Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

OB > Personallity > Flashcards

Personallity Flashcards

1
Q

Personalities

A

Sum of interactions with environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What is the best way one can observe personality

A

By combining self and observations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Does the ‘big 5 personality model’ work best in small groups?

A

No it works worse in small remote groups

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

name the 5 personalities

A

Conscientiousness - indicates succes and satisfaction
Emotional stability - indicates succes
Extraversion - Predicts leaders
Openness to experience - effective leaders
Agreebleness - succes but lower pay, satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

OCB

A

Organizational citizenship behaviour

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

CSE

A

Core self evaluation

leads to satisfaction and preformance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Self monitoring

A

adjust behavior to external factors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Proactive

A

leads to high preformance and abandon job searches sooner

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Situation strenght theory

A

Strenght of situation predicts if someone will show behaviour or not
Strong: shows what right behaviour should be

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Trait activation theory (TAT)

A

Situations can force someone to show behavior

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Value

A

Believe about what is right or wrong

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Does job fit work in collective countries?

A

No not as well

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Hofstedes framework

A

Discribes the differences between cultures

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Attitude is?

A

Evaluation statement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Three parts of attitude

A 
Cognative = think/evaluate
Affect = feeling
Behaviour  = acting
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What is cognative dissonance

A

Difference between two attitudes/behaviours

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

How does cognative dissonance work?

A

People will try to reduce it, a big rewards might allow for it

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

What leads to high engagement?

A

Feeling appreciated or a good manager

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Emotional intelegence leads to

A

Involvement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Does pay predict satisfection?

A

Only if it’s enough, afterwards it doesnt matter (no)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

CSE (core self evaluation) leads to

A

Higher performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Does satisfaction lead to OCB, what is OCB?

A

Yes it does, organizational citizen behaviour

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

What will follow after dissatisfaction?

A

Exit, Voice, loyality (people believe the problem will solve itself), or neglect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

What is CWB

A

Counterproductive work behavior, they do this to even the score

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

What is the impact of bad job market on low satisfaction -> afwezigheid

A

This moderates the effect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Job embededness is?

A

The amount you see yourself as important for the job, this reduced intent to leave

27
Q

What is motivation?

A

Intensity of wanting to achieve a goal

28
Q

hierarchy of needs (Maslow)

A 
Physiological
security
Belonging
Esteem
Self actualization
29
Q

What is two factor theory?

A

Satisfied/not satisfied dissatisfied/not dissatisfied

30
Q

Explain McClelland theory of needs

A
  • Need for achievement, care only for responibility, feedback and mid risk
  • Need for power > leaders
  • Need for affiliation > leaders
31
Q

Self determinant Theory

A

Intrinsic motivation is more important that extrinsic, Volunteer work over paid

32
Q

Cognitive Evaluation Theory

A

Same as self determinant theory

33
Q

Self Concordance theory

A

People persue goals

34
Q

Goal setting theory:

A

goals with feedback lead to higher performance

harder goals better performance, own feedback is beter than outside feedback

35
Q

What is goal commitment?

A

People who make their goals public benefit from this in motivation

36
Q

Task character

A

Simple goals are beter than complex goals

37
Q

National character of goal setting theory

A

In collective countries people like easy goals more than hard

38
Q

What is promotion focus?

A

Strive to achieve

39
Q

What is prevention focus?

A

People strive not to fail

40
Q

What is MBO?

A

Management of objectives, managers should set goals

41
Q

What is self Efficacy theory?

A

People who believe they can achieve will perform beter

42
Q

How does one increase self efficacy

A
  • Enactive mastery: experience
  • Vicarious modeling : seeing others do the task at hand
  • Verbal pronunciation
  • Arousal: but this might lead to hurry
43
Q

Pygmalion effect:

A

Management tends to spend more time on someone who they believe will be succesfull and therefor make him/her succesfull

44
Q

Reinforcement theory:

A

Behavior is a function of consequence

45
Q

Behaviourism

A

Behavior follows stimuli

46
Q

Social learning theory:

A

We learn by others and own experience

47
Q

Equity theory:

A

People tend to compare their inputs/outputs with others and adjust

48
Q

What does organizational justice consist of?

A
  • distributative justice: how is pay dist.? it’s beter to pay the best more
  • Procedural justice: process should be fair
  • Informational justice: are decisions shared with personel?
  • interpersonal: treated with respect

Overal this has a high impact on performance and satis fection

49
Q

Exlectancy theory:

A

Effort performance, performance reward, rewards personal goal. this is how people but in more effort if they think they will be rewarded

50
Q

Job engagement

A

Effort one puts in to create performance, mostly based on beliefs of meaning

51
Q

Job charactearistic model

A
  • skill variety
  • task identity
  • task significant
  • autonomy
  • feedback
52
Q

JCM (job char. model) leads to

A

motivation> job satisfection

53
Q

Internet

A

Lowers satisfection

54
Q

Increase motivation by:

A
  • job rotation > reduces boredom, motivation inc.but may reduce production
  • rational job design
  • flextime > increases profit if called worklifebalans
  • job sharing
  • telecommuting> might feel lonely, out of sight out of mind, more hours worked
55
Q

Employee involvement and participation EIP

A

uses employee’s input to increase motivation

56
Q

Representative participation

A

Small group represents workforce, feels if employees feel actually represented

57
Q

Pay:

A

Important that people feel it’s high enough

58
Q

Piece-rate pay

A

get paid by piece, high motivation and performance

59
Q

Merit based

A

worse in high performance

60
Q

Bonus

A

Highly motivational, but can become normal

61
Q

Profit sharing

A

increases performance

62
Q

Stock sharing

A

Increases satisfaction and performance

63
Q

Internal motivation

A

Best for the longterm

OB (6 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions