Chapter 2 Flashcards
The Perceived
Attributes, motives, interests, experiences, expectations
The Target
Novelty, motion, sounds, size, background, proximity
The Situation
Time, work setting, social setting
Attribution Theory
The theory that when we observe what seems to be atypical behaviour by an individual, we attempt to determine whether it is internally or externally caused
Distinctiveness
A behavioural rule that asks whether an individual acts similarly across a variety of situations
Consensus
A behavioural rule that asks if everyone faced with a similar situation responds in the same way
Perception
The process by which individuals select, organize, and interpret their sensory impressions in order to give meaning to their environment.
Fundamental Attribution Error
The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgements about the behaviours of others
Self-serving Bias
The tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors
Selective Perception
People’s selective interpretation of what they see based on their interests, background, experiences, and attitudes
Halo Effect
Drawing a general impression of an individual on the basis of a single characteristic
Contrast Effects
The concept that our reaction to one person is often influenced by other people we have recently encountered
Projection
Attributing one’s own characteristics to other people
Stereotyping
Judging someone on the basis of one’s perception of the group to which that person belongs
Heuristics
Judgement shortcuts in decision making
Prejudice
An unfounded dislike of a person or group based on their belonging to a particular stereotyped group
Self-fulfilling Prophecy
A concept that proposes a person will behave in ways consistent with how he/she is perceived by others
Personality
The stable patterns of behaviour and consistent internal states that determine how an individual reacts to and interacts with others
Heredity
Factors that were determined at conception
Personality Traits
Enduring characteristics that describe an individual’s behaviour
Myers-Briggs Type Indicator
A personality test that taps four characteristics and classifies people into 1 of 16 personality types
The Big Five Personality Model
Five basic personality dimensions that include most of the significant variations in human personality
Extraversion
Describes the degree to which someone is sociable, talkative, and assertive
Agreeableness
Describes the degree to which someone is good-natured, cooperative, warm, and trusting
Consciousness
Describes the degree to which someone is responsible, dependable, persistent, and achievement-oriented
Emotional Stability
Characterizes someone as calm, self-confident, and secure, versus nervous, depressed, and insecure
Openness to Experience
Describes the degree to which someone is imaginative, artistically sensitive, and curious
Core Self-Evaluation
Degree to which an individual sees himself/herself as capable and effective
Mechiavellianism
The degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means
Narcissism
The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement
Self-Monitoring
Personality trait that measures an individual’s ability to adjust behaviour to external, situational factors
Risk-taking
A person’s willingness to take chances
Type A Personality
Personality with aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and, if necessary, against the opposing efforts of other things or other people
Type B Personaltiy
A personality described as easy-going, relaxed, and patient
Proactive Personality
A person who identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs
Affect
A broad range of feelings that people experience
Emotions
Intense feelings that are directed at someone or something
Moods
Feelings that tend to be less intense than emotions and that lack a contextual solution
Emotional Labour
When an employee expresses organizationally desired emotions during interpersonal interactions
Emotional Dissonance
Inconsistencies between the emotions people feel and the emotions they show
Felt Emotions
An individual’s actual emotions
Displayed Emotions
Emotions that are organizationally required and considered appropriate in a given job
Surface Acting
Hiding one’s inner feelings to display what is expected
Deep Acting
Trying to modifying one’s true inner feelings to match what is expected
Emotional Intelligence (EI)
An assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures
Employee Dishonesty
Voluntary actions that violate established norms and threaten the organization, its members, or both
