MNGT 3460 Exam 3 Auburn - Wesson

Personality

Refers to the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior

Captures what people are like

Traits

Recurring regularities or trends in people's responses to their environment

Cultural values

shared beliefs about desirable end states or modes of conduct in a given culture, influence the development of a person's personality traits

How does personality develop?

Nature: Study of identical twins, Genes

Nurture: surrounding, experiences

Big Five Personality Traits

Openness to experience, conscientiousness, extraversion, agreeableness, neuroticism

Conscientiousness

Dependable, organized, reliable, ambitious, hardworking, and persevering

Has the biggest influence on job performance

Accomplishment striving

A strong desire to accomplish task-related goals as a means of expressing one's personality

Agreeableness

Warm, kind, cooperative, sympathetic, helpful, and courteous

Communion striving

A strong desire to obtain acceptance in personal relationships as a means of expressing one's personality

Extraversion

Talkative, sociable, passionate, assertive, bold, dominant

Zero acquaintance situations

Situations in which two people have only just met

Status striving

A strong desire to obtain power and influence within a social structure as a means of expressing one's personality

Positive affectivity

A dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation

Neuroticism

Nervous, moody, emotional, insecure, and jealous

Negative affectivity

A dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance

Differential exposure

Meaning that neurotic people are more likely to appraise day-to-day situations as stressful

Differential reactivity

Meaning that neurotic people are less likely to believe they can cope with the stressors that they experience

Locus of control

Reflects whether people attribute the causes of events to themselves or to the external environment

External locus of control

Meaning that they often believe that the events that occur around them are driven by luck, chance, or fate

Internal locus of control

Meaning that they believe that their own behavior dictates events

Openness to experience

Curious, imaginative, creative, complex, refined, sophisticated

Myer-Briggs Type Indicator

Evaluates individuals on the basis of four types of preferences

Extraversion vs Intraversion

Sensing vs Intuition

Thinking vs Feeling

Judging vs Perceiving

Extraversion vs Intraversion

Being energized by people and social interactions vs Being energized by private time and reflection

Sensing vs Intuition

Preferring clear and concrete facts and data vs Preferring hunches and speculations based on theory and imagination

Thinking vs Feeling

Approaching decisions with logic and critical analysis vs Approaching decisions with an emphasis on others' needs and feelings

Judging vs Perceiving

Approaching tasks by planning and setting goals vs Preferring to have flexibility and spontaneity when performing tasks

RIASEC model

suggests that interests can be summarized by six different personality types: realistic, investigative, artistic, social, enterprising, and conventional

Realistic

Enjoys practical, hands-on, real-world tasks.

Investigative

Enjoys abstract, analytical, theory-oriented tasks

Artistic

Enjoys entertaining and fascinating others using imagination

Social

enjoy helping, serving, or assisting others

Enterprising

Enjoys persuading, leading, or outperforming others

Conventional

Enjoy organizing, counting, or regulating people or things

Culture

The shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations

Ethnocentrism

a propensity to view one's own cultural values as "right" and those of other cultures as "wrong"

Project GLOBE (Global Leadership and Organizational Behavior Effectiveness)

A collection of 170 researchers from 62 cultures who have studied 17,300 managers in 951 organizations since 1991

Main purpose is to examine the impact of culture on the effectiveness of various leader attributes, behaviors, and practices

Power distance

The degree to which a culture prefers equal power distribution (low power distance) or an unequal power distribution (high power distance)

Uncertainty avoidance

The degree to which a culture tolerates ambiguous situations (low uncertainty avoidance) or feels threatened by them (high uncertainty avoidance).

institutional collectivism

Formalized practices encourage collective action and collective distribution of resources

In-group collectivism

Individuals express pride and loyalty to specific in-groups

Gender egalitarianism

The culture promotes gender equality and minimizes role differences between men and women

Assertiveness

The culture values assertiveness, confrontation, and aggressiveness in social relationships

Future orientation

The culture engages in planning and investment in the future while delaying individual or collective gratification

Performance orientation

The culture encourages and rewards members for excellence and performance improvements

Humane orientation

the culture encourages and rewards members for being generous, caring, kind, fair, and altruistic

Typical performance

Reflecting performance in the routine conditions that surround daily job tasks

Maximum performance

Reflecting performance in brief, special circumstances that demand a person's best effort

Situational strength

Suggests that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cues

Trait activation

Suggests that some situations provide cues that trigger the expression of a given trait

Integrity tests

Focus specifically on a predisposition to engage in theft and other counterproductive behaviors

Clear purpose tests

Ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty

Veiled purpose tests

Assess more general personality traits that are associated with dishonest acts

Faking

Exaggerating your responses to a personality test in a socially desirable fashion

Ability

Refers to the relatively stable capabilities people have to perform a particular range of different but related activities

Cognitive abilities

Capabilities related to the acquisition and application of knowledge in problem solving

Verbal ability

Refers to various capabilities associated with understanding and expressing oral and written communication

Oral comprehension

The ability to understand spoken words and sentences

Written comprehension

The ability to understand written words and sentences

Oral expression

Refers to the ability to communicate ideas by speaking

Written expression

Refers to the ability to communicate ideas in writing

Quantitative ability

Refers to two types of mathematical capabilities: number facility and mathematical reasoning

Number facility

Capability to do simple math operations

Mathematical reasoning

Refers to the ability to choose and apply formulas to solve problems that involve numbers

Reasoning ability

Actually a diverse set of abilities associated with sensing and solving problems using insight, rules, and logic

Problem sensitivity

The ability to sense that there's a problem right now or likely will be one

Deductive reasoning

Refers to the use of general rules to solve problems

Inductive reasoning

Refers to the ability to consider several specific pieces of information and then reach a more general conclusion regarding how those pieces are related

Originality

Refers to the ability to develop clear and novel ways to solve problems

Spatial ability

Refers to the capabilities associated with visual and mental representation and manipulations of objects in space

Spatial orientation

Refers to having a good understanding of where one is relative to other things in the environment

Visualization

The ability to imagine how separate things will look if they were put together in a particular way

Perceptual abilities

Generally refer to being able to perceive, understand, and recall patterns of information

Speed and flexibility of closure

Refers to being able to pick out a pattern of information quickly in the presence of distracting information, even without all the information present

Perceptual speed

Refers to being able to examine and compare numbers, letters, and objects quickly

General mental ability

Underlies or causes all of the more specific cognitive abilities

Emotional intelligence

A human ability that affects social functioning

Self-awareness

The appraisal and expression of emotions in oneself

Other awareness

The appraisal and recognition of emotion in others

Emotional regulation

Refers to being able to recover quickly from emotional experiences

Use of emotions

Reflects the degree to which people can harness emotions and employ them to improve their chances of being successful in whatever they are seeking to do

Strength

The degree to which the body is capable of exerting force

Stamina

Refers to the ability of a person's lungs and circulatory system to work efficiently while he or she is engaging in prolonged physical activity

Flexibility

Refers to the ability to bend, stretch, twist, or reach

Coordination

The quality of physical movement

Psychomotor abilities

Generally refer to the capacity to manipulate and control objects

Sensory abilities

Refers to the capabilities associated with vision and hearing

Wonderlic Personnel Test

12 minute test of general cognitive ability that consists of 50 questions

Team

Consists of two or more people who work interdependently over some time period to accomplish common goals related to some task-oriented purpose

Work teams

Purpose is to produce goods or provide services, and they generally require a full-time commitment from their members.

Designed to be relatively permanent

Management teams

Responsible for coordinating the activities of organizational subunits—typically departments or functional areas—to help the organization achieve its long-term goals.

Designed to be relatively permanent

Parallel teams

Composed of members from various jobs who provide recommendations to managers about important issues that run "parallel" to the organization's production process

Project teams

Are formed to take on "one-time" tasks that are generally complex and require a lot of input from members with different types of training and expertise

Action teams

Perform tasks that are normally limited in duration. However, those tasks are quite complex and take place in contexts that are either highly visible to an audience or of a highly challenging nature.

Virtual teams

Teams in which the members are geographically dispersed, and interdependent activity occurs through electronic communications

Stages of team development

Forming, storming, norming, performing, adjourning

Forming

Try to understand the boundaries in the team and get a feel for what is expected of them

Storming

Remain committed to ideas, triggers conflict that affects some relationships and harms the team's progress

Norming

Realize that they need to work together to accomplish team goals

Performing

Members are comfortable working within their roles, and the team makes progress toward goals

Adjourning

Members experience anxiety and other emotions as they disengage and ultimately separate from the team