Chapter 4 Flashcards
Personality
the sum total of ways in which an individual reacts to and interacts with others. Most often described in terms of measurable traits that a person exhibits, such as shy, aggressive, submissive, lazy, ambitious, loyal, and timid
Self-report Surveys
the most common/easiest means of measuring personality with which individuals evaluate themselves on a series of factors. Individual is reporting all the data about themselves.
Observer-rating surveys
an independent person will observe and monitor behavior and record it in the survey. These reports tend to more accurate but difficult to administer and more costly.
Hereditary
factors determined at conception.
Personal Traits
characteristics of an individual’s behavior, including shy, aggressive, submissive, lazy, ambitious, loyal, and timid, is exhibited in a large number of situations.
Myeres-Briggs Type Indicator
: the most widely used personality assessment instrument in the world
Extraverted
outgoing, sociable, and assertive
Introverted
quiet and shy
Sensing
practical and prefer routine and order. Focus on detail.
Intuitive
rely on unconscious processes and look at the “big picture”
Thinking
use reason and logic to handle problems
Feeling
rely on their personal values and emotions.
Judging
want control and prefer their world to be ordered and structured
Perceiving
flexible and spontaneous
Problem with Briggs
it forces a person into either one type or another. There is no in-between, though people can be both.
Extraversion
Captures our comfort level with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts ten to be reserved, timid, and quiet.
Agreeableness
Refers to an individual’s propensity to defer to others. Highly agreeable people are cooperative, warn, and trusting. People who score low on agreeableness are cold, disagreeable, and antagonistic.
Conscientiousness
A measure of reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized and unreliable
Emotional Stability
Often labeled by its converse, neuroticism, taps a person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure
Openness to experience
Addresses range of interests and fascination with novelty. Extremely open people are creative, curious, and artistically sensitive. Those at the other end are conventional and find comfort in the familiar.
Core Self-Evaluation
the degree to which people like/dislike themselves (relate to job satisfaction).
Machiavellianism
describes a person who tends to be emotionally distant and believes that the ends justify the means. They tend to have a competitive drive and a need to win. They can be very persuasive in situations where they are direct interaction with minimal rules and people are distracted by emotions.
Narcissism
describes a person who has a grandiose sense of self-importance, requires excessive admiration, has a sense of entitlement, and is arrogant
Self-Monitoring
refers to an individual’s ability to adjust his or her behavior to external, situational factors.
Type A personality
Aggressively involved in a chronic, incessant struggle to achieve more and more in les and less time, and, if required to do so, against the opposing efforts of other things or other persons. Competitive, urgent, and driven.
Proactive Personality
identify opportunities, show initiative, take action, and persevere until meaningful change occurs, compared to others who passively react to situation.
Values
represent basic, enduring convictions that “a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.”
Terminal Values
refers to desirable end-states. These are the goals a person would like to achieve during his life.
Instrumental Values
refers to preferable modes of behavior, or means of achieving the terminal values.
Personality-Job Fit Theory
the effort to match job requirements with personality characteristics (John Hollands).
Person-Organization Fit
It is more important that employees’ personalities fit with the organizational culture than with the characteristics of any specific job. The fit predicts job satisfaction, organizational commitment and turnover.
