Chapter 2: Individual Behavior, Personality, and Values

Question 1

MARS Model of Individual Behavior and Results

Answer 1

Four variables (Motivation, Ability, Role Perceptions, and Situational Factors) that influence an individual’s voluntary behavior and performance; if any one of them is low in a single situation, the employee would perform the task poorly

Question 2

Motivation

Answer 2

Forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior; goal-directed, not random; managers can’t motivate, they simply setup catalysts

Question 3

Ability

Answer 3

Both the natural aptitudes and learned capabilities required to successfully complete a task; competencies, KSAO’S, etc; high person/job matching

Question 4

Role Perceptions

Answer 4

Degree to which a person understands the job duties assigned to or expected of him or her

Question 5

Role Clarity

Answer 5

Employees have three forms: understand duties or consequences, understand priority of tasks, and understand preferred behaviors

Question 6

Task Peformance

Answer 6

Type of individual behavior that refers to goal-directed behaviors under the individual’s control that support org objectives

Question 7

Organizational Citizenship Behaviors

Answer 7

Type of individual behaviors that involve various forms of cooperation and helpfulness to others that support the org’s social and psychological context; speaking highly of company, charitable example

Question 8

Counterproductive Work Behaviors

Answer 8

Type of individual behaviorVoluntary behaviors that have the potential to directly or indirectly harm the organization

Question 9

Joining/Staying with the org

Answer 9

Type of individual behavior that consists of staying with an org through good and bad times

Question 10

Maintaining Work Attendance

Answer 10

Type of individual behavior that consists of coming to work at scheduled times

Question 11

Presenteeism

Answer 11

Attending scheduled work when one’s capacity to perform is significantly diminished by illness or other factors

Question 12

Personality

Answer 12

Relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics; shaped by both nature and nurture; valid predictor of job performance (Big Five), Vocational choice (Cattell 16 PF), team compatibility (MBTI); self-report is better; social desirability can contaminate personality tests

Question 13

Five Factor Model of Personality

Answer 13

Five broad dimensions representing most personality traits: conscientiousness, emotional stability, openness to experience, agreeableness, and extroversion

Question 14

Conscientiousness

Answer 14

A personality dimension describing people who are organized, dependable, goal-focused, thorough, disciplined, methodical, and industrious

Question 15

Agreeableness

Answer 15

A personality dimension describing people who tend to be to be trusting, helpful, good-natured, tolerant, selfless, generous, and flexible

Question 16

Neuroticism

Answer 16

Personality dimension describing people who tend to be anxious, insecure, self-conscious, depressed, and temperamental

Question 17

Extraversion

Answer 17

Personality dimension describing people who are outgoing, talkative, sociable, and assertive

Question 18

Openness to Exprience

Answer 18

Personality dimension describing those who are creative, imaginative, curious, nonconforming, and aesthetically perceptive

Question 19

Meyers-Briggs Type Indicator

Answer 19

Instrument designed to measure the elements of Jungian personality theory, particularly preferences regarding perceiving and judging information (Extraversion/Introversion, Sensing/Intuitive, Thinking/Feeling, Judging/Perceiving) Poorly predicts job performance, mostly used for team building and career development; developed out of couples counseling; MBTI leaves no room for middle trait scores, either extremes of high or low; Sam and Diane “Cheers” episode; says you want people who are like you; scores not very reliable, no such thing as a personality type, dichotomization, weak correlation to Five Factor Model

Question 20

Value system

Answer 20

Hierarchy of preferences

Question 21

Schwartz’s Values Circumplex

Answer 21

Dominant model of personal values, 57 values clustered into 10 broad values categories: universalism, benevolence, tradition, conformity, security, power, achievement, hedonism, stimulation, and self-direction. Further broken down by Openness to Change, Self-transcendence, Conservation, Self-Enhancementf; espoused vs enacted values

Question 22

Utilitarianism

Answer 22

Ethical principle that advises us to seek the greatest good for the greatest number of people

Question 23

Individual Rights

Answer 23

Ethical principle that reflects the belief that everyone has entitlements that let her or him act in a certain way

Question 24

Distributive Justice

Answer 24

Ethical principle that suggests that people who are similar to each other should receive similar benefits and burdens; those who are dissimilar should receive different benefits and burdens in proportion to their dissimilarity

Question 25

Moral intensity

Answer 25

Degree to which an issue demands the application of ethical principles; cigarette out the window vs. trash out the window

Question 26

Ethical sensitivity

Answer 26

A person’s ability to recognize the presence of an ethical issue and determine its relative importance; same situation, different behaviors

Question 27

Mindfulness

Answer 27

A person’s receptive and impartial attention to and awareness of the present situation as well as to one’s own thoughts and emotions in that moment

Question 28

Individualism

Answer 28

Cross-cultural value describing the degree to which people in a culture emphasize independence and personal uniqueness

Question 29

Colletivism

Answer 29

A cross-cultural value describing the degree to which people in a culture emphasize duty to groups to which they belong and to group harmony

Question 30

Power distance

Answer 30

Cross-cultural value describing the degree to which people in a culture accept unequal distribution of power in a society

Question 31

Uncertainty avoidance

Answer 31

Cross-cultural value describing the degree to which people in a culture tolerate ambiguity or feel threatened by ambiguity and uncertainty

Question 32

Achievement-nurturing orientation

Answer 32

A Cross-cultural value describing the degree to which people in a culture emphasize competitive versus cooperative relations with other people

Question 33

Cattell’s 16 Personality Factor

Answer 33

Primarily used to predict the performance/enjoyment of jobs; involved common things, but further factored out the Big Five; Personality can influence job (introverted sales person example); similar to holland and strong inventory checklists; personality profile

Question 34

Impression Management

Answer 34

Lying/faking your personality traits to conform to the impression you know is desired

Question 35

Self-deception

Answer 35

Covert manipulation of how one perceives their-self