Chapter 12 Flashcards
the process through which people receive and interpret information from the environment.
Perception
assigns attributes commonly associated with a group to an individual.
stereotype
uses one attribute to develop an overall impression of a person or situation.
halo effect
focuses attention on things consistent with existing beliefs, needs, or actions.
Selective perception
assigns personal attributes to other individuals.
Projection
the process of creating explanations for events.
Attribution
overestimates internal factors and underestimates external factors as influences on someone’s behavior.
fundamental attribution error
underestimates internal factors and overestimates external factors as influences on someone’s behavior.
Self-serving bias
tries to create desired perceptions in the eyes of others.
Impression management
the profile of characteristics making a person unique from others.
Personality
Myers-Briggs Type Indicator covers these personality dimensions.
•Extraversion vs. introversion (E or I—whether a person tends toward
being outgoing and sociable or shy and quiet.
•Sensing vs. intuitive (S or N)—whether a person tends to focus on details
or on the big picture in dealing with problems.
•Th inking vs. feeling (T or F)—whether a person tends to rely on logic or
emotions in dealing with problems.
•Judging vs. perceiving (J or P)—whether a person prefers order and
control or acts with flexibility and spontaneity.
How to Identify the Big Five Personality Traits
Extraversion An extravert is talkative, comfortable, and confident in interpersonal relationships; an introvert is more private, withdrawn, and reserved.
Agreeableness An agreeable person is trusting, courteous, and helpful, getting along
well with others; a disagreeable person is self-serving, skeptical, and tough, creating
discomfort for others.
Conscientiousness A conscientious person is dependable, organized, and focused on
getting things done; a person who lacks conscientiousness is careless, impulsive, and
not achievement oriented.
Emotional stability A person who is emotionally stable is secure, calm, steady, and selfconfident; a person lacking emotional stability is excitable, anxious, nervous, and tense.
Openness to experience A person open to experience is broad-minded, imaginative, and open to new ideas; and person who lacks openness is narrow-minded, has few
interests, and resists change.
An extravert is talkative, comfortable, and confident in interpersonal relationships; an introvert is more private, withdrawn, and reserved.
Extraversion
An agreeable person is trusting, courteous, and helpful, getting along well with others; a disagreeable person is self-serving, skeptical, and tough, creating
discomfort for others.
Agreeableness
A conscientious person is dependable, organized, and focused on
getting things done; a person who lacks conscientiousness is careless, impulsive, and
not achievement oriented.
Conscientiousness
A person who is emotionally stable is secure, calm, steady, and selfconfident; a person lacking emotional stability is excitable, anxious, nervous, and tense.
Emotional stability
A person open to experience is broad-minded, imaginative, and open to new ideas; and person who lacks openness is narrow-minded, has few
interests, and resists change.
Openness to experience
the extent to which one believes what happens is within one’s control.
Locus of control
the degree to which a person defers to authority and accepts status differences.
Authoritarianism
the degree to which someone uses power manipulatively.
Machiavellianism
the degree to which someone is able to adjust behavior in response to external factors.
Self-monitoring
a state of tension experienced by individuals facing extraordinary demands, constraints, or opportunities.
Stress
oriented toward extreme achievement, impatience, and perfectionism.
Type A personality
a positive influence on effort, creativity, and diligence in work.
Constructive stress
a negative influence on one’s performance.
Destructive stress
physical and mental exhaustion from work stress.
Job burnout
occurs when we communicate extreme agitation in interpersonal communication or electronic messages.
flameout
aggressive behavior toward co-workers or the work setting.
Workplace rage
the pursuit of a personal health-promotion program.
Personal wellness
a predisposition to act in a certain way.
attitude
discomfort felt when attitude and behavior are inconsistent.
Cognitive dissonance
the degree to which an individual feels positive about a job and work experience.
Job satisfaction
Aspects of Job Satisfaction
- Job tasks—responsibility, interest, challenge.
- Quality of supervision—task help, social support.
- Co-workers—harmony, respect, friendliness.
- Opportunities—promotion, learning, growth.
- Pay—actual and comparative.
- Work conditions—comfort, safety, support.
- Security—job and employment.
include absenteeism (not showing up for work) and turnover (quitting one’s job).
Withdrawal behaviors
are things people do to go the extra mile in their work.
Organizational citizenship behaviors
a strong sense of belonging and connection with one’s work and employer.
Employee engagement
an ability to understand emotions and manage relationships effectively.
Emotional intelligence, or EI,
strong feelings directed toward someone or something.
Emotions
generalized positive and negative feelings or states of mind.
Moods
the spillover of one’s positive or negative moods onto others.
Mood contagion
