied to a work environment:

-self-actualization: realizing one's full potential, creativity, and self-development

-esteem/ego: self-esteem, confidence, autonomy, reputation, status, self-direction, recognition

-love/social: acceptance from others, belonging to a group, communication with others

-safety: protection from harsh supervision or unsafe environment, job security, predictable environment and coworkers

-physiological: good working conditions, good pay

T/F: Managers tend to overemphasize the importance of extrinsic rewards compared to intrinsic rewards.

True

Acquired needs theory

states that three needs - achievement, affiliation, and power - are the key drivers of employee behavior

need for achievement definition

the desire to excel, overcome obstacles, solve problems, and rival and surpass others

need for affiliation definition

the desire to maintain social relationships, to be liked, and to join groups

need for power definition

the desire to influence, coach, teach, or encourage others to achieve

self-determination theory definition

-assumes that three innate needs influence our behavior and well-being - competence, autonomy, and relatedness

-focuses on intrinsic motivation

What could a manager do to fulfill a competency need?

they can try to create work environments that support and encourage the opportunity to experience competence, autonomy, and relatedness.

motivator-hygiene theory definition

job satisfaction/dissatisfaction arise from two different sets of factors

-satisfaction comes from motivating factors

-dissatisfaction comes from hygiene factors

hygiene factors

-company policy and administration, technical supervision, salary, interpersonal relations with one's supervisor, and working conditions

-cause a person to move from a state of no satisfaction to dissatisfaction

motivating factors

-achievement, recognition, characteristics of the work, responsibility, and advancement

-cause a person to move from a state of no satisfaction to satisfaction

T/F: motivating and hygiene factors interact.

False

T/F: Herzberg advocates eliminating hygiene factors first, then adding motivating factors, then using verbal recognition.

True

process theories of motivation definition

attempt to describe how various person factors and environmental factors in the Integrative Framework affect motivation

3 process theories:

-Equity/justice theory

-Expectancy theory

-Goal-setting theory

equity theory definition

-explains how people strive for fairness and justice in social exchanges or give-and-take relationships

-inputs (skill level, hard work, enthusiasm) lead to outputs (salary, recognition, reputation)

organizational justice definition

the extent to which people feel they are being treated fairly at work

distributive justice definition

reflects the perceived fairness of how resources and rewards are distributed or allocated

procedural justice definition

the perceived fairness of the process and procedures used to make allocation decisions

interactional justice definition

the quality of the interpersonal treatment people receive when procedures are implemented

Five lessons that can be drawn from equity/justice theories:

1. employee perceptions are what count

2. employees want a voice in decisions that affect them

3. employees should be given an appeals process

4. leader behavior matters

5. a climate for justice makes a difference

expectancy theory definition

holds that people are motivated to behave in ways that produce desired combinations of expected outcomes

3 key elements of expectancy theory:

1. expectancy - can I achieve my desired level of performance?

2. instrumentality - what rewards will I receive if I reach my desired level of performance

3. valence - how much do I value the rewards I receive?

three practical lessons for applying expectancy theory:

1. enhance effort -> performance expectancies

2. determine desired levels of performance and set SMART goals

3. link rewards to desired outcomes

goal setting theory

-goals that are specific and difficult lead to higher performance than general goals

-certain conditions are necessary for goal setting to work

-performance feedback and participation in deciding how to achieve goals are necessary but not sufficient for goal setting to work

-goal achievement leads to job satisfaction, which reinforces employees to commit to even higher levels of performance

4 motivational mechanisms of goal-setting theory

1. goals direct attention

2. goals regulate effort

3. goals increase persistence

4. goals foster the development and application of task strategies and action plans

job design definition

any set of activities that involve the alteration of specific jobs with the intent of improving the quality of employee job experience and productivity

top down approach to job design

hierarchy, traditional

bottom up approach to job design

employees design their own work

i-deals approach to job design

idiosyncratic ideals blend top down and bottom up

job crafting definition

-the physical and cognitive changes individuals make in the task or relational boundaries of their work

-bottom up approach

-reserved mostly for senior level management, requires trust

idiosyncratic ideals definition

employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development

Positive Psychology Video Notes

-most people exist in null state, how do we rise above?

-positive psychology is concerned with strengths along with weaknesses, building the ideal life, using your talent to lead to a fulfilling life

-Three Happy Lives:

-The Pleasant Life: as much positive emotions as you can handle, being mindful, only 50% heritable, not malleable, raw feels

-Life of Engagement: finding your flow, doing what makes you tick

-The Meaningful Life: altruism, finding something not within, long-lasting

-life satisfaction = positive affectivity + engagement + meaning

the purpose of positive psychology

to use scientific methodology to discover and promote the factors that allow individuals, groups, organizations, and communities to thrive

3 levels of positive psychology

1. valued subjective experiences

2. positive individual traits

3. civic virtues and the institutions that move individuals toward better citizenship

4 positive organizational behavior constructs

1. self-efficacy

2. optimism

3. hope

4. resiliency

self-efficacy definition

an individual's conviction/confidence about their abilities to mobilize the motivation, cognitive resources, and courses of action needed to successfully execute a specific task within a given context.

major sources of self-efficacy

1. mastery experiences or performance attainments

2. vicarious experiences or modeling

3. social persuasion

4. physiological and psychological arousal

optimism definition

reacting to problems with a sense of confidence

T/F: optimism is known to lead to greater academic, athletic, political, and occupational success.

True

T/F: optimism exists on a sort of continuum.

True

T/F: optimists are people who expect good things to happen to them, and pessimists are people who expect bad things to happen to them.

True

hope definition

a positive motivational state where successful feelings of agency and pathways/goals interact

T/F: hope and self-efficacy are close in meaning.

True

Two dimensions hope depends on

pervasiveness and performance

resiliency definition

a positive way of coping with distress/adversity. Ability to recuperate from stress, conflict, failure, change, or increase in responsibility

psychological capital (PsyCap) definition

-combination of all four areas

-can be developed over one's life

-high scorers can deal well with organizational change

Situational Well-Being/happiness definition

-the area above the null state where we wish to exist

-people's affective and cognitive evaluations of their lives

3 conclusions based on SWB research

1. happiness is a process, not a place

2. there is an optimal level of happiness

3. though not linear, happiness is clearly related to health and longevity, relationships, and effectiveness at work