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52 Cards in this Set

  • Front
  • Back
Perception
the process by which individuals organize and interpret their impressions in order to give meaning to their environment
Factors Influencing Perception
1) The perceiver
2) The target
3) The situation
Perceptual Errors
1) Attribution theory
2) Selective Perception
3) Halo effect
4) Contrast effect
5) Projection
6) Stereotyping
Attribution Theory
the theory that when we observe what seems like atypical behaviour by an individual, we attempt to determine whether it is internally or externally caused
Attribution theory rules
1) Distinctiveness
2) Consensus
3) Consistency
4) How attribution get distorted
Distinctiveness
a behavioural rule that considers whether an individual acts similarly across a variety of situations
Consensus
a behavioural rule that considers if everyone faced with a similar situation responds in the same way
Consistency
a behavioural rule that considers whether the individual has been acting in the same way over time
Fundamental attribution error
the tendency to underestimate the influence of internal factors when making judgments about the behaviour of others
Self-serving bias
the tendency for individuals to attribute their won successes to internal factors while putting the blame for failures on external factors
Selective perception
people's selective interpretation of what they see based on their interests, background, experience, and attitudes
Halo Effect
drawing a general impression of an individual on the basis of a single characteristic
Contrast Effect
the concept that our reaction to one person is often influenced by other people we have recently encountered
Projection
attributing one's own characteristics to other people
Stereotyping
judging someone on the basis of one's perception of the group to which that person belongs
Heuristics
judgment shortcuts in decision making
Prejudice
an unfounded dislike of a person or group based on their belonging to a particular stereotyped group
Self-Fulfilling Prophecy
a concept that proposes a person will behave in ways consistent with how he or she is perceived by others
Personality
the stable patterns of behaviour and consistent internal states that determine how an individual reacts to and interacts with others
Personality Determinants
Heredity (refers to those factors that were determined at conception e.g. physicality)
Personality Traits
enduring characteristics that describe an individual's behaviour
Myers-Briggs Type Indicator (MBTI)
a personality test that taps four characteristics and classifies people into 1 of 16 personality types:
- introvert/extrovert
- sensing/intuitive
- thinking/feeling
- judging/perceiving
The Big Five Personality Model
1) Extraversion
2) Agreeableness
3) Conscientiousness
4) Emotional Stability
5) Openness to experience
Extraversion
a personality factor that describes the degree to which a person ais sociable, talkative, and assertive
Agreeableness
a personality factor that describes the degree to which a person is good-natured, cooperative, and trusting
Conscientiousness
a personality factor that describes the degree to which a person is responsible, dependable, persistent, and achievement-oriented
Emotional Stability
a personality factor that describes the degree to which a person is calm, self-confident, and secure
Openness to Experience
a personality factor that describes the degree to which a person is imaginative, artistically, sensitive, and intellectual
Major Personality Attributes Influencing OB
1) Core self-evaluation
2) Machiavellianism
3) Narcissism
4) Self-Monitoring
5) Risk-taking
6) Type A & B
7) Proactive personality
Core Self-Evaluation
the degree to which an individual likes or dislikes himself or herself, whether the person sees himself or herself as capable and effective, and whether the person feels in control of his or her environment or powerless over the environment
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 behaviour to external situational factors
Risk-Taking
a person's willingness to take chances or risks
Type A Personality
a personality with aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and, if necessary, against the opposing efforts of other things or other people
Type B Personality
a personality that is described as easy-going, relaxed, and patient
Proactive personality
a person who identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs
Emotions
intense feelings that are directed at someone or something
Moods
feelings that tend to be less intense than emotions and that lack a contextual stimulus
Emotional Labour
when an employee expresses organizationally desired emotions during interpersonal interactions
Emotional Dissonance
inconsistencies between the emotions people feel and the emotions they show
Felt Emotions
an individual's actual emotions
Displayed Emotions
emotions that are organizationally required and considered appropriate in a given job
Surface acting
hiding one's inner feelings to display what is expected
Deep acting
trying to modify one's true inner feelings to match what is expected
Emotional Intelligence
an assortment of non-cognitive skills, capabilities, and competencies that influence a person's ability to succeed in coping with environmental demands and pressures
Case for E.I.
1) Intuitive appeal
2) Predicts Criteria that Matter
3) Biologically Based
Case against E.I.
1) Too vague a concept
2) Cannot be measured
3) Validity is suspected
Negative Workplace Emotions
Employee Deviance
Employee Deviance
voluntary actions that violate established norms and threatens the organization, its members, or both
Affective Events Theory (AET)
the theory that employees react emotionally to things that happen to them at work and that this emotional reaction influences their job performance and satisfaction
Emotions in the workplace in a global context
1) degree of experience vary across cultures
2) interpretations of emotions vary across cultures
3) norms of emotional expression differ across cultures