Chapter 2: Individual differences: personality & values Flashcards
personality
relatively enduring pattern of thoughts, emotions and behavior that characterizes a person
The big five/the five factor model:
Openness
Conscientiousness
Extraversion
Agreeableness
Neuroticism
proficient performance is predicted by?
Conscientiousness
Extraversion
adaptive performance is predicted by?
emotional stability
extraversion
openness
proactive performance is predicted by:
extraversion
openness
Organizational citizenship is predicted by:
conscientiousness
agreeableness
counterproductive work behavior is predicted by:
negative association conscientiousness
negative association agreeableness
The dark triad
narcissism
psychopathy
machiavellanism
congruent values
2 or more entities hold similar values
conscientiousness
people who are organized, dependable, goal-focused and thorough
agreeableness
people who are trusting, helpful, considerate and tolerant
neuroticism
people who are anxious, insecure, conscious or depressed
Openness to experience
people who are imaginative, creative, unconventional and curious
extraversion
people who are outgoing, assertive, talkative and sociable
How does personality mainly affect behavior?
through motivation
what are the best predictors to job performance?
Conscientiousness and extraversion
Issues in applying the big five:
- Higher is not always better
- Specific traits might be better predictive factors than the whole category
- personality is not static
- it does not capture all of personality
machiavellianism
people who strive to achieve their own goals at the expense of others. (Just do not care about others feelings)
Narcissism
people with obsessive belief of their own superiority. attention-seeking, great envy and can exploit others
Psychopathy
people who dominate and manipulate others without empathy or remorse. Also thrill seeking risk takers
organizational politics
use of influence tactics for personal gain at the perceived expense of others or the organization
counterproductive work behavior
voluntary behaviors that have the potential to directly or indirectly harm the organization
Criticism MBTI
- should not be used for selection and promotion decisions
- Uses binary scoring (people are more middle)
- poor predictive validity
- test stability below par
values
relatively stable evaluative beliefs that guide a persons preferences for outcomes in a variety of situations
Main difference traits and values
Values are normative: they tell us what we should do
Traits are descriptive: they tell us what we naturally tend to do.
traits cannot oppose each other, values can
values are more influenced by socialization, traits more by hereditary
Schwartz’s values circumplex 4 quadrants and the categories:
Openness to change:
- self-direction
- stimulation
- hedonism*
Self enhancement:
- hedonism*
- achievement
- power
Conservation:
- conformity
- tradition
- security
Self transcendence:
- universalism
- benevolence
Openness to change (sw)
- self-direction
- stimulation
- hedonism
self-enhancement (sw)
- hedonism
- achievement
- power
Conservation (sw)
- conformity
- tradition
- security
self-transendence
- universalism
- benevolence
3 ways values influence behavior:
- Values influence attractiveness of choices
- Values frame our perception of reality
- Values help regulate the consistency of behavior
Why values are inconsistent with behavior sometimes:
- The situation can influence
- strong countermotivational forces
- we are not thinking actively of our values most of the time
Is value congruence good for a company?
To a certain extent it is necessary but too much is bad.
ethics
moral principles or societal norms that determine whether actions are right or wrong and outcomes are good or bad
The 4 ethical principles:
- Utilitarianism
- Individual rights
- Distributive justice
- Ethic of care
utilitarianism
The principle that the only moral obligation is to seek the greatest good for the greatest number of people
individual rights
The principle that everyone has the same set of natural rights
distributive justice
The principle that says that appropriate decision criteria rules should be applied to calculate how various benefits and burdens are distributed
ethic of care
The principle that says that everyone has the moral obligation to help others within their relational sphere to grow and self-actualize
3 factors that influence ethical conduct in the workplace:
- moral intensity
- moral sensitivity
- situational factors
moral intensity
the degree to which an issue demands the application of ethical principles
moral sensitivity
a characteristic of the person, their ability to detect a moral dilemma and estimate its relative importance
Under which conditions do employees develop and maintain higher moral sensitivity?
- expertise and knowledge of prescriptive norms and rules
- previous experience with moral dilemmas
- ability to empathize with those affected by the decision
- a strong self view of being a morally sensitive person
- A higher degree of situational mindfulness
situational factors
can influence a person to do something other than their morals or that goes against their morals
individualism
the extent to which we value independence and personal uniqueness
(not the opposite to collectivism) (cross-cultural)
collectivism
the extent to which we value our duty to groups to which we belong and to the groups harmony (cross-cultural)
power distance
the degree to which people in a culture accept unequal distribution of power in a society (cross-cultural)
uncertainty avoidance
the degree to which people in a culture tolerate ambiguity (cross-cultural)
achievement-nurturing orientation
the degree to which people in a culture emphasize competitive versus cooperative relations with other people (cross-cultural)
criticism cross-cultural knowledge:
- based on small samples
- outdated, cultures have shifted
- assumption that each country only has one culture
When is moral intensity higher?
- when a decision has substantially good or bad consequences
- High agreement about the outcomes
- High probability that good-bad outcomes will occur from the decision
- many people will be affected by the decision
