W6 Flashcards
What is locus of control?
It refers to the individual perception of the underlying causes of the events in one’s life. To what extent they believe the outcomes they experience are under their control.
Internal locus of control?
Individuals with an internal locus of control tend to believe that their actions directly influence their destiny. They attribute success and/or failure to their own efforts and abilities
External locus of control
individuals with an external locus of control believe that external forces, such as luck, fate, or powerful others, determine the outcomes in their lives. They see themselves as having limited control over events and may attribute successes or failures to external factors beyond their influence.
What is the dark triad?
It refers to a set of personality traits: Machiavellianism, narcissism and psychopathy. These traits are characterized by self centrism, lack of empathy and manipulative tendencies.
What can you tell me about machiavellianism, what is it part of? What is its effect on the workplace?
Part of the dark triad, machiavellianism are those individuals tending to be manipulative and exploitive. They center on their interests.
It can be an advantage for negotiation, persuasion or influence, but not for teamwork and trust. “End justifies the means”
What can you tell me about narcissism, what is it part of? What is its effect on the workplace?
This individuals have an inflated sense of self-importance, a constant need of admiration and a lack of empathy. Focus on recognition and success. Although they might seem very assertive and self confident they can struggle
With constructive feedback, teamwork, and maintaining positive relationships which limits their long term success.
What can you tell me about psychopathy, what is it part of? What is its effect on the workplace?
Part of the dark triad.
Individuals tend to act impulsively, manipulatively and have a disregard for rules and social norms.
It may lead to conflict, unethical conduct and erosion of trust. Can affect the overall organizational functioning.
What is the difference between pre-hired and post-hired experience? Are they predictors of job performance?
Pre-hire experience: the amount of experience candidates have when applying to a new job. No association with performance.
Post-hire experience: how long the person stayed in the job. The longer the better the performance
What is general intelligence and its relationship with the positive manifold?
Often referred to as the “g factor” suggests the existence of a common underlying cognitive ability that gives a consistency on different cognitive abilities and performance (positive manifold: people that cognitively perform well on one task tend to also do it on another one). Cognitive abilities are not isolated (positive manifold) they rely on the influence of a common factor (general intelligence)
What is the most widely accepted model of intelligence?
CHC aims to explain the structure of cognitive abilities and intelligence, acknowledging that there are different types but that they are interrelated by the presence of the g factor (general intelligence)
Describe level 1 of the CHC model of intelligence
- The g factor (general intelligence) is considered to be the foundation of cognitive abilities and influences the performance in various cognitive tasks.
Describe level 2 of CHC model of intelligence.
- Covers “broad stratum abilities” which are broad but more specific than g factor
Abilities:
- Fluid intelligence: reflects the capacity to solve novel problems, think abstractly and reason logically without relying much on prior knowledge. More common in youth. (Best predictor of general intelligence)
- Crystallized intelligence: represents the application of learnt information and experiences. It tends to increase with age
Describe level 3 of CHC model of intelligence.
- This is the narrowest level and consists on specific cognitive abilities or narrow stratum abilities.
Why do we use intelligence tests in organizations? (4)
- Reliability of tests: allows to have objective assessments on individuals intellectual capacity
- To test the problem solving capacity and agility to learn which are crucial abilities in the workplace.
- Predictive power on job performance: the relationship between IQ and job results is linear
- Relationship with job complexity: the power on job performance is even stronger when tasks are cognitively demanded. Otherwise, personality traits might have more weight.
