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Leadership > Lecture 4 - Part 1 > Flashcards

Lecture 4 - Part 1 Flashcards

1
Q

Why is personality important?

A

Because personality uniquely correlates with specific behavioural repertoires and routines
Personality relates to job performance and career success

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2
Q

What value does a personality assessment add?

A

The assessment has a predictive value and hence can predict behaviour and performance in various settings
Assessments are used a selection tools

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3
Q

Personality types (4)

A

Sanguine
Phlegmatic
Melancholic
Choleric

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4
Q

Sanguine behaviour (3)

A

Confident
Cheerful
Optimistic

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5
Q

Phlegmatic behaviour (2)

A

Apathetic

Sluggish

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6
Q

Melancholic behaviour (3)

A

Depressed
Sad
Fearful

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7
Q

Choleric behaviour (3)

A

Aggressive
Excitable
Irritable

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8
Q

Definition of personality

A

The unique and stable pattern of behaviour, thoughts and emotions shown by individuals

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9
Q

Personality characteristics are assumed to be… (2)

A
  • Stable over time

- Distinctive (different from others)

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10
Q

Type A personality shows high levels of…; (4)

A
  • Competitiveness
  • Irritability
  • Time urgency (always in a hurry)
  • More likely to suffer from stress-related illness
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11
Q

Type B personality shows high levels of…; (4)

A
  • Relaxation
  • Low focus on achievement
  • Takes time to enjoy leisures
  • Less likely to suffer from stress-related illness
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12
Q

Based on the interactionist perspective, behaviour is [what]?

A

Based on the interactionist perspective, behaviour is a result of a complex interplay between personality and situational factors

“The person-environment fit”

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13
Q

Define ‘objective tests’

A

Questionnaires and inventories designed to measure various aspects of personality

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14
Q

Name the 2 personality assessments

A
  • Objective tests

- Projective tests

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15
Q

Define ‘projective tests’

A

A personality assessment test presenting someone with ambiguous (=dubbelzinnige) stimuli to which someone is required to report what they perceive and how they do so

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16
Q

Name the 4 measures of assessing personality traits

A
  • The big five*
  • Need for achievement*
  • The occupational personality questionnaire*
  • Goal orientation
  • = popular in job assessments
17
Q

Define ‘person-environment fit’

A

The degree to which a persons unique blend of characteristics (personality, skills, etc) suits the requirements of a particular job

18
Q

Define the five factors of the five factor model (5)

A 
OCEAN
Openness to experience
Conscientiousness
Extraversion
Agreeableness
Neuroticism
19
Q

What does the five factor model establish?

A

Five most recurrent personality traits

20
Q

What is the five factor model useful for?

A

It is useful for individual personality assessments and for the clarification of a number of topics that are interesting to personality psychologists

21
Q

Which factors from the five factor model are good qualities in interpersonal situations? (2)

A

Extraversion

Agreeableness

22
Q

Which factors from the five factor model are good predictors for good citizenship? (3)

A

Conscientiousness
Agreeableness
Extraversion

23
Q

Big five (personality traits) criticism; (4)

A
  • Only applicable to germanic cultures
  • Not tested on other cultures
  • No grounded theory, just a solution that became successful
  • Some cultures (incl asians) add ‘Honest-Humility’ to the big five to make the big six personality traits
24
Q

Define the ‘Need for Achievement’ personality trait assessment (3)

A

The need for achievement is the concern with meeting excellence standards, the desire and motivation to be successful and excel in competition

Applicable to workplace behaviour

25
Q

Define the ‘Achievement motivation’ regarding the need for achievement personality trait measure (2)

A

The achievement motivation is the strength of an individuals desire;

  • to excel and succeed in difficult tasks
  • to do better than others
26
Q

For what is the occupational personality questionnaire (OPQ) applicable

A

The OPQ is applicable to the work setting

27
Q

What is the occupational personality questionnaire (OPQ) based on?

A

The big five factor model, but it is modified to be applicable to the work setting

28
Q

What does the occupational personality questionnaire (OPQ) measure?

A

The OPQ measure personality on three levels;

  1. Big five plus a sixth factor (achievement)
  2. A 16 factor solution
  3. A concept model (30 scales)
29
Q

What are the two ‘sixth factor’ types that can be added to the five factor model?

A
  1. The need for achievement

2. Honesty - Humility

30
Q

What does the occupational personality questionnaire (OPQ) predict?

A

OPQ is predictive of job success and is commonly used in job assessments

31
Q

Define ‘Goal orientation’

A

The difference between people in the kind of success they strive for

32
Q

What are the types of goal orientation? (3)

A
  • Learning goal orientation (LGO)
  • Performance goal orientation (PGO)
  • Avoidance goal orientation (AGO)
33
Q

Define learning goal orientation (LGO)

A

The desire to perform well because it satisfies an interest in meeting a challenge and learning new skills

34
Q

Define performance goal orientation (PGO)

A

The desire to perform well to demonstrate one’s competence to others

35
Q

Define avoidance goal orientation (AGO)

A

The desire to achieve success to avoid appearing incompetent and to avoid receiving negative evaluation from other

36
Q

How do people that are high on LGO, PGO or AGO take criticism and managerial intervention?

A

LGO - as constructive feedback
PGO - may take feedback personal
AGO - may take feedback personal

37
Q

People high on LGO have… (3)

A
  • Higher self belief
  • Work carefully on task in eagerness to learn
  • Take (managerial) feedback as constructive aimed at improvement

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