Organizational Behaviour – Chapter 2: Individual and Cultural Differences

Vocabulary flashcards covering key terms from Chapter 2 on individual and cultural differences, including ability, personality determinants, value types, and cultural dimensions.

Ability (Capacity to Respond)

An employee’s physical or intellectual capability to perform job tasks effectively.

Motivation (Desire to Respond)

The internal drive that directs, energizes, and sustains an employee’s behavior toward achieving work goals.

Mental Abilities

Cognitive capacities that influence decision-making and information processing at work.

Cognitive Complexity

The ability to perceive multiple characteristics in people or situations and integrate them into complex judgments.

Physical Abilities

Strength, stamina, and other bodily capacities required to complete physical tasks on the job.

Psychomotor Abilities

Coordination, dexterity, and reaction time skills linking mental and muscular activity.

Personality

The stable set of psychological traits and behavioral patterns that influence how a person responds to the environment.

Physiological Determinants of Personality

Biological and genetic factors that shape an individual’s characteristic patterns of behavior.

Cultural Determinants of Personality

Shared values, beliefs, and norms of one’s society that influence personality development.

Family and Social Group Determinants

Early relational experiences and peer influences that mold personality traits.

Role Determinants

Expectations tied to one’s social or organizational roles that guide personality expression.

Situational Determinants

Immediate environmental factors that temporarily modify or trigger certain personality behaviors.

Self-Esteem

The overall value one places on oneself as a person; influences confidence at work.

Locus of Control

The degree to which individuals believe outcomes are controlled by internal actions (internal locus) or external forces (external locus).

Introversion–Extroversion

A personality continuum ranging from inward-focused, reserved behavior to outward-focused, sociable behavior.

Authoritarianism

A personality trait characterized by acceptance of hierarchical power and strict obedience to authority.

Dogmatism

Rigid belief system marked by closed-mindedness and resistance to new ideas.

Dependability

The extent to which an employee can be counted on to meet obligations and be reliable.

Basic Incongruity Thesis

Concept that employees’ personal goals often conflict with organizational goals, creating potential tension that must be managed.

Employee Expectations

Desire for meaningful work, flexibility, skill development, and egalitarian treatment from the organization.

Organizational Expectations

Need for employees to follow rules, perform repetitive tasks, and rely on the organization for rewards.

Personality Tests (Selection)

Assessment tools used to match candidates to jobs; must predict performance without discrimination.

Values

Enduring beliefs that guide choices of behavior and evaluations of others.

Instrumental Values

Day-to-day behavioral standards such as honesty or ambition that guide how work is done.

Terminal Values

Desired end-states or life goals such as security, prosperity, or self-respect.

Personal Values in Organizations

Individual standards used for decision making, conflict resolution, and motivation at work.

Ethics

Moral principles that govern right and wrong conduct within the workplace.

Culture

The collective programming of the mind distinguishing members of one group from another and shaping workplace attitudes.

Cultural Differences

Variations in values, attitudes, and behaviors among people from different societies that affect organizational life.

Dimensions of Culture

Six comparative lenses: view of humanity, view of nature, approach to relationships, view of activity/achievement, view of time, and view of space.