PERSONALITY ATTITUDE

Cards (42)

  • Personality
    Stable traits that influence how a person thinks, feels, and behaves
  • Attitude
    Our opinions, beliefs, and feelings about aspects of our environment
  • Work behaviors
    The actions and conduct of employees in the workplace
  • Planning
    • Vision & Mission
    • Strategizing
  • Organizing
    • Organization Design
    • Culture
    • Goals & Objectives
  • Leading
    • Leadership
    • Social Networks
    • Decision Making
    • Communications
    • Groups/Teams
    • Motivation
  • Controlling
    • Systems/Processes
    • Strategic Human Resources
  • If personality is stable, does this mean that it does not change?
  • Is our behavior in organizations dependent on our personality?
  • Five-Factor Trait Theory

    Developed by Robert R. McCrae and Paul T. Costa Jr.
  • Personality traits
    • Openness
    • Conscientiousness
    • Extraversion
    • Agreeableness
    • Neuroticism
  • Self-efficacy
    A belief that one can perform a specific task successfully
  • Proactive personality
    A person's inclination to fix what is wrong, change things, and use initiative to solve problems
  • Self-esteem
    The degree to which a person has overall positive feelings about himself or herself
  • Self-monitoring
    The extent to which a person is capable of monitoring his or her actions and appearance in social situations
  • Self-efficacy is different from other personality traits in that it is job specific
  • Research shows that self-efficacy is related to job performance
  • Personality testing in employee selection
    • Job interviews
    • Personality testing
  • Values
    People's stable life goals, reflecting what is most important to them
  • Values are established throughout one's life as a result of accumulating life experiences, and values tend to be relatively stable
  • The values that are important to a person tend to affect the types of decisions they make, how they perceive their environment, and their actual behaviors
  • A person is more likely to accept a job offer when the company possesses the values he or she cares about
  • Values people care about
    • Achievement
    • Benevolence
    • Conformity
    • Hedonism
    • Power
    • Security
    • Self-direction
    • Stimulation
    • Tradition
    • Universalism
  • Perception
    The process by which individuals detect and formulate responses, and act accordingly
  • Our visual perception definitely goes beyond the physical information available to us; this phenomenon is commonly referred to as "optical illusions"
  • Self-perception biases

    • Self-enhancement bias
    • Self-effacement bias
    • False consensus error
  • Stereotypes often create a situation called self-fulfilling prophecy
  • Stereotypes persist because of a process called selective perception
  • As a manager, you can protect yourself against the tendency of biased perception by being aware of it and making a conscious effort to open your mind to new information
  • Job satisfaction
    The feelings people have toward their job
  • Organizational commitment
    The emotional attachment people have toward the company they work for
  • Causes of positive work attitudes
    • Personality
    • Person-environment fit
    • Job characteristics
    • Psychological contract
    • Organizational justice
    • Work relationships
  • Assessing work attitudes in the workplace
    • Attitude surveys
    • Exit interviews
  • Interactionist perspective
    Behavior is a function of the person and the situation interacting with each other
  • Person-organization fit
    The degree to which a person's personality, values, goals, and other characteristics match those of the organization
  • Person-job fit
    The degree to which a person's knowledge, skills, abilities, and other characteristics match the job demands
  • Work behaviors
    • Job performance
    • Organizational citizenship
    • Absenteeism
    • Turnover
  • Job performance refers to the level to which an employee successfully fulfills the factors included in the job description
  • Organizational citizenship behaviors (OCB) are voluntary behaviors employees perform to help others and benefit the organization
  • Absenteeism refers to unscheduled absences from work