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WOP & SP DTI > Chapter 2 WOP > Flashcards

Chapter 2 WOP Flashcards

1
Q

personality

A

relatively enduring pattern of thoughts, emotions and behaviours that characterize a person, along with the psychological processes behind these characteristics.

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2
Q

personality traits

A

broad concepts, allow us to label and understand individual differences

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3
Q

personality over time trend?

A

personality changes from childhood to adulthood, and stabilizes around 30 yrs.

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4
Q

waarom personality more stable during adulthood

A

because we have a clearer self-concept, with executive functions (monitors and regulates behaviour to make it consistent with our self-concept)

(verandert ook door baan of verhuizen naar andere cultuur)

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5
Q

big 5

A

openness to experience: imaginative, creative
conscientiousness: organized, disciplinced
extraversion
agreeableness: trusting, helpful
neuroticism: anxious, insecure

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6
Q

how does personality affect behaviour and performance

A

through motivation: by influencing your direction and intensity of effort (dus waar wil je moeite insteken? dat komt door je personaliteit en affects dan dus weer je behaviour + performance)

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7
Q

welke personality bij deze tasks:

proficient taks performance

A

Consci
extraversion

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8
Q

welke personality bij deze tasks:
adaptive taks performance

A

extraversion, openness to experience

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9
Q

welke personality bij deze tasks:
proactive task performance

A

extraversion, openness to experience

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10
Q

welke personality bij deze tasks:
organizational citizenship

A

consci
agreeableness

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11
Q

welke personality bij deze tasks:
counterproductive work behaviours (dus welke zijn hier juist goed TEGEN, dat je niet counterproductive bent)

A

consci, agreeableness

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12
Q

issues with the 5 factor model

A
  • higher is not always better, relationship between personality and performance is not linear (moderate extraversion = better performance in sales jobs than high extraversion).
  • specific traits may be better predictors than the big 5
  • personality is not static, verandert.
  • big 5 does not cover all of personality
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13
Q

dark triad

A

socially undesirable characteristics:

  • machiavellianism
  • narcissism
  • psychopathy
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14
Q

machiavellianism

A

deceit, misleading, manipulation, get what they want on the expense of others.

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15
Q

narcissism

A

belief in own superiority, need for attention, initially charming but arrogant.

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16
Q

psychopathy

A

most sinister of the triad.

ruthlessly dominate and manipulate others without empathy.

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17
Q

what is a core characteristic of the dark triad

A

dishonesty

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18
Q

welke proces uit de werkplaats hoort bij de dark triad + dishonesty

A

organizational politics (tactics for personal gain at the expense of others)

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19
Q

counterproductive work behaviours personality traits en wat het is

A

lage agreeableness en conscientiousness, stelen van werk en slowly working to get overtime.

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20
Q

narcissistic CEOs have higher pay

A

oke

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21
Q

what is a predictor of career succes in psychopathy

A

fearless dominance

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22
Q

MBTI wat meet het

A

jungian personality -> preferences regarding perceiving and judging information

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23
Q

perceiving info MBTI

A

sensing (S): information directly from 5 senses
intuition (N): relies on insight and subjective experience to see relationships among variables, based on future possibilities

24
Q

judging info MBTI

A

thinking: rational, cause-effect
feeling: emotional responses and how they affect others

25
Q

perceicing and judging samen MBTI

A

perceiving: open, curious, flexible
judging: organized, schedule focused

26
Q

MBTI limitations

A
  • poor predictor of job performance
  • not for employment selection
  • not predictor for leadership
  • issues with measurement (bbv how a team develops)
27
Q

MBTI benefits

A
  • popular
  • AI: to adapt the behaviour of robots to user preferences
  • neutral approach by showing strenghts and limitations
28
Q

values

A

stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations

29
Q

value system

A

how people arrange values into a hierarchy of preferences

30
Q

differences between values and personality (and one similarity)

A
  • v: evaluative (tell us what to do). p: tell us what we would normally do.
  • v: can conflict between each other. p: minimal conflict.
  • v: mainly by social influence. p: mainly hereditary

but.. both are partly determined via genes.

31
Q

schwartz values circumplex 4 grote delen

A

openness to change
self-transendence
conservation
self-enhancement

32
Q

openness to change

A

stimulation
self direction
hedonism (half)

33
Q

self-transendence

A

universalism
benevolence

34
Q

conservation

A

conformity - tradition
security

35
Q

self-enhancement

A

power
achievement
hedonism (half)

36
Q

openness to change uitleg

A

innovation!

self direction -> creativity, independent thought
hedonism -> pleasure

opposite = conservatism

37
Q

conservation uitleg

A

preserve the status quo

conformity: adherence to social norms
tradition: preservation of gewend
security: safety

38
Q

self-enhancement uitleg

A

self-interest

achievements
power
hedonism (pleasure)

tegenovergestelde: self-trancendence

39
Q

self-transcendence uitleg

A

promote the welfare of others (zelfverloochening)

benevolence -> concern for others
universalism -> welfare of all people and nature

opposite: self-enhancement

40
Q

values and individual behaviour:

A
  • values directly motivate our behaviour by shaping the attractiveness/valence of different choices
  • values frame our perceptions of reality (do we notice something and how do we interpret it?)
  • we try to act consistent with our values and self-concept
41
Q

disconnect between values and emotions

A
  • situation (zie MARS)
  • we dont actively think about our values much of the time
42
Q

effect of value awareness on behaviour experiment

A

groups of students were gived a math test, geld voor elk antwoord dat ze goed hadden.
- groep 1: gelijk inleveren
- groep 2: konden liegen over hun antwoorden door hun eigen antwoorden te checken
- groep 3: konden liegen door zelf te checken, maar hadden de ‘honor system’ waarbij ze hun naam onder een statement moesten tekenen.

groep 2 loog heel veel, maar groep 3 niet.

-> most people apply their values when they are reminded of them

43
Q

values congruence laat zien..

A

hoeveel values van verschillende personen/maatschappijen met elkaar overeenkomen

44
Q

incongruence van values kan soms beter zijn in een organizatie omdat…

A

er dan betere decision making is: meer creativiteit etc. als iedereen gelijke values heeft -> corporate cult

45
Q

4 ethical principles

A
  • utilitarianism
  • individual rights
  • distributive justice
  • ethic of care
46
Q

utilitarianism

A

seek the best for the greatest good of people

  • greatest good kan controversieel zijn (hunger games)
  • many outcomes are unmeasurable
47
Q

individual rights

A

everyone has the same fundamental individual rights

  • some individual rights gaan tegen elkaar in
48
Q

distributive justice

A

amount of effort/burden = amount of benefits

  • what is similar effort? and what factors are relevant?
49
Q

ethic of care

A

the moral obligation to help others in your own circle (dus deze gaat over mensen die dicht bij jou staan, utilitarianism gaat over alle mensen)

50
Q

moral intensity

A

the degree to which an issue demands the application of ethics

51
Q

moral sensitivity

A

hoe goed een persoon een moral dilemma kan detecteren, and estimate its relevant importance

door:
-knowledge
-empathy
-mindfullness
-strong self-view of being a morally sensitive person

52
Q

western vs chinese bosses

A

western: more close relationships
chinese: more hierarchy

53
Q

6 values in workplaces en wat het is

A

individualism - focus on individual goals and growth
collectivism - focus on in-group membership
power distance - reluctant to go against boss, they make decisions
uncertainty avoidance - vaste werktijden, salaris, geen conflict
achievement orientation - focus on outcomes, decisions made based on contributions, low empathy, competition (achievement vs nurturing orientation).

54
Q

criticism cross-cultural knowledge

A
  1. based on small samples -> bv studenten en dan generaliseren naar gehele culturen
  2. gaat er van uit dat elk land maar 1 cultuur heeft, terwijl veel landen veel verschillende culturen hebben
55
Q

deep diversity in the US

A
  • african americans: most individualistic, daarna europeans and hispanics, daarna asians.

WOP & SP DTI (17 decks)

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