Combined chapter 1-4

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165 Terms

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Individual Differences

refers to the ways in which people are similar and dissimilar in personal characteristics

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Surface- Level Diversity

the mix of individual differences in organizations creates workforce diversity

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Deep- Level Diversity

personalities, values, and attitudes- are more psychologically innate and less immediately visible

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Self- Concept

the view individuals have of that it's important to have a strong sense of self

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Self- Awareness

being aware of our own behaviors, preferences, styles, biases, personalities, and so on

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Awareness of Others

being aware of these same things in others

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Self- Esteem

a belief about one's own worth based on an overall self-evaluation

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Self- Efficacy

individual's belief in his or her ability

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Prejudice

form of negative, irrational, and superior options and attitudes toward persons who are different from ourselves

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Discrimination

occurs when minority members are unfairly treated and denied the full benefits of organizational membership

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Glass Ceiling Effect

an invisible barrier or "ceiling" that prevents women and minorities from rising above a certain level of organizational responsibility

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Title VII of the Civil Rights Act of 1964

protects individuals against employment discrimination on the basis of race and color, as well as national origin, sex, and religion

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Leaking Pipeline

a phrase coined to describe how women have not reached the highest levels of organizations

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Leadership Double Bind

describes how women are seen as weak in leadership if they conform to the feminine stereotype and also weak if they go against it

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Americans with Disabilities Act (ADA)

act addresses rights of individuals with disabilities in employment and public accommodations

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Universal Design

the practice of designing products, buildings, public spaces, and programs to be usable by the greatest number of people

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Diversity Issues in the Workplace:

-race and ethnicity

-gender

-sexual orientation

-age

-ability

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Social Identity Theory

perception of self and others based on the social groups that one belongs to

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In- Group Membership

identifies as being a member (belonging)

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Out- Group Membership

social group with which an individual does not identify (feel excluded)

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Personality

characteristics that capture the unique nature of a person as that person reacts to and interacts with others

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Big Five Personality Traits:

-extraversion: outgoing, sociable, assertive

-agreeableness: good-natured, cooperative, trusting

-conscientiousness: responsible, dependable, careful

-emotional stability: relaxed, secured, unworried

-openness to experience: don't mind uncertainty

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Social Traits

surface-level traits that reflect the way a person appears to others when interacting in various social settings

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Problem- Solving Style

reflects the way someones goes about gathering and evaluating information in solving problems and making decisions

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Personal Conception Traits

represent various ways people think about their social and physical setting, their major beliefs, and personal orientations toward a range of issues

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Locus of Control

the extent to which people perceive outcomes as internally controllable by their own efforts or as externally controlled by chance or outside forces

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Proactive Personality

the disposition that identifies whether or not individuals act to influence their environments

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Authoritarianism

tends to adhere rigidly to conventional values and to obey recognized authority (strict to rules)

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Dogmatism

sees the world as a threatening place

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Machiavellianism

the practice of viewing and manipulating others purely for personal gain

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Self- Monitoring

reflects a person's ability to adjust his or her behavior to external, situational (environmental) factors

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Emotional Adjustment Traits

indicate how one handles emotional distress or displays unacceptable acts, such as impatience, irritability, or aggression

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Type A Orientation

characterized by impatience, desire for achievement, and perfectionism

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Type B Orientation

characterized as more easygoing and less competitive in relation to daily events

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Stress

state of internal tension experienced by individuals who perceive themselves as facing extraordinary demands, constraints, or opportunities

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Work Stressors:

-task demands

-role ambiguities

-role conflicts

-ethical dilemmas

-interpersonal problems

-career developments

-physical setting

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Eustress

constructive stress that results in positive outcomes for the individual

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Distress

destructive stress that is dysfunctional for the individual

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Job Burnout

shows itself as loss of interest in and satisfaction with a job because of stressful working conditions

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Coping

a response or reaction to distress that has occurred or is threatened

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Problem- Focused Coping

in practical ways which tackles the problem or stressful situation that is causing stress, consequently directly reducing the stress

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Emotion- Focused Coping

try to regulate the emotions drawn forth by stress

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Personal Wellness

invoices the pursuit of one's job and career goals with the support of a personal health promotion program

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Values

broad preferences concerning appropriate courses of action or outcomes

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Terminal Values

reflect a person's preferences concerning the "ends" to be achieved

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Instrumental Values

reflect a person's beliefs about the "means" to achieve desired ends

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Power Distance

willingness of a culture to accept status and power differences among its members

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Uncertainty Avoidance

cultural tendency toward discomfort with risk and ambiguity

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Individualism/Collectivism

tendency of a culture to emphasize either individual or group interests

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Masculinity/Femininity

tendency of a culture to value stereotypical masculine or feminine traits

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Long-term/Short-term Orientation

tendency of a culture to emphasize values associated with the future, such as thrift and persistence, or values that focus largely on the present

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Ecological Fallacy

acting with the mistaken assumption that a generalized cultural value applies equally to all members of the culture

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Stigma

a phenomenon whereby an individual is rejected as a result of an attribute that is deeply discredited by his or her society

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Perception

process by which people select, organize, interpret, retrieve, and respond to information from the world around them

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Characteristics of the Perceiver

a person's past experiences, needs or motives, personality, values, and attitudes may all influence the perceptual process

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Characteristics of the Setting

the physical, social, and organizational context can influence the perception process

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Characteristics of the Perceived

object, or event are also important in the perception process

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Selective Screening

consciously deciding what information to pay attention to and what to ignore

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Controlled Processing

carefully collecting information about a system, process, person, or group of people in order to make necessary decisions

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Schemas

cognitive frameworks that represent organized knowledge developed through experience about a concept or stimulus

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Script Schema

knowledge framework that describes the appropriate sequence of events in a given situation

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Person Schema

sort people into categories- types or groups, in terms of similar perceived features

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Prototypes

pre-set bundles of features expected to be characteristics of people in certain categories of roles

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Impression Management

the systematic attempt to behave in ways that will create and maintain desired impressions in the eyes of others

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Stereotype

occurs when we identify someone with a group or category, and then use the attributes perceived to be associated with the group or category to describe the individual

-ability stereotypes

-age stereotypes

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Halo Effect

occurs when one attribute of a person or situation is used to develop an overall impression of that individual or situation

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Selective Perception

the tendency to single out those aspects of a situation, person, or object that are consistent with one's needs, values, or attitudes

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Projection

the assignment of one's personal attributes to other individuals

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Contrast Effect

the meaning or interpretation of something is arrived at by contrasting it with a recently occurring event or situation

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Self- Fulfilling Prophecy

the tendency to create or find in another situation or individual that which you expected to find in the first place (perception, attribution, and social learning)

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Attribution

the process of developing explanations or assigning perceived causes for events

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Attribution Theory

understand how people perceive the causes of events, asses responsibility for outcomes, and evaluate the personal qualities of the people involved (internally or externally)

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Three Factors of Attribution Theory:

1. distinctiveness- considers how consistent a person's behavior is across different situations

2. consensus- takes into account how likely all those facing a similar situation are to respond in the same way

3. consistency- concerns whether an individual responds the same way across time

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Fundamental Attribution Error

the tendency to underestimate the influence of situational factors and to overestimate the influence of personal factors when evaluating someone else's behavior

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Self- Serving Bias

the tendency to deny personal responsibility for performance problems but to accept personal responsibility for performance success

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Social Learning Theory

describes how learning take place through the reciprocal interactions among people, behavior, and environment

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Reinforcement

the administration of a consequence as a result of a behavior

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Classic Conditioning

form of learning through association that involves the manipulation of stimuli to influence behavior

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Operant Conditioning

process of controlling behavior by manipulating its consequences

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Law of Effect

behavior that results in a pleasant outcome is likely to be related, whereas behavior that results in unpleasant outcome is not likely to be repeated

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Extrinsic Rewards

positively valued work outcomes given to the individual by another person

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Contrived Rewards

pay increase and cash bonuses

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Natural Rewards

verbal praise and recognition

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Organizational Behavior Modification

use of extrinsic rewards to systematically reinforce desirable work behavior and to discourage unwanted work behavior

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Postitive Reinforcement

administration of positive consequences that tend to increase the likelihood that desirable behavior will be repeated

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Law of Contingent Reinforcement

used to enforce the notion that there is some type of consequence for both good and bad behaviors

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Law of Immediate Reinforcement

reward should be given as soon as possible after the desired behavior

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Shaping

power of positive reinforcement can be mobilized, the creation of a new behavior by the positive reinforcement of a successive approximations of it

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Continuous Reinforcement

administers a reward each times a desired behavior occurs

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Intermittent Reinforcement

rewards behavior only periodically

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Negative Reinforcement

a response or behavior is strengthened by stopping, removing, or avoiding a negative outcome or aversive stimulus

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Punishment

intends to discourage undesirable behavior

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Extinction

the withdrawal of reinforcing consequences in order to weaken undesirable behavior

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Emotions

strong positive or negative feelings directed toward someone or something (arise from internal sources, and social emotions derive from external sources)

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Affect

range of feelings in the forms of emotions and moods that people experience

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Emotional Intelligence

an ability to understand emotions and manage relationships effectively

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4 Essential Emotional Intelligence Competencies

1. Self- Awareness= the ability to understand our emotions and their impact on us and others

2. Social- Awareness= the ability to empathize and understand the emotions of others

3. Self- Management= self- regulation; thinking before acting and staying in control of our emotions

4. Relationship Management= rapport; making use of emotions to build and maintain good relationships

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Self- Conscious Emotions

arise from internal sources

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Social Emotions

derive from external forces

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Mood

generalized positive and negative feelings or states of mind