Man 4154 Exam 1 Focused

Front 1

An ability to turn knowledge into effective action.

Back 1

Skill

Front 2

An ability to perform specialized tasks.

Back 2

Technical skill

Hint 2

Computers

Front 3

The ability to work well with other people.

Back 3

Human Skill

Hint 3

Good human skills = high degree of self-awareness

Front 4

The ability to manage oneself and one's relationships effectively.

Back 4

Emotional Intelligence (EI)

Hint 4

Defined by Daniel Goleman

Front 5

Ability to understand your moods and emotions.

Back 5

Self-awareness

Hint 5

Part of Emotional Intelligence

Front 6

Ability to think before acting and to control bad impulses.

Back 6

Self-regulation

Hint 6

Part of Emotional Intelligence

Front 7

Ability to work hard and persevere.

Back 7

Motivation

Hint 7

Part of Emotional Intelligence

Front 8

Ability to understand the emotions of others.

Back 8

Empathy

Hint 8

Part of Emotional Intelligence

Front 9

Ability to gain rapport with others and build good relationships.

Back 9

Social Skill

Hint 9

Part of Emotional Intelligence

Front 10

A capacity to get things done due to relationships with other people.

Back 10

Social Capital

Hint 10

Relationships and networking

Front 11

The ability to analyze and solve complex problems.

Back 11

Conceptional Skill

Hint 11

Good problem-solving decisions.

Front 12

The tension from extraordinary demands, constraints, or opportunities.

Back 12

Stress

Front 13

Being asked to do too much or being asked to do too little.

Back 13

Task Demands

Hint 13

Type of work stressor.

Front 14

Not knowing what one is expected to do or how work performance is evaluated.

Back 14

Role Ambiguities

Hint 14

Type of work stressor.

Front 15

Feeling unable to satisfy multiple, possibly conflicting, performance expectations.

Back 15

Role Conflicts

Hint 15

Type of work stressor.

Front 16

Being asked to do things that violate the law or personal values.

Back 16

Ethical Dilemmas

Hint 16

Type of work stressor.

Front 17

Experiencing bad relationships or working with others with whom one does not get along.

Back 17

Interpersonal Problems

Hint 17

Type of work stressor.

Front 18

Moving too fast and feeling stretched; moving too slowly and feeling stuck on a plateau.

Back 18

Career Developments

Hint 18

Type of work stressor.

Front 19

Being bothered by noise, lack of privacy pollution, or other unpleasant working conditions.

Back 19

Physical Setting

Hint 19

Type of work stressor.

Front 20

When forces in their personal lives "spill over" to affect them at work.

Back 20

Spillover Effect

Hint 20

Life Stressor

Family events, economic difficulties, personal affairs

Front 21

A stress that has a positive impact on both attitudes and performance.

Back 21

Eustress

Hint 21

Study hard before exam.

Front 22

A negative impact on both attitudes and performance.

Back 22

Distress

Hint 22

A result of distress is job burnout.

Front 23

A loss of interest in or satisfaction with a job due to stressful working conditions.

Back 23

Job Burnout

Hint 23

Managers should watch for signs: absence, tardiness, careless work, negative attitude, resistance, hostility.

Managers should treat avoid these problems: build positive work environments and making significant invest in their employees.

Front 24

A response or reaction to distress that has occurred or is threatened.

Back 24

Coping

Hint 24

Two major types are problem-focused coping and emotion-focused coping

Front 25

Mechanisms manage the problem that is causing the distress.

Back 25

Problem-focused Coping

Hint 25

Stand your ground and fight for what you want.

Front 26

Mechanisms that regulate emotions or distress.

Back 26

Emotion-focused Coping

Hint 26

Try to look at the bright side of things.

Front 27

What is the best first-line strategy against stress?

Back 27

Stress Prevention

Front 28

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

Back 28

Personal Wellness

Hint 28

Attention to smoking, weight, diet, fitness.

Front 29

Represent individuals' major beliefs and personal orientation concerning a range of issues involving social and physical setting.

Back 29

Personal Conception Traits

Front 30

The extent a person feels able to control his or her own life and is concerned with a person's internal-eternal orientation.

Back 30

Locus of Control

Hint 30

Internals and externals.

Front 31

Believe that they control their own fate and destiny in terms of locus of control.

Back 31

Internals

Hint 31

Tend to be more introverted and are more orientated towards their own feelings and ideas.

Front 32

Believe that much of what happens to them is beyond their control and is determined by environmental forces (such as fate) in terms of locus of control.

Back 32

Externals

Hint 32

Tend to be more extroverted in their personal relationships and are more oriented towards the world around them.

Front 33

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

Back 33

Personality

Front 34

Enduring characteristics describing an individual's behavior.

Back 34

Personality Traits

Hint 34

The Big Five Personality Dimensions is a key starting point.

Front 35

Outgoing, sociable, assertive.

In terms of the Five Factor Model.

Back 35

Extraversion

Front 36

Good-natured, trusting, cooperative.

In terms of the Five Factor Model.

Back 36

Agreeableness

Front 37

Responsible, dependent, persistent.

In terms of the Five Factor Model.

Back 37

Consciousness

Front 38

Unworried, secured, relaxed.

In terms of the Five Factor Model.

Back 38

Emotional Stability

Front 39

Imaginative, curious, broad-minded.

In terms of the Five Factor Model.

Back 39

Openness to Experience

Front 40

Strong positive or negative feelings directed towards someone or something.

Back 40

Emotions.

Hint 40

Positive emotion when instructor complimented your project; negative emotion when instructor criticizes you in front of class.

Front 41

Emotions that arise from internal sources.

Back 41

Self-conscious Emotions

Hint 41

Shame, guilt, embarrassment, pride.

Front 42

Emotions that derive from external sources.

Back 42

Social Emotions

Hint 42

Pity, envy, jealousy.

Front 43

Generalized positive and negative feelings or states of mind.

Back 43

Moods

Hint 43

"Oh, I just don't have the energy to do much today; I've felt down all week".

Front 44

A predisposition to respond positively or negatively to someone or something.

Back 44

Attitude

Hint 44

I "like" or "dislike" something.

Are inferred from the things people say or through their behavior.

Front 45

Type of attitude based on beliefs, values, and information.

Back 45

Cognition

Hint 45

"My job lacks responsibility; work is important to me."

Front 46

Type of attitude that invokes positive and negative feelings.

Back 46

Affect

Hint 46

"I don't like my job."

Front 47

Type of attitude for intended behavior.

Back 47

Behavior

Hint 47

"I'm going to quit my job."

Front 48

Cognitive frameworks that represent organized knowledge developed through experience about people, objects, or events.

Back 48

Schema

Hint 48

We commonly use script schemas, person schemas, and person-in situation schemas.

Front 49

Type of schema that is a knowledge framework that describes the appropriate sequence of events in a given situation.

Back 49

Script Schema

Hint 49

A manager would use a script schema to think about the steps on running a meeting.

Front 50

Schema that contains information about a person's own appearance, behavior, and personality.

Back 50

Self Schema

Hint 50

People with decisiveness schemas tend to step up in terms of leadership.

Front 51

Schema that refer to the way individuals sort others into categories such as types or groups, in terms of similar perceived features.

Back 51

Person Schemas

Hint 51

Prototype and stereotype are used in this regard.

"Good teammate."

Front 52

Combine schemas built around persons (Self and person schemas) and events (script schemas)

Back 52

Person-in-Situation Schemas

Front 53

The ability to understand our emotions and their impact on us and others.

Back 53

Self-awareness

Hint 53

To understand our emotions and express them naturally.

Front 54

The ability to emphasize and understand the emotions of others.

Back 54

Social Awareness

Hint 54

Understand emotions of others resulting in a better perception of them.

Front 55

The ability to think before acting and to control disruptive impulses.

Back 55

Self-management

Hint 55

Form of self-regulation where we are in charge of our emotions.

Front 56

The ability to establish rapport with others to build good relationships.

Back 56

Relationship Management

Hint 56

Makes good use of emotions to construct improved relationships.

Front 57

Posits that people will act to eliminate any felt inequity in the rewards received for their work in comparison with others.

Back 57

Equity Theory

Hint 57

Getting a grade back for a test and seeing how everyone else did.

Front 58

Feeling under-rewarded or over-rewarded in comparison with others.

Back 58

Perceived Inequity

Hint 58

Felt negative equity = person feels they earned less in proportion to work input.

Felt positive equity = person feels like they earned more in proportion to work input.

Front 59

Argues that work motivation is determined by individual beliefs regarding effort/performance relationships and work outcomes.

Back 59

Expectancy Theory

Hint 59

Motivation = Expectancy X Instrumentality X Valence

Front 60

The probability that work effort will be followed by performance accomplishment.

Back 60

Expectancy

Hint 60

0 percent = Impossible task

100 percent = certain achievement

Front 61

The probability that performance will lead to various work outcomes.

Back 61

Instrumentality

Hint 61

Clarify possible rewards for performance.

Front 62

The value to the individual of various work outcomes.

Back 62

Valence

Hint 62

Identify needs and match needs to high value needs.