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WGU-Organizational Behavior C715 > Chapter 5 - Personality and Values > Flashcards

Chapter 5 - Personality and Values Flashcards

1
Q

Personality

A

The sum of ways in which an individual reacts to and interacts with others.

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2
Q

Heredity

A

Factors determined at conception. One’s biological, physiological, and inherent psychological makeup. Heredity is just as important as environment.

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3
Q

Myers-Briggs Type Indicator

A

The most widely used personality assessment in the world. Includes scales of introversion/extroversion, sensing/intuition, thinking/feeling, and judging/perceiving.

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4
Q

The Big Five Personality Model

A

A personality typing instrument that includes extraversion, agreeableness, conscientiousness, emotional stability, openness to experience.

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5
Q

Machiavellianism (MACH)

A

The degree to which an individual is pragmatic (sensible & realistic), maintains emotional distance, and believes the end justifies the means.

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6
Q

Narcissism

A

The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement.

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7
Q

Self-Monitoring

A

A personality trait that measures an individual’s ability to adjust his or her behavior to external situational factors.

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8
Q

Proactive Personality

A

A person that identifies opportunities, shows initiative, take action, and persevere until meaningful change occurs.

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9
Q

Values

A

Basic 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.

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10
Q

Terminal Values

A

Desirable end-state of existence; the goals a person would like to achieve in his or her lifetime.

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11
Q

Instrumental Values

A

Preferable modes of behavior or a means of achieving one’s terminal values.

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12
Q

Power Distance

A

A national cultural attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally.

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13
Q

Myers-Briggs Type Indicator (MBTI):

Sensing vs Intuitive

A

Sensing types are practical and prefer routine and order. They focus on details. Intuitive rely on unconscious processes and look at the “big picture”.

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14
Q

Myers-Briggs Type Indicator (MBTI):

Thinking vs Feeling

A

Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions.

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15
Q

Myers-Briggs Type Indicator (MBTI):

Judging vs Perceiving

A

Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous.

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16
Q

Environmental Characteristics

A

Factors seems to be less determinant in personality traits but has a factor in the traits.

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17
Q

Most common means of measuring personality.

A

Self-reported surveys

18
Q

The Big Five Model:

Extraversion:

A

coinable, gregarious, and assertive. (Higher performance and enhanced leadership roles)

19
Q

The Big Five Model:

Agreeableness:

A

good nature, cooperative, and trusting. (lower levels of deviant behavior, more compliant and conforming)

20
Q

The Big Five Model:

Conscientiousness:

A

responsible, dependable, persistent, and organized. (Highest job performance and work success)

21
Q

The Big Five Model:

Emotional stability:

A

calm, self-confident, secure and positive. (Highest job satisfaction)

22
Q

The Big Five Model:

Openness to experience:

A

imagination sensitivity, and curiosity. (Training performance, more adaptable to change)

23
Q

Core Self-Evaluation:

A

Bottom-line conclusions individuals have about their capabilities, competence, and worth as a person.

24
Q

Personality Traits

A

Characteristics that describe an individual’s behavior in a large number of situations

25
Q

Extraversion

A

A personality describing someone who is sociable and assertive (confident and forceful )

26
Q

Agreeableness

A

A personality that describes someone who is good natured, cooperative, and trusting.

27
Q

Conscientiousness

A

A personality that describes someone who is responsible, dependable, persistent, and organized.

28
Q

Emotional Stability

A

A personality that characterizes someone as calm, self-confident, and insecure.

29
Q

Openness to Experience

A

A personality that characterizes someone in terms of imagination, sensitivity, and curiosity.

30
Q

Value System

A

A hierarchy based on a ranking of an individual’s values in terms of their intensity.

31
Q

Personality Job-Fit Theory

A

A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

32
Q

Power Distance

A

Where society accepts that power in institutions and organizations is distributed unequally.

33
Q

Individualism

A

Where one prefers to act as an individual rather than a members of group.

34
Q

Collectivism

A

A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

35
Q

Masculinity

A

Where culture favors traditional masculine work roles of achievement, power, and control.

36
Q

Femininity

A

Indicates little differentiation between male and female roles; where women are treated as the equals of men in all aspects of the society.

37
Q

Uncertainty Avoidance

A

A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

38
Q

Long-term Orientation

A

A national culture attribute that emphasizes the future, thrift, and persistence.

39
Q

Short-term Orientation

A

A national culture attribute that emphasizes the past and present, respect for tradition, and fulfillment of social obligations. people value the here and now; they accept change more readily and don’t see commitments as impediments to change.

40
Q

John Holland’s Six Personality Types

A
  1. Realistic - Prefer physical labor
  2. Investigative - Prefer analytical labor
  3. Social - Prefer people interactive jobs
  4. Conventional - Prefer regulated jobs (banking)
  5. Enterprising - Prefer engaging/sales jobs
  6. Artistic - Prefer artistic jobs
41
Q

Hofstede’s Five Value Dimensions

A
  1. Power Distance - Power distribution unequal
  2. Individualism vs Collectivism
  3. Masculinity vs Femininity
  4. Uncertainty Avoidance -Structured vs Unstructured
  5. Long term vs Short term orientation
42
Q

Hofstede’s Country Scores

A
  1. Power Distance - Highest in Malaysia
  2. Individualism - U.S., Collectivism - Guatemala
  3. Masculinity - Japan, Femininity - Sweden
  4. Uncertainty Avoid. - Greece high, Singapore low
  5. Long term - Hong Kong, Short term - Pakistan

WGU-Organizational Behavior C715 (2 decks)

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