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C484 OB&L Comp 1
C484 or BCN1 Organizational Business and Leadership WGU Comp 1
| Term | Definition |
|---|---|
| personality | a dynamic concept describing the growth and development of a person’s whole psychological system |
| heredity | Factors determined at conception; one’s biological, physiological, and inherent psychological makeup |
| personality traits | Enduring characteristics that describe an individual’s behavior |
| Myers-Briggs Type Indicator (MBTI) | A personality test that taps four characteristics and classifies people into 1 of 16 personality types |
| 4 MBTI characteristics | Extraverted vs. Introverted Sensing vs. Intuitive Thinking vs Feeling Judging vs Perceiving |
| extraverted | are outgoing, sociable, and assertive; MBTI Characteristic |
| introverted | are quiet and shy; MBTI characteristic |
| sensing | are practical and prefer routine and order; MBTI characteristic |
| intuitive | rely on unconscious processes and look at the “big picture"; MBTI characteristic |
| thinking | use reason and logic to handle problems; MBTI characteristic |
| feeling | rely on their personal values and emotions; MBTI characteristic |
| judging | want control and prefer their world to be ordered and structured; MBTI characteristic |
| perceiving | are flexible and spontaneous; MBTI characteristic |
| Big Five Personality Model | A personality assessment model that taps five basic dimensions |
| extraversion | captures our comfort level with relationships; A personality dimension describing someone who is sociable, gregarious, and assertive; Big Five characteristic |
| agreeableness | refers to an individual’s propensity to defer to others; A personality dimension that describes someone who is good natured, cooperative, and trusting; Big Five characteristic |
| conscientiousness | a measure of reliability; A personality dimension that describes someone who is responsible, dependable, persistent, and organized; Big Five characteristic |
| emotional stability | a person’s ability to withstand stress; A personality dimension that characterizes someone as calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative); Big Five characteristic |
| openness to experience | range of interests and fascination with novelty; A personality dimension that characterizes someone in terms of imagination, sensitivity, and curiosity; Big Five characteristic |
| neuroticism | converse of emotional stability |
| core self-evaluation | Bottom-line conclusions individuals have about their capabilities, competence, and worth as a person |
| Machiavellianism | The degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means |
| narcissism | The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement |
| self-monitoring | A personality trait that measures an individual’s ability to adjust his or her behavior to external, situational factors |
| risk taking | willingness to take chances, a quality that affects how much time and information they need to make a decision |
| proactive personality | People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs |
| other-orientation | people who naturally seem to think about other people a lot, being concerned about their well-being and feelings |
| values | Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence |
| value system | A hierarchy based on a ranking of an individual’s values in terms of their intensity |
| terminal values | Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime |
| instrumental values | Preferable modes of behavior or means of achieving one's terminal values |
| Big Five characteristics | extraversion, agreeableness, conscientiousness, emotional stability, openness to experience |
| person-job fit | A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover; John Holland's theory |
| Holland's six personality types | realistic, investigative, social, conventional, enterprising, artistic; Holland personality type |
| realistic | Shy, genuine, persistent, stable, conforming, practical; Holland personality type |
| investigative | Analytical, original, curious, independent; Holland personality type |
| social | Sociable, friendly, cooperative, understanding; Holland personality type |
| conventional | Conforming, efficient, practical, unimaginative, inflexible; Holland personality type |
| enterprising | Self-confident, ambitious, energetic, domineering; Holland personality type |
| artistic | Imaginative, disorderly, idealistic, emotional, impractical; Holland personality type |
| person-organization fit | argues that people are attracted to and selected by organizations that match their values, and they leave organizations that are not compatible with their personalities |
| Hofstede's five value dimensions of national culture | power distance, individualism, masculinity, uncertainty avoidance, long-term versus short-term orientation |
| power distance | A national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally |
| individualism | A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups |
| collectivism | A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them |
| masculinity | A national culture attribute that describes the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism |
| femininity | A national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals of men in all aspects of the society |
| uncertainty avoidance | A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them |
| long-term orientation | A national culture attribute that emphasizes the future, thrift, and persistence |
| short-term orientation | A national culture attribute that emphasizes the past and present, respect for tradition, and fulfillment of social obligations |
| Ranked #1 Individualism | United States |
| Ranked #1 Power Distance | Malaysia |
| Ranked #1 Masulinity | Japan |
| Ranked #1 Uncertainty Avoidance | Greece |
| Ranked #2 Long-Term Orientation | Hong Kong |
| Ranked lowest Power Distance | Austria |
| Ranked lowest Individualism | Guatemala |
| Ranked lowest Masculinity | Sweden |
| Ranked lowest Uncertainty Avoidance | Singapore |
| Ranked lowest Long-term Orientation | West Africa |
| perception | A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment |
| factors that influence perception | perceiver, situation, target |
| attribution theory | An attempt to determine whether an individual's behavior is internally or externally caused |
| attribution factors | distinctiveness, consensus, consistency |
| internally | under the personal control of the individual |
| externally | what the situation forced the individual to do |
| distinctiveness | whether an individual displays different behaviors in different situations; attribution theory factor |
| consensus | whether everyone who faces a similar situation responds in the same way; attribution theory factor |
| consistency | whether the action is consistent with a person's actions; attribution theory factor |
| fundamental attribution error | The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others |
| self-serving bias | The tendency for individuals to attribute their own successes to internal factors and put the blame for failures on external factors |
| selective perception | The tendency to selectively interpret what one sees on the basis of one's interests, background, experience, and attitudes |
| halo effect | The tendency to draw a general impression about an individual on the basis of a single characteristic |
| contrast effect | Evaluation of a person's characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics |
| stereotyping | Judging someone on the basis of one's perception of the group to which that person belongs |
| self-fulfilling prophecy | A situation in which a person inaccurately perceives a second person, and the resulting expectations cause the second person to behave in ways consistent with the original perception |
| decisions | choices from among two or more alternatives |
| problem | A discrepancy between the current state of affairs and some desired state |
| rational | Characterized by making consistent, value-maximizing choices within specified constraints |
| rational decision-making model | A decision-making model that describes how individuals should behave in order to maximize some outcome |
| rational decision-making model steps | 1. Define the problem 2. Identify the decision criteria 3. Allocate the weights to the criteria 4. Develop the alternatives 5. Evaluate the alternatives 6. Select the best alternative |
| bounded rationality | A process of making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity |
| intuitive decision making | An unconscious process created out of distilled experience |
| overconfidence bias | people tend to be too optimistic about being correct |
| anchoring bias | A tendency to fixate on initial information, from which one then fails to adequately adjust for subsequent information |
| confirmation bias | The tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgements |
| availability bias | The tendency for people to base their judgements on information that is readily available to them |
| escalation of commitment | An increased commitment to a previous decision in spite of negative information |
| randomness error | The tendency of individuals to believe that they can predict the outcome of random events |
| risk aversion | The tendency to prefer a sure gain of a moderate amount over a riskier outcome might have a higher expected payoff |
| hindsight bias | The tendency to believe falsely, after an outcome of an event is actually known, that one would have accurately predicted that outcome |
| utilitarianism | A system in which decision are made to provide the greatest good for the greatest number |
| whistle-blowers | Individuals who report unethical practices by their employer to outsiders |
| creativity | The ability to produce novel and useful ideas |
| three-component model of creativity | The proposition that individual creativity requires expertise, creative thinking skills, and intrinsic task motivation |
| intrinsic task motivation | The desire to work on something because it's interesting, involving, exciting, satisfying, or personally challenging |
| motivation | The processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal |
| motivation intensity | how hard a person tries to reach a goal |
| motivation direction | a person's quality of effort toward a goal |
| motivation persistence | how long a person can maintain effort to reach a goal |
| Hierarchy of Needs Theory | Abraham Maslow’s hierarchy of five needs—physiological, safety, social, esteem, and self-actualization—in which, as each need is substantially satisfied, the next need becomes dominant |
| physiological | includes hunger, thirst, shelter, sex, and other bodily needs; hierarchy of needs |
| safety | security and protection from physical and emotional harm; hierarchy of needs |
| social | affection, belongingness, acceptance, and friendship; hierarchy of needs |
| esteem | internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention; hierarchy of needs |
| self-actualization | drive to become what we are capable of becoming; includes growth, achieving our potential, and self-fulfillement; hierarchy of needs |
| lower-order needs | needs satisfied predominantly externally; includes physiological and safety needs; hierarchy of needs |
| higher-order needs | satisfied internally; includes social, esteem, and self-actualization; hierarchy of needs |
| Theory X and Theory Y | Douglas McGregor's two distinct views of human being: the negative and positive |
| Theory X | the assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform |
| Theory Y | the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction |
| two-factor theory | A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction; also called motivation-hygiene theory |
| hygiene factors | Factors—such as company policy and administration, supervision, and salary—that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied |
| McLellan's Theory of Needs | a theory that states achievement, power, and affiliation are three important needs that help explain motivation |
| need for achievement | the drive to excel, to achieve in relationship to a set of standards, and to strive to succeed; McLellan's Theory of Needs |
| need for power | the need to make others behave in a way in which they would not have behaved otherwise; McLellan's Theory of Needs |
| need for affiliation | the desire for friendly and close interpersonal relationships; McLellan's Theory of Needs |
| Self-Determination Theory | A theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation; contemporary theories |
| cognitive evaluation theory | A version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling |
| self-concordance | the degree to which peoples' reasons for pursuing goals are consistent with their interest and core values; self-determination theory |
| Job Engagement | the investment of an employee's physical, cognitive, and emotional energies into job performance; contemporary theories |
| Goal-Setting Theory | a theory that says that specific and difficult goals, with feedback, lead to higher performance; contemporary theories of motivation |
| Early Theories of Motivation | -Hierarchy of Needs Theory -Theory X and Theory Y -Two Factor Theory - McLellan's Theory of Needs |
| Contemporary Theories of Motivation | -Self-Determination Theory -Job Engagement -Goal-Setting Theory -Self-Efficacy Theory -Reinforcement Theory -Equity Theory/Organizational Justice -Expectancy Theory |
| management by objective (MBO) | a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress; Goal-Setting Theory |
| Self-Efficacy Theory | An individual's belief that he or she is capable of performing a task; Contemporary Theories of Motivation |
| Reinforcement Theory | a theory that says that behavior is a function of its consequences; Contemporary Theories of Motivation |
| Equity Theory | A theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequalities; Contemporary Theories of Motivation |
| Organizational Justice | an overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice; Contemporary Theories of Motivation |
| Expectancy Theory | a theory that says that the strength of a tendency to act in a certain way depends on the strength our expectation of a given outcome and its attractiveness; Contemporary Theories of Motivation |
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csmi384
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