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Organisational Behaviour > Lecture 2 > Flashcards

Lecture 2 Flashcards

1
Q

How do individuals differ?

A
  1. Ethnic origin
  2. Physique
  3. Gender
  4. Early family
  5. experiences
  6. Social and cultural
  7. factors
  8. National culture
  9. Motivation
  10. Attitudes
  11. Personality traits and types
  12. Intelligence and abilities
  13. Perception
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2
Q

What is the definition of personality?

A

May be defined as stable characteristics that explain why a person behaves in a particular way.

‘Stable’ because it is a consistent part of an individual’s behaviour.

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3
Q

What could be some of the stable characteristics of personality?

A
  1. Independence
  2. Conscientiousness
  3. Agreeableness
  4. Self-control
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4
Q

What are the two approaches to the study of personality?

A
  1. Nomothetic

2. Idiographic

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5
Q

What are the characteristics of the Nomothetic approach to the study of personality?

A
  1. ‘Scientific’ approach
  2. Identification of traits and characteristics
  3. Uses observation, measurement and testing of these traits
  4. Personality is consistent, largely inherited and resistant to change
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6
Q

What are the characteristics of the Idiographic approach to the study of personality?

A
  1. Holistic approach
  2. Study of the individual in a social context
  3. Attempts to understand the uniqueness of the individual
  4. Personality is importantly shaped by environment and experience
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7
Q

What are the five big personality factors?

A

1, Openness/closed-mindedness - excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness.

  1. Conscientiousness/ heedlessness
  2. Extroversion/introversion-imagination and insight, broad range of interests, adventurous and creative. Vs traditional and may struggle with abstract thinking.
  3. Agreeableness/hostility -trust, kindness, affection and other prosocial behaviours
  4. Neuroticism/stability - sadness, moodiness, and emotional instability
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8
Q

According to Eysenck, what are the majors dimensions of personality?

A

EYSENCK (Nomothetic)
Two major dimensions of personality: assume that small number of traits account for the basic structure of all personalities and that individual differences can be measured along these dimensions.

EXTROVERSION INTROVERSION

EMOTIONAL INSTABILITY EMOTIONAL STABILITY

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9
Q

What are the major types of personality traits according to Cattell?

A

CATTELL (NOMOTHETIC)

  1. Surface traits: clusters of traits which are consistently observable in behaviour; e.g. assertiveness.
  2. Source traits: which can only be inferred, not observed, and appear to underlie the observable behaviour shown in surface traits; e.g. self-discipline.
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10
Q

What are surface traits?

A

Surface traits: clusters of traits which are consistently observable in behaviour; e.g. assertiveness.

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11
Q

What are source traits?

A

Source traits: which can only be inferred, not observed, and appear to underlie the observable behaviour shown in surface traits; e.g. self-discipline.

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12
Q

What are the personality types according to Friedman and Rosenman?

A

Type A and Type B

Type A: Tend to thrive on hard work, but are more vulnerable to stress related heart disease. Aggressive, competitive, impatient.

Type B: Tend to exhibit the opposite characteristics to type A. Easygoing, do not show an overt sense of urgency, enjoy leisure time.

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13
Q

What are the characteristics of Type A personalities according to Friedman and Rosenman?

A

Characteristics of Type A include:

  1. High need for achievement
  2. Extreme competitiveness
  3. Impatience
  4. Aggressiveness
  5. Rapid speaking patterns
  6. Aversion to idleness
  7. Restlessness and urgency about time.
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14
Q

What are the characteristics of Type B personalities according to Friedman and Rosenman?

A

Type B tend to exhibit the opposite characteristics to type A. They are

  1. Easygoing
  2. Patient
  3. Enjoy leisure time
  4. Work at a relaxed pace
  5. Do not show overt sense of urgency
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15
Q

Explain the model of Guildford

A

Developed a model of intelligence in which he explained that every intellectual activity can be described in terms of three different basic dimensions, viz., operations- the act of thinking, contents- the terms in which we think like words, symbols, etc. and products- the ideas we develop.

  1. Content
    What must the individual think about?
    e.g. the meanings of words or numbers
  2. Operation
    What kind of thinking is required?
    e.g. recognition and problem solving
  3. Product
    What outcome or answer is required?
    e.g. classification or reordering of items
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16
Q

Explain Guildford’s three dimensions of intelligence

A
  1. Content
    What must the individual think about?
    e.g. the meanings of words or numbers
  2. Operation
    What kind of thinking is required?
    e.g. recognition and problem solving
  3. Product
    What outcome or answer is required?
    e.g. classification or reordering of items
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17
Q

What is emotional intelligence?

A

Emotional Intelligence is the capacity for recognising our own feelings and those of others, for motivating ourselves and for managing emotions effectively in ourselves and in others.

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18
Q

Examples of emotional intelligence according to Goleman?

A

‘Abilities such as being able to motivate oneself and persist in the face of frustration; to control impulse and delay gratification; to regulate one’s moods and keep distress from swamping the ability to think; to empathise and to hope’. Goleman

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19
Q

Explain the emotional intelligence competence model with a diagram

A

Slide 14

A. SELF AWARENESS

  1. emotional self-awareness
  2. accurate self-assessment
  3. self-confidence

B. SOCIAL AWARENESS

  1. Empathy
  2. Organisational awareness
  3. Service orientation

C. RELATIONSHIP MANAGEMENT

  1. Developing others
  2. Inspirational leadership
  3. Change catalyst
  4. Influence
  5. Conflict management
  6. Teamwork and collaboration

D. SELF-MANAGEMENT

  1. emotional self-control
  2. transparency
  3. adaptability
  4. achievement orientation
  5. initiative
  6. optimism
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20
Q

What are the types of psychological tests?

A
  1. Personality tests

2. Psychometric tests

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21
Q

What do personality tests measure?

A

Enduring characteristics such as personality, beliefs, social competence, values, developmental milestones and interests and to measure motivation or drive.

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22
Q

What do psychometric tests measure?

A

They measure a broader range of characteristics and aptitudes, e.g. tests of ability, aptitude or attainment.

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23
Q

What should psychological tests be?

A
  1. Objective
  2. Standardised
  3. Reliable
  4. Valid
  5. Discriminating (but not discriminatory)
24
Q

What are the advantages of using psychological tests?

A
  1. They can make decisions about people more systematic and precise
  2. They predict future performance and reduce uncertainty
  3. They provide relatively accurate descriptions of people and behaviour
25
Q

What are the problems of using psychological tests?

A
  1. They can be expensive and time consuming
  2. If handled unprofessionally, they can be misused or abused
  3. They can be seen as intrusive by candidates
  4. They may be inappropriate
  5. Practice by candidates can have an effect on their results
26
Q

What is discrimination?

A

Discrimination is to note a difference between things.

27
Q

What are the forms of discrimination?

A
  1. Discriminatory policies and practices
  2. Sexual harassment
  3. Intimidation
  4. Mockery and insults
  5. Exclusion
  6. Incivility
28
Q

Explain what the definition of discriminatory policies and practices is.

A

Actions taken by reps of the organisation that deny equal opportunity to perform or unequal rewards for performance.

29
Q

Give an example of discriminatory policies and practices

A

Older workers may be targeted for layoffs because they are highly paid and have lucrative benefits

30
Q

Explain what the definition of sexual harassment is.

A

Unwanted sexual advances and other verbal or physical conduct of a sexual nature that create a hostile or offensive work environment.

31
Q

Give an example of sexual harassment

A

Salespeople at one company went on company paid visits to strip clubs, brought strippers into the office to celebrate promotions, and fostered pervasive sexual rumours.

32
Q

Explain what the definition of intimidation is.

A

Overt threats or bullying directed at members of specific groups of employees.

33
Q

Give an example of intimidation

A

African American employees at some companies have found nooses hanging over their work stations.

34
Q

Explain what the definition of mockery and insults is.

A

Jokes or negative stereotypes; sometimes the result of jokes taken too far

35
Q

Give an example of mockery and insults.

A

Arab Americans have been asked at work whether the were carrying bombs or were members of terrorist organisations

36
Q

Explain what the definition of exclusion is.

A

Exclusion of certain people from job opportunities, social events, discussions or informal mentoring; can occur unintentionally.

37
Q

Give an example of Exclusion

A

Many women in finance claim they are assigned to marginal job roles or are given light workloads that don’t lead to promotion.

38
Q

Explain what Incivility means

A

Disrespectful treatment. including behaving in an aggressive manner, interrupting the person, or ignoring his or her opinions.

39
Q

Give an example of incivility

A

Female lawyers note that male attorneys frequently cut them off or do not adequately address their comments.

40
Q

Which type of discrimination is the hardest to eliminate?

A

Exclusion and incivility. They are both less easily observed - not always intentional.

41
Q

What are the effects of discrimination on a company?

A
  1. reduced productivity
  2. increased turnover
  3. increased conflict between employees
42
Q

What is the definition of biological characteristics?

A

Biological characteristics are personal characteristics that are objective and easily obtained from personnel records.

Variations in these can be the basis for discrimination

43
Q

Variations in _______ can be the basis for discrimination

A

Biological characteristics

44
Q

What are the biological characteristics?

A
  1. Age
  2. Sex
  3. Race and Ethnicity
  4. Disabilities
  5. Hidden Disabilities
45
Q

Does job performance decline with increasing age?

A

Studies show that turnover and absenteeism rates are lower among older workers, and age is not associated with lower productivity.

46
Q

What are some other characteristics apart from biological, relevant to our study?

A
  1. Tenure - how long on job (depends on job satisfaction)

2. Religion

47
Q

What is the definition of ability?

A

Ability is an individual’s current capacity to perform various tasks in a job.

Two types
Intellectual and Physical

48
Q

What are the two types of ability.

A
  1. Intellectual

2. Physical

49
Q

Definition of intellectual abilities

A

Intellectual abilities are abilities needed to perform mental activities – thinking, reasoning, and problem solving.

50
Q

What is general mental ability?

A

General mental ability is an overall factor of intelligence as suggested by the positive correlations among specific intellectual ability dimensions.

51
Q

Describe How Organizations
Manage Diversity Effectively

DIAGRAM

A

DIAGRAM slide 31
1. Managing diversity effectively begins by attracting, selecting, developing, and retaining employees who can operate and excel in a workplace with diverse individuals, viewpoints, and ideas.

  1. These efforts are then complemented by effectively managing diversity in groups and ensuring that strong diversity programs are in place.
52
Q

How to Attract, select, develop, and retain diverse employees

A
  1. Target recruiting messages to specific demographic groups.
  2. Ensure that hiring is bias free.
  3. Create a positive diversity climate.
53
Q

How to have diversity in groups

A

Most people in groups need a common way of looking at and accomplishing major tasks, and they need to communicate well with each other.

Emphasize higher-level similarities among people.

54
Q

How to have effective diversity programs

A
  1. Teach managers about the legal framework for equal employment opportunity and encourage fair treatment of all people.
  2. Teach managers how a diverse workforce will be more effective at serving a diverse customer base.
  3. Foster personal development practices that bring out the skills and abilities of everyone.
55
Q

What are the implications for managers regarding diversity management?

A
  1. Understand your organization’s anti-discrimination policies thoroughly and share them with your employees.
  2. Assess and challenge your stereotype beliefs to increase your objectivity.
  3. Look beyond readily observable biographical characteristics and consider the individual’s capabilities before making management decisions.
  4. Fully evaluate what accommodations a person with disabilities will need and then fine-tune a job to that person’s abilities.
  5. Seek to understand and respect the unique biographical characteristics of your employees; a fair but individualistic approach yields the best performance.

Organisational Behaviour (9 decks)

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