Chapter 2 Flashcards
What is personality?
set of psycholgical characterieiscs that ifnleunce thre way an indivial interacts with his or her enviriment andhow they feel, think and behave
- determined by geentic dispotoition
what is diposiiton approach and situtaiton approach, interactionist, trait activation theory?
Diposiitonal approach: individual poses stable traits or characteriiscs that infleunce thier attidues and abehvaiors indivuals are prreisdppsoded to behave in a certain way
Situtiatonl approach: characteritis of the organization setting infleunce poeple attidues and baehaviros imapcts of work environem,nt on OB
ex. job satification is largely detmeind by situaiton factors like work tasksk
interactionist approach:
nteractionist approach, OB is a function of both dispositions and the situation
- In other words, to predict and understand organizational behaviour, one must know something about an individual’s personality and the setting in which that person works.
In weak situations, it is not always clear how a person should behave, while in strong situations, there are clear expectations for appropriate behaviour. As a result, personality has the most impact in weak situations.
Trait activitation theory: personality traits lead to certain behaviors only when the situation makes teh need for that trait salient, so someone may be assertive if the situaition requries it it actives that trait
The 5 factor model of personality
1) Extraversion
2) Emotional Stability /Neuroticsim
3) agreeableness
4) Conscientounes
5) openness to experience
The image you’ve uploaded outlines the Big Five personality traits and their relevance in the workplace:
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Extraversion:
- Social and talkative individuals tend to thrive in sales and management roles.
- Those who are withdrawn or shy may not naturally gravitate towards these positions.
Neuroticism is a core personality trait characterized by emotional instability
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Emotional Stability / Neuroticism:
Stable and confiden is low on neuroticism- Stable and confident individuals often have more effective interactions with coworkers.
- People with high levels of neuroticism, experiencing feelings like depression and anxiety, might struggle with workplace interactions.
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Agreeableness:
- Tolerant and cooperative individuals typically perform better in jobs that require teamwork.
- Those who are perceived as cold or rude may find collaboration and team performance challenging.
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Conscientiousness:
- Dependable and responsible individuals are often hard workers and achieve more in their roles.
- Careless or impulsive traits can negatively impact job performance and reliability.
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Openness to Experience:
- Curious and original individuals excel in positions that require creativity and learning.
- Those with less openness may not perform as well in roles that require innovative thinking.
Locus of Control ( 2 components)
set of beliefs about whether one’s behaviour is controlled mainly by internal or external forces.
So high exteral control vs high internal control
someone wiht high external control ebelvies thier behaviros is dermeind by
- fate
- luck
- powerful people
someone wiht high intenral control beelies thier behaviros is determeind by:
- self intnirive
- personal actions
- free will
Self monitoring, self esteem and behavioral plasticitiy theory
and
Positive affectivity.
Negative affectivity.
Self montiroign: the extent to which people observe and regulate hw they apper and behave in social setting and reationship
Self esteem: the degree to which a person ha sa positive self evlaution
Behavioral plasticitiy theory: people with low self esteem tend to be more susceptbelt to exteral and social infleunces than those who have high self-esteem
Positive
affectivity. Propensity to view the world, including oneself and other people, in a positive light.
Negative
affectivity. Propensity to view the world, including oneself and other people, in a negative light.
Proactive behavior, proactive personaltiy, general self-efficacy, core self evaluation
Proactive behavior: take inittive to improve current cirumsances or creating new ones
A proactive personality is a trait—a consistent pattern of thought and emotion that influences one’s general approach to life, and reflects a tendendcy to take personal intiitve acorss a range of situations and to effect positive change i one’s envrioenmtn
General sefl effieancy: a general trait that refers to an indiviaul beleuf in thier ability to perform sucessfully in a variet of challenging situations
Core self evaluations: a broad personality concept that conssits fo more specifiic traits that reflect he evaulations poeple hold about themselves and thier self worth
Open learning theory:
learning by which the subject learns to operate on the environemnt to ahieve certain consequences
a stimulus refers to something that can be added or removed in response to a behavior, with the aim of influencing the frequency of that behavior.
- reinforment
- the process by which stimuli strengthen behaviors
Positie reinfomration: the applicaiton or additon of a stimulus that icreas4s or maintains the probabuility of some behavior
Negative refinromation: the remoal of a stimulus that in turn increases or maintains the probabaility of some behvaiors
not the same as punismnehtm
negative reinforcement is about increasing desirable behaviors through the strategic removal of unpleasant experiences, making it an effective method for shaping behavior over time
ositive Reinforcement:
The stimulus is an added element that the individual finds rewarding or pleasurable.
Reinfroment strategy:
to obtain fast learning vs persistant learning
To obtain fast acquiton:
Continuous and immediate reinforcement should be used—that is, the reinforcer should be applied every time the behaviour of interest occurs,
To obtain persistanct behavior
Behaviour tends to be persistent when it is learned under conditions of partial and delayed reinforcement. That is, it will tend to persist under reduced or terminated reinforcement when not every instance of the behaviour is reinforced during learning or when some time period elapses between its enactment and reinforcement.
Reducing the probaability of behavior extincation:
proababiity of ebhavbior increasing or decreasinf nad what we cna do and what i elads to
The gradual dissipiation of behavior following the termination of reinfromation
Behavior extinction refers to the process in which a previously reinforced behavior is decreased or eliminated when reinforcement is no longer provide
so we want to reduce that
Probability of behvaior:
Increases /being maintied
OR
Decreasing
If icnreaseng we can add positive stimuli or revmoe a negative stimuli
adding positive - positive reifnromation
removing stimuli is negative reifnromaign
Decreasing
we can add a negative stimulu which is a punshiment
or we can do nothing (reinfronce termed) which will lead to extinction
Social congntiitve theory, and key concepts
framework for understanding, predicting, and changing human behavior.
Emphasizes the role of congiize processes in elarning and int he regulation of people behaviors
Key ocncept:
Observational Learning: People can learn new behaviors by watching others. This is also known as modeling.
Self regulating: the use of elarning principles to regulate one’s pown behavior
self effiacy beleif: beleif people have about thier ability to sucessftull perofm a tasK
self effieacny beleif relies on:
1. perfomance master
2. observation
3. verbal persuaion and social influence
4. psychological state
Organziational behavior modifiation, emplyoee recongition program, peer recongiization programs
Organziational behavior modifiation: the system use of leanrring pricnicples to infleunce organization behavior
emplyoee recondition program: formal orgnaization program that publicy recongize and reward emplyoees for speciifc behaviours
peer recongiiation programs: formal programs in which employees can publicy acjolge, recongize and reward thier cowaorkers for exceptional work and performance
Training and delvopment, behavior modelling training
Training and delvopment: trainning is planned organziation actiitvtes that are deisinged to facilaite knwoledge and skilla cquition to chnage behavior and improve performance on one’s currve job , delvopment on futurue kob perosnality
ehavior Modeling Training (BMT) is a structured training approach that leverages the principles of observational learning from Social Cognitive Theory to teach new skills and behaviors.
Bevaior modelling training: one of the mode widely used and effetive methods of training
invovles 5 steps based on the observation learning component of social congitive theory
1) describe to trainees behaviors to be learned
2) produve a model for effective use of behaviors
a model (which can be a person, video demonstration, or another form of representation) demonstrates the behaviors in action
3) provide oppotunties for trainees to pratise behaviors
4) provide feedback and social reinfroment
5) maximie the transfer of those behaviors to the job
behaviors are not just theoretical but are actively transferred to and utilized in the workplace. This may involve additional support mechanisms, such as follow-up sessions, coaching, or workplace assignments that require the use of the new skills.
