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57 Cards in this Set
- Front
- Back
Personality
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refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior; captures what people are like
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traits
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recurring regularities or trends in people's responses to their environment. ex- easy going, polite, reserved.
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cultural values
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shared beliefs about desirable end states or modes of conduct in a given culture. ex- traditional, informal, assertive
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cultural values 2
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can influence the development of people's personality traits as well as how those traits are expressed in daily life
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Big Five (personality dimensions)
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conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion
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Conscientiousness
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dependable, organized, reliable, ambitious, hardworking, and persevering. These employees prioritize accomplishment striving
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accomplishment striving
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reflects a strong desire to accomplish task-related goals as a means of expressing personality
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agreeableness
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warm, kind, cooperative, sympathetic, helpful, and courteous. they prioritize communion striving.
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communion striving
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reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality. "getting along"
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extraversion
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talkative, sociable, passionate, assertive, bold, and dominant; prioritize status striving, tends to be high in positive affectivity
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status striving
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reflects a strong desire to obtain power and influence within a social structure as a means of expressing personality
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positive affectivity
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a dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation
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neuroticism
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nervous, moody, emotional, insecure, and jealous; associated with negative affectivity, differential exposure, and differential reactivity
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negative affectivity
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a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance.
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differential exposure
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meaning that neurotic people are more likely to appraise day-to-day situations as stressful
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differential reactivity
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neurotic people are less likely to believe they can cope with the stressors that they experience
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locus of control
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related strongly to neuroticism; reflects whether people attribute the causes of events to themselves or to the external environment
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openness to experience
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curious, imaginative, creative, complex, refined, and sophisticated. it is also more likely to be valuable in jobs that require high levels of creative performance, where job holders need to be able to generate novel and useful ideas and solutions.
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myers-briggs type indicator (MBTI)
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evaluates individuals on the basis of four types of preferences
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MBTI preference 1
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extraversion (being energized by people and social interactions) vs. introversion (being energized by private time and reflection)
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MBTI pref 2
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Sensing (preferring clear and concrete facts and data) vs. Intuition (preferring hunches and speculations based on theory and imagination)
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MBTI pref 3
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Thinking (approaching decisions with logic and critical analysis) vs. Feeling (approaching decisions with an emphasis on others' needs and feelings)
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MBTI pref 4
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Judging (approaching tasks by planning and setting goals) vs. Perceiving (preferring to have flexibility and spontaneity when performing tasks
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interests
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are expressions of personality that influence behavior through preferences for certain environments and activities
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RIASEC Model
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suggest that interests can be summarized by six different personality types
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Realistic
RIASEC 1 |
enjoys practical, hands-on, real-world tasks. tends to be frank, practical, determined, and rugged
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Investigative
RIASEC 2 |
enjoys abstract, analytical, theory-oriented tasks. Tends to be analytical, intellectual, reserved and scholarly
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Artistic
RIASEC 3 |
enjoys entertaining and fascinating others using imagination. tends to be original, independent, impulsive, and creative
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Social
RIASEC 4 |
enjoys helping, serving, or assisting others. tends to be helpful, inspiring, informative, and empathetic
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Enterprising
RIASEC 5 |
enjoys persuading, leading, or outperforming others. Tends to be energetic, sociable, ambitious, and risk-taking
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Conventional
RIASEC 6 |
enjoys organizing, counting, or regulating people or things. Tends to be careful, conservative, self-controlled and structured.
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Culture
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shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations. One of the most important aspects of society.
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ethnocentrism
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propensity to view one's own cultural values as "right" and those of other cultures as "wrong"
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individualism
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the culture is loosely knit social framework in which people take care of themselves and their immediate family. US, France, the netherlands
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Collectivistic
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the culture is a tight social framework in which people take care of the members of a broader ingroup and act loyal to it. China, West africa, indonesia
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Low Power Distance
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the culture prefers that power be distributed uniformly where possible, in a more egalitarian fashion. US, germany, the Netherlands
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High Power Distance
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the culture accepts the fact that power is usually distributed unequally within organizations. Russia, china, indonesia
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Low Uncertainty Avoidance
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the culture tolerates uncertain and ambiguous situations and values unusual ideas and behaviors. US, indonesia, the Neths
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High Uncertainty Avoidance
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the culture feels threatened by uncertain and ambiguous situations and relies on formal rules to create stability. Russia, Japan, France
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Masculine
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The culture values stereotypically male traits such as assertiveness and the acquisition of money and things. US, japan, germany
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Feminine
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the culture values stereotypically female traits such as caring for others and caring about quality of life. The neths, russia, france
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Short-term oriented
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the culture stress values that are more past- and present- oriented, such as respect for tradition and fulfilling obligations. US, Russia, West africa
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Long-term oriented
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the culture stresses values that are more future-oriented, such as persistence, prudence, and thrift. China, japan, netherlands
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Project GLOBE
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is a collection of 170 researchers from 62 cultures who have studies 17,300 managers in 951 organizations since 1991.
The main purpose is to examine the impact of culture on the effectiveness of various leader attributes, behaviors, and practices |
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gender egalitarianism
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the culture promotes gender quality and minimizes role differences between men and women. High-E. Europe, Low- Middle east
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assertiveness
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the culture values assertiveness, confrontation, and aggressiveness in social relationships. High-Germanic Europe, low- nordic europe
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future orientation
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the culture engages in planning and investment in the future while delaying individual or collective gratification. High-germanic europe low-latin america
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performance orientation
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the culture encourages and rewards members for excellence and performance improvements. high- anglo, low- latin america
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humane orientation
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the culture encourages and rewards member for being generous, caring, kind, fair, and altruistic. high- souther asia low- latin europe
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typical performance
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reflects performance in the routine conditions that surround daily job tasks; conscientiousness is a key driver
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maximum performance
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reflects performance in brief, special circumstances that demand a person's best effort. employee's ability is a key driver
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situational strength
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suggests that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cues
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trait activation
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suggests that some situations provide cues that trigger the expression of a given trait
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integrity tests
aka "honesty tests" |
personality tests that focus specifically on a predisposition to engage in theft and other counterproductive behaviors
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clear purpose tests
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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.
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veiled purpose tests
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do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts
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faking
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exaggerating your response to a personality test in a socially desirable fashion
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