Psychology Exam 4

Front 1

anima

Back 1

according to Jung, the female part of the male personality.

Front 2

animus

Back 2

according to Jung, the male part of the female personality

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archetypes

Back 3

ancient or archaic images that result from common ancestral experiences

Front 4

basic tendencies

Back 4

the essence of personality: the Big Five personality dimensions as well as talents, attitudes, and cognitive abilities.

Front 5

Big Five (five-factor model)

Back 5

a theory of personality that includes the following five dimensions: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN).

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collective unconscious

Back 6

according to Jung, form of consciousness that consists of the shared experiences of our ancestors—God, mother, life, death, water, earth, aggression, survival—that have been passed down from generation to generation.

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cortical arousal

Back 7

level of activation in the brain.

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defense mechanism

Back 8

unconscious strategies the mind uses to protect itself from anxiety by denying and distorting reality in some way.

Front 9

ego

Back 9

one of Freud's provinces of the mind; a sense of self; the only part of the mind that is in direct contact with the outside world: operates on the “reality principle.”

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empirical method

Back 10

a method for developing questionnaire items that focuses on including questions that characterize the group the questionnaire is intended to distinguish.

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id

Back 11

one of Freud's provinces of the mind; the seat of impulse and desire; the part of our personality that we do not yet own; it owns or controls us.

Front 12

inferiority complex

Back 12

an unhealthy need to dominate or upstage others as a way of compensating for feelings of deficiency.

Front 13

inter-rater reliability

Back 13

measure of how much agreement there is in ratings when using two or more raters or coders to rate personality or other behaviors.

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neuropsychoanalysis

Back 14

a new scientific movement started in the late 1990s that combined Freudian ideas with neuroscientific methods.

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personal unconscious

Back 15

according to Jung, form of consciousness that consists of all our repressed and hidden thoughts, feelings, and motives.

Front 16

personality

Back 16

the unique and relatively enduring set of behaviors, feelings, thoughts, and motives that characterize an individual.

Front 17

personality questionnaires

Back 17

self-report instruments on which respondents indicate the extent to which they agree or disagree with a series of statements as they apply to their

Front 18

projection

Back 18

a defense mechanism in which people deny particular ideas, feelings, or impulses and project them onto others.

Front 19

projective tests

Back 19

personality assessment in which the participant is presented with a vague stimulus or situation and asked to interpret it or tell a story about what they see.

Front 20

quantitative trait loci (QTL) approach

Back 20

a technique in behavioral genetics that looks for the location on genes that might be associated with particular behaviors.

Front 21

rational (face valid) method

Back 21

a method for developing questionnaire items that involves using reason or theory to come up with a question.

Front 22

reaction formation

Back 22

a defense mechanism that occurs when an unpleasant idea, feeling, or impulse is turned into its opposite.

Front 23

repression

Back 23

the unconscious act of keeping threatening thoughts, feelings, or impulses out of consciousness.

Front 24

Rorschach Inkblot Test

Back 24

a projective test in which the participant is asked to respond to a series of ambiguous inkblots.

Front 25

shadow

Back 25

according to Jung, the dark and morally objectionable part of ourselves.

Front 26

striving for superiority

Back 26

according to Adler, the major drive behind all behavior, whereby humans naturally strive to overcome their inherent inferiorities or deficiencies, both physical and psychological.

Front 27

sublimation

Back 27

a defense mechanism that involves expressing a socially unacceptable impulse in a socially acceptable way.

Front 28

superego

Back 28

one of Freud's provinces of the mind; the part of the self that monitors and controls behavior; “stands over us” and evaluates actions in terms of right and wrong; hence, our conscience.

Front 29

trait

Back 29

a disposition to behave consistently in a particular way.

Front 30

unconditional positive regard

Back 30

acceptance of another person regardless of his or her behavior.

Front 31

unconscious

Back 31

one of Freud's three levels of consciousness; it contains all the drives, urges, or instincts that are outside awareness but nonetheless motivate most of our speech, thoughts, feelings, or actions.

Front 32

aggression

Back 32

violent behavior that is intended to cause psychological or physical harm, or both, to another being.

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altruism

Back 33

selfless attitudes and behavior toward others.

Front 34

attitudes

Back 34

an individual's favorable or unfavorable beliefs, feelings, or actions toward an object, idea, or person.

Front 35

attributions

Back 35

inferences made about the causes of other people's behavior.

Front 36

bystander effect

Back 36

phenomenon in which the greater the number of bystanders who witness an emergency, the less likely any one of them is to help.

Front 37

cognitive dissonance

Back 37

the feeling of discomfort caused by information that is different from a person's conception of himself or herself as a reasonable and sensible person.

Front 38

conformity

Back 38

tendency of people to adjust their behavior to what others are doing or to adhere to the norms of their culture.

Front 39

cult

Back 39

an extremist group led by a charismatic, totalitarian leader in which coercive methods are used to prevent members from leaving the group.

Front 40

discrimination

Back 40

preferential treatment of certain people, usually driven by prejudicial attitudes.

Front 41

empathy

Back 41

the ability to share the feelings of others and understand their situations.

Front 42

empathy-altruism hypothesis

Back 42

the idea that people help others selflessly only when they feel empathy for them.

Front 43

fundamental attribution error

Back 43

the tendency to explain others' behavior in dispositional rather than situational terms.

Front 44

groupthink

Back 44

situation in which the thinking of the group takes over, so much so that group members forgo logic or critical analysis in the service of reaching a decision.

Front 45

informational social influence

Back 45

conformity to the behavior of others because one views them as a source of knowledge about what one is supposed to do.

Front 46

in-group/out-group bias

Back 46

tendency to show positive feelings toward people who belong to the same group as we do, and negative feelings toward those in other groups.

Front 47

kin selection

Back 47

the evolutionary favoring of genes that prompt individuals to help their relatives or kin.

Front 48

normative social influence

Back 48

conformity to the behavior of others in order to be accepted by them.

Front 49

obedience

Back 49

a type of conformity in which a person yields to the will of another person.

Front 50

out-group homogeneity

Back 50

the tendency to see all members of an out-group as the same.

Front 51

persuasion

Back 51

the act of attempting to change the opinions, beliefs, or choices of others by explanation or argument.

Front 52

prejudice

Back 52

a biased attitude toward a group of people or an individual member of a group based on unfair generalizations about what members of that group are like.

Front 53

prosocial behavior

Back 53

action that is beneficial to others.

Front 54

reciprocal altruism

Back 54

the act of helping others in the hope that they will help us in the future.

Front 55

self-serving bias

Back 55

the tendency to make situational attributions for our failures but dispositional attributions for our successes.

Front 56

sexual strategies theory

Back 56

the idea that men and women face different problems when they seek out mates, and so they often approach relationships in very different ways.

Front 57

social exchange theory

Back 57

the idea that we help others when we understand that the benefits to ourselves are likely to outweigh the costs.

Front 58

social facilitation

Back 58

phenomenon in which the presence of others improves one's performance.

Front 59

social loafing

Back 59

phenomenon in which the presence of others causes one to relax one's standards and slack off.

Front 60

social norms

Back 60

rules about acceptable behavior imposed by the cultural context in which one lives.

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social psychology

Back 61

the study of how living among others influences thought, feeling, and behavior.

Front 62

stereotypes

Back 62

schemas of how people are likely to behave based simply on groups to which they belong.

Front 63

triangular theory of love

Back 63

Sternberg's idea that three components (intimacy, passion, and commitment), in various combinations, can explain all the forms of human love.

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scientific management

Back 64

the managerial philosophy that emphasizes the worker as a well-oiled machine and the determination of the most efficient methods for performing any work-related task.

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ergonomics

Back 65

also called human factors; a field that combines engineering and psychology and that focuses on understanding and enhancing the safety and efficiency of the human-machine interaction.

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Hawthorne effect

Back 66

the tendency of individuals to perform simply because of being singled out and made to feel important.

Front 67

human relations approach

Back 67

a management approach emphasizing the psychological characteristics of workers and managers, stressing the importance of factors such as morale, attitudes, values, and humane treatment of workers.

Front 68

job analysis

Back 68

the process of generating a description of what a job involves, including the knowledge and skills that are necessary to carry out the job's functions.

Front 69

KSAOS (KSAs)

Back 69

common elements in a person-oriented job analysis; an abbreviation of knowledge, skills, abilities, and other characteristics.

Front 70

integrity test

Back 70

a type of job-screening examination that is designed to assess whether a candidate will be honest on the job.

Front 71

structured interview

Back 71

a kind of interview in which candidates are asked specific questions that methodically seek to obtain truly useful information for the interviewer.

Front 72

orientation

Back 72

a program by which an organization introduces newly hired employees to the organization's goals, familiarizes them with its rules and regulations, and lets them know how to get things done.

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training

Back 73

teaching a new employee the essential requirements to do the job well.

Front 74

mentoring

Back 74

a relationship between an experienced employee - a mentor - and a novice, in which the more experienced employee serves as an advisor, a sounding board, and a source of support for the newer employee.

Front 75

performance appraisal

Back 75

the evaluation of a person's success at meeting his or her organization's goals.

Front 76

halo effect

Back 76

a bias, common in performance ratings, that occurs when a rater gives a person the same rating on all of the items being evaluated, even though the individual varies across the dimensions being assessed.

Front 77

360-degree feedback

Back 77

a method of performance appraisal whereby an employee's performance is rated by a variety of individuals including himself or herself, a peer, a supervisor, a subordinate, and perhaps a customer or client.

Front 78

organizational citizenship behavior (OCB)

Back 78

discretionary actions on the part of an employee that promote organizational effectiveness but are not included in the person's formal responsibilities.

Front 79

Theory X managers

Back 79

managers who assume that work is innately unpleasant and that people have a strong desire to avoid it; such managers believe that employees need direction, dislike responsibility, and must be kept in line.

Front 80

Theory Y managers

Back 80

managers who assume that engaging in effortful behavior is natural to human beings; they recognize that people seek out responsibility and that motivation can come from allowing employees to suggest creative and meaningful solutions.

Front 81

waigawa system

Back 81

a management system dedicated to the idea that when the corporation faces a difficult problem, all rank-related concerns are temporarily set aside so that anyone from any level of the organization can propose a solution.

Front 82

strengths-based management

Back 82

a management style emphasizing that maximizing an employee's existing strengths is much easier than trying to build such attributes from the ground up.

Front 83

job satisfaction

Back 83

the extent to which a person is content in his or her job.

Front 84

affective commitment

Back 84

a kind of job commitment deriving from the employee's emotional attachment to the workplace.

Front 85

continuance commitment

Back 85

a kind of job commitment deriving from the employee's perception that leaving the organization would be too costly, both economically and socially.

Front 86

normative commitment

Back 86

a kind of job commitment deriving from the employee's sense of obligation to the organization for the investment it has made in the individual's personal and professional development.

Front 87

job crafting

Back 87

the physical and cognitive changes individuals can make within the constraints of a task to make the work "their own".

Front 88

transactional leader

Back 88

an individual in a leadership capacity who emphasizes the exchange relationship between the worker and the leader and who applies the principle that a good job should be rewarded.

Front 89

transactional leader

Back 89

an individual that in a leadership capacity who is concerned not with enforcing the rules but with changing them.

Front 90

organizational identity

Back 90

employee's feelings of oneness with the organization and its goals.

Front 91

organizational culture

Back 91

an organization's shared values, beliefs, norms, and customs.

Front 92

downsizing

Back 92

a dramatic cutting of the workforce that has become a popular business strategy to enhance profitability.

Front 93

sexual harassment

Back 93

unwelcome behavior or conduct of a sexual nature that offends, humiliates, or intimidates another person.

Front 94

job stress

Back 94

the experience of stress on the job and in the workplace setting.

Front 95

role conflict

Back 95

the kind of stress that arises when a person tries to meet the demands of more than one important life role, such as worker and mother.

Front 96

burnout

Back 96

a distressed psychological state in which a person experiences emotional exhaustion and little motivation for work.

Front 97

leisure

Back 97

the pleasant times before or after work when individuals are free to pursue activities and interests of their own choosing.

Front 98

flow

Back 98

the optimal experience of a match between one's skills and the challenge of a task.