Chapter 5: Personality + Values Flashcards
Personality and Values
What is personality?
The sum of ways in which an individual reacts to and interacts with others.
What is self-enhancement?
A tendency to view oneself positively, and to take credit for success.
Do people in individualistic or collectivist countries trend towards self-enhancement?
People in individualistic countries.
What type of countries values humility? (Individualistic or collectivist)
Collectivistic countries.
What is self-diminishment? (Underrating)
The act of making oneself seem less important or capable than they are.
If someone were to self-diminsh, in what type country/countries could that harm that person’s career?
Both types of countries.
Describe an observer-ratings survey.
A coworker or another observer does the ratings.
What does an observer-ratings survey provide?
An independent assessment of personality.
Which type of surveys has research suggested is more successful at predicting job success?
Observer-ratings survey.
Which is the best?: Observer-ratings survey, self-ratings survey, or a combonation of both.
A combination of both tells us something unique about a person’s behavior.
Is personality more shaped by enviornment or heredity?
Heredity.
What is heredity?
Factors determined at conception; ones biological, physiological, and inherent psychological makeup.
What are personality traits?
Enduring characteristics that describe an individual’s behavior.
What are the most widely used and best known personality frameworks?
The Myers-Briggs Type Indicator (MBTI) and the Big 5 Personality Model.
What is Myers-Briggs Type Indicator?
A personality test that taps four characteristics and classifies people into one on 16 personality types.
What is the difference between introverted (I) and extraverted (E)?
Introverts are more comfortable living in their ‘inner world’. They are fine being alone and prefer limited social interaction. Typically more quiet and reserved.
Extraverts are more comfortable living in the ‘outer world’. They prefer social interaction. They are typically more assertive, outgoing, and sociable.
What is the difference between sensing (S) and intuitive (N)?
Sensing types are practical and prefer routine and order, they focus on details.
Intuitive types rely on unconscious processes and look at the big picture.
What is the difference between thinking (T) and feeling (F)?
Thinking types use reason + logic to handle problems.
Feeling types rely on their personal values and emotions.
What is the difference between judging (J) and perceiving (P)?
Judging types want control and prefer order and structure.
Perceiving types are flexible + spontaneous.
Why shouldn’t employees use the MBTI?
You can get inconsistent assignments, the people taking it should use interpretation to properly answer them, and they are not work related.
What is the Big 5 Model?
A personality model that describes 5 basic dimensions of personality: Consciousness, Openness to experience, Agreeableness, Extraversion, and Emotional Stability.
What is conscientiousness?
A personality dimension that describes someone who is responsible, dependable, persistent, and organized.
What is emotional stability?
A personality dimension that chatacterizes someone as calm, self-confident, and secure (positive) versus nervous, depressed, and insecure (negative).
What is openness to experience?
A personality dimension that characterizes someone in terms of imagination, sensitivity, and curiousity.
What is agreeableness?
A persopnality dimension that describes someone who is good natured, cooperative, and trusting.
What is the best predictor of job preformance on the Big Five Personality Test?
Conscientiousness
Of the Big Five traits , what is most strongly related to life satisfaction, job satisfaction, and reduced burnout + intentions to quit?
Emotional stability
What are organizational citizenship behaviors (OCBs)
Voluntary actions that employees take to help their organization and coworkers.
What are counterproductive work behaviors (CWBs)?
Any intentional actions by an employee that harm an organization or its members, going against company goals and values.
Are conscientious people more likely to engage in OCBs or CWBs?
OCBs
How can being too conscientious be a bad thing?
You can be too deliberate and perfectionistic as well as less creative.
What type of people can adapt to unexpected or changing demands in the workplace?
People with high emotional stability?
Who tends to experience work-family conflict that can affect work outcome?
Neurotic individuals.
What type of people are more likely to engage in CWBs, less likely to engage in OCBs, and less likely to be motivated at work?
Neurotic individuals.
What type of person is better in jobs with significant interpersonal interaction?
Extroverts.
Who is more likely to experience less job burnouts and enjoy their job?
Extrovert.
What are the downsides to being extroverted?
Extroverts can seem self aggrandizing, egotistic, or too dominating. Their social behavior can be disadvantages for jobs without frequent social-interaction.
What kind of people tend to be the most creative and innovative compared to other traits?
Open people.
What do open people tend to show in the workplace?
They tend to be effective leaders and more comfortable with ambiguity. They cope better with organizational change and they are adaptable.
Are open people more susceptible to decline and performance over a longer period of time?
No.
Are open people likely to experience work-family conflict?
No.
What is work-family conflict?
Situation where a person experiences incompatible demands between their work role and family responsibilities, causing stress and difficulty filling both rules effectively.
What type of person performs well in interpersonally oriented jobs?
An agreeable person.
Are agreeable people more susceptible to work-family conflict, and turnover?
No to both.
Do agreeable people contribute to organizational performance through OCBs?
Yes.
What’s our people low in conscientiousness and/or are disagreeable likely to engage in?
CWBs.
Is agreeableness associated with high levels of career success? Why?
No, these people tend to consider themselves as less marketable, so they are less willing to assert themselves.
What is the dark triad?
A constellation of negative personality traits, consisting of Machiavellianism, narcissism, and psychopathy.
What happens when someone has high levels of the dark triad?
People can derail their careers and personal lives.
What is Machiavellianism (Machs)?
The degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.
Describe “high machs”.
People who manipulate more, are less persuaded by others, and persuade others better. They are more likely to act aggressively engage in. CWBs.
How do you “high machs” differ from short-term to long-term success?
They tend to be successful in the short term, but not in the long term; this is because they tend to be disliked.
What is Corporate Social Responsibility (CSR)?
Her first to accompanies practice of integrating, social and environmental concerns into its business operations, going beyond maximizing, profits, by considering the impacton stakeholders, community, and the environment.
Are you”high Machs” more or less positively affected by the knowledge that an organization has high-level of CSR?
Less positively affected.
(Suggests that they care less about sustainability issues).
How well do the machs ethical leadership behaviors translates to followers?
Not well. People see-through the behaviors and realize that it is surface acting.
What is narcissism?
The tendency to be arrogant, have a grandiose sense of self importance, require excessive administration, and possess a sense of entitlement.
Does narcissism increase OCBs or CWBs?
CWBs.
Are narcissists good leaders?
They are often chosen for leadership rules and can make decisions on a topic others cannot.
What is psychopathy?
The tendency for a lack of concern for others, and a lack of guilt or remorse when actions cause harm.
What are core self – evaluations (CSEs)?
Bottom – line conclusions, people have about their capabilities, competence, and worth as a person.
How do people who have positive core self-evaluations generally see themselves?
They generally like themselves and see themselves as effective and in control of their environments.
How do people who have negative core self-evaluations generally see themselves?
They generally tend to dislike themselves, capabilities, and view themselves as powerless over their environment.
How do CSEs relate to job satisfaction?
People who are positive on this traits, tend to see more challenge in their jobs and attain more complex jobs.
How are people with positive core self-evaluations able to perform better?
They set more ambitious goals, and try harder/longer to attempt to achieve them. They tend to be well liked and provide better customer service.
Why do people with positive core self-evaluations, thrive, and organizations with high corporate social responsibility?
When people with positive CSEs feel like their work is meaningful, they thrive.
What is self – monitoring?
A personality trait that measures an individuals ability to adjust his or her behavior to external, situational factors.
What is the difference between a high and a low self monitor?
A high self monitor is able to adapt their behavior according to the setting they are in.
A low self monitor act the same everywhere.
Despite not being as committed to their jobs, why are high self monitored people promoted more?
They can “read the room” and conform to their environments. They also tend to receive higher performance ratings.
What is a proactive personality?
People who identify opportunities, show, initiative, take action, and persevere until meaningful change occurs.
Why do proactive personalities tend to achieve jobs success?
They tend to have higher levels of job performance and do not need much oversight. They tend to be satisfied with their jobs, committed to their organizations, and generally engage in more networking.
What two traits are predictive of networking intensity, general job, search, intensity, interview, callbacks, and job offers amongst the unemployed?
Extroversion and conscientiousness.
What is situation strength theory?
A theory indicating the way, personality traits into behavior, depend on the strength of the situation.
What is clarity?
The degree to which cues about the job duties and responsibilities are available.
(a janitor job has more clarity than a nanny job)
What is consistency?
The extent to which cues regarding work duties and responsibilities are compatible with another.
(An acute-care nurse has more consistency than a manager)
What are constraints?
The extent to which peoples freedoms to decide or act is limited by forces outside of their control.
(A bank examiner has more constraints than a forest ranger)
What are consequences?
The degree to which decisions and actions have important implications for the organization or its members, clients, suppliers, and so on.
(Surgeons have higher consequences than teachers)
What is trait activation theory (TAT)?
Hey Siri, that’s predicts that some situations, events, or interventions “activate” a trait more than others.
What are values?
The degree of importance of something or action, with the aim of determining which actions are best to do or what way is best to live, or to describe the significance of different actions .
What is a value system?
A hierarchy based on a ranking of an individuals values in terms of their intensity.
What are terminal values?
Desirable end – states of existence; the goals a person would like to achieve during their lifetime.
(Prosperity and economic success, freedom, health, and well-being, world, peace, and meaning in life)
What are instrumental values?
Preferable, modes of behavior or means of achieving once terminal values.
(Autonomy and self reliance, personal discipline, kindness, and goal orientation)
What is personality – job theory?
A theory that indicates six personality types and proposes that’s the fit between personality type and occupational environment determines satisfaction and turnover.
What are the personalities of the personality-job theory??
- Realistic
- Investigative
- Social
- Conventional
- Enterprising
- Artistic
What is person – organization fit?
A theory that people are attracted to and selected by organizations that match their values and leave when there is no compatibility.
Are values mostly inherited like personality?
No, values are learned. They are passed down through generations and vary by cultures.
What is power distance?
A national culture attribute that describes the extent to which a society accepts that power in institutions/organizations is distributed unequally.
What is individualism?
A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups.
What is collectivism?
A national culture attribute that describes a tight social framework in which people expect others in groups to which they are a part of to look after them and protect them.
What is masculinity?
A national culture attribute that describes the extent to which the culture favors traditional, masculine work, rules of achievements, power, and control.
Societal values are characterized by assertiveness and materialism.
What is femininity?
A national culture attributes that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals, of men and all aspects of society.
What is uncertainty avoidance?
A national culture attribute that describes the extent to which a society feels threatened by uncertain and in ambiguous situations and tries to avoid them.
What is long – term orientation?
A national culture attribute that emphasizes the future, thrift, and persistence.
What is short-term orientation?
A national culture attribute that emphasizes the present and accepts change.
What is GLOBE?
An ongoing research program that investigates leadership and national culture.
(Cross – culture research)
What is humane orientation?
The degree to which society rewards individuals for being altruistic, generous, and kind to others.
What is performance orientation?
The degree to which a society encourages and rewards group members for performance improvements and excellence.
