Ch.16 - Relationships and Business Flashcards

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1
Q

Selection

A
  • people choose to enter some situations and avoid others

* our decisions about selection determine the nature of our social world

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2
Q

Complementary Needs Theory

A
  • different personality traits
  • a dominant personality may be attracted to a submissive personality
  • when one persons needs are opposite and complimentary to anothers
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3
Q

Attraction Similarity Theory

A
  • similar personality traits

* someone who is extraverted may want an extraverted partner

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4
Q

Assortative Mating

A
  • people seem to select mates that are similar to themselves

* almost on all factors, height, facial characteristics, personality traits

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5
Q

Matching Hypothesis

A

• although we would prefer to obtain extremely ideal romantic partners, we focus on obtaining ones whose attractiveness is about the same as our own

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6
Q

Botwin et Al

A
  • studied dating and married couples
  • correlated preferences for personality characteristics desired in a potential mate, and our own characteristics
  • correlations are consistently positive: due to direct social preferences, based on personality characteristics of those doing the selecting
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7
Q

Do people get the mates they want?

A
  • people generally want the same thing in a mate
  • people seem to consistently get mates they want in terms of personality
  • differences in scores between partner’s personality and ideals do not predict happiness
  • people are happier marrying someone high on agreeableness, emotional stability, and openness
  • one study finds having frequent intercourse protects couples from neuroticism
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8
Q

Predictors of a Happy Relationship

A
  • Being high in agreeableness, openness, and low in neuroticism
  • positive illusions
  • agreeableness overall
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9
Q

Predictors of Relationship Dissolution

A
  • emotional instability has been the most consistent predictor of breakups (jealousy)
  • people with mates lacking desired characteristics
  • low emotional stability, low impulse control, low conscientiousness, and low agreeableness predict breakups
  • low agreeableness and conscientiousness predict infidelity
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10
Q

Violation of Desire Theory

A

• people with mates who lacked desired characteristics will more frequently end

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11
Q

Shyness

A

• tendency to feel tense, worried, and anxious during social interactions

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12
Q

Effects of Shyness on Relationships

A
  • during adolescence, shy people tend to avoid social situations, resulting in isolation and greater health risk
  • shy women are less likely to bring up contraception with their partners
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13
Q

Evocation

A

How features of personality elicit responses in others

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14
Q

Hostile Attributional Bias

A
  • tendency to infer hostile intent on the part of others in the face of uncertain behavior from others
  • because they expect others to be hostile, aggressive people treat others aggressively, then people who are treated aggressively tend to aggress back
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15
Q

Predictors of Evoking Hostility

A
  • low agreeableness and emotional instability
  • partners low on agreeableness use condescension, neglect, and invalidation of feelings to evoke the most anger
  • partners low in conscientiousness relate to infidelity
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16
Q

Expectancy Confirmation

A
  • peoples beliefs about personality characteristics of others cause them to evoke in others’ actions that are consistent with initial beliefs
  • snyder and swann: peoples beliefs led them to behave in an aggressive manner towards an unsuspecting target, leading the target to behave aggressively, confirming initial beliefs
17
Q

Occupational Success

A
  • Employers want employees with certain traits, like conscientiousness, integrity, trustworthiness
  • employee selections can be based on personality assessments
  • integrity tests are associated with contentiousness, emotional stability, agreeableness
  • tests cannot detect theft
18
Q

Integrity Tests

A
  • tests contentiousness, agreeableness, and emotional stability
  • cannot detect theft
19
Q

Measuring Job Performance

A
  • supervisor ratings
  • integrity tests predict absenteeism
  • GPA
20
Q

Citizenship Performance

A
  • to what extent do employees promote the goals of the organizations-helping others, alleviating conflicts, aware of issues
  • correlated with conscientiousness
21
Q

Grit

A
  • Duckworth, 2007

* individual’s perseverance of effort combined with the passion for a particular long term goals

22
Q

Predictors of Occupational Success

A
  • teachers ratings of personality at age 8 combined with self ratings at age 30 predict income at ages 40 and 60
  • contentiousness
  • extraversion
  • low agreeableness
  • economists have figured out that personality is important for predicting occupational success, and is sometimes more important than cognitive ability
23
Q

Human Capital Formation

A
  • used to be based on IQ

* motivation, persistence, and self control

24
Q

Predictors of Management Performance

A
  • thought to be more important than employee behavior
  • emotional stability(most important) consciousness, extraversion, openness
  • emotional intelligence
25
Q

Dark Triad (at work)

A
  • psychoticism, narcissism, machiavellianism
  • manipulative strategy of social interaction, personality style that uses others as tools for personal gain
  • tend to become leaders but selfish, impulsive, explosive, and toxic
26
Q

Personality Job Fit

A

Finding the best niche for your personality

27
Q

Education and Income/Performance

A
  • strong correlation between education and income
  • education is an investment into human capital
  • more education generally means higher income
28
Q

Holland’s Six Types of Work Personalities

A
  • Realistic - Carpenter, electrician, pilot, engineer, mechanic
  • Investigative - Biologist, mathematician, computer programmer, surveyor, pharmacist
  • Artistic - Graphic designer, musician, book editor, art teacher, actor
  • Social - counselor, librarian, social worker, physical therapist, nurse
  • Enterprising - sales manager, real estate, principal, attorney
  • Conventional - Bookkeeper, secretary, bank teller, HR consultant