Chapter 2,4,5 week 2

Question 1

what is a abaility?

Answer 1

what a person is capable of, your abilities are also your skills, an ability is something you have and hold.

Question 2

What is personality?

Answer 2

a relatively stable set of psychological characteristic like traits, genetics, hardwiring and they way iniduvals reacts with his or her enviroment.

Question 3

what are the 3 abilities

Answer 3

1. cognitive intellegence
2. Emotional intelligence
3. Cultural Intelligence

Question 4

what is cognitive intellegence?

Answer 4

cognitive intelligence can be measured by using a IQ measure, it attempts to learn and process a persons overall capacity to learn situation and can practice it

Question 5

what is emotional intellegience?

Answer 5

it refers to the ability to accurately identify emotions (in self and others) and understand how to manage those emotions, the higher you measure on emotional intellagance the higher you can be a leader, it can be measured by EQ

Question 6

how is emotional intelligence broken down?

Answer 6

1. Self awarness— self confident, accurate self awareness, emotional self awareness
2. self management–optimitictis, transparency,adaptibale
3. social awareness–organizational awarness,empathy
4. Relationship awareness–collabaortive teamwork, building bonds, influence, develop others

Question 7

****what did the emotional intelligence video tell you?

Answer 7

emotional inteelgiance abiullites are more common and higher you go into a organization the more it matters

Question 8

What is Cultural intelligence?

Answer 8

represents a person’s capability to function effectively in situations characterized by cultural diversity it is measured by CQ.

Question 9

what is the difference between surface and deep diversity

Answer 9

how you can see differences— surface diversity
how well you are at treating people differently–deep diversity

Question 10

There are 4 different sub skill for cultural intelligence explain them

Answer 10

1. Strategy– do you have a plan, take tilling classes, plan and understand how the intercultural experiences values work
2. Knowledge– network with them, do implement the plan, actually undertsand the intercultural
3. motivations– genuilty motivated to learn drive
4. behaviour– can you change your behaviour to make sure it is apportiate for the culture you are working in

Question 11

What did the cultural intelligence video teach you?

Answer 11

the higher cultural inteelgiecne you have the more it will determine you success or failure in the workplace

Question 12

What did the HBR for EI say?

Answer 12

it teaches you to ask 3 questions to boost your EI

1. What are the differences between how I see myself and others around me
2. Am I able to set goals and make improvements because of the gap
3. what changes am I able to make to achieve that goal

Question 13

what is the 5 factor Model of Personality

Answer 13

these are 5 personalities that hold up culturally, they do not impact each other.

1. Extraversion
2. emotional stability
3. agreeableness
4. conciseness
5. openess to experience

Question 14

explain extraversion?

Answer 14

extroversion is the ability to socialize with other you can either be extrovert or introvert in a scale, if you are higher on the scale you like tone social with other, likes to talk to others, energetic and out going measuring lower on the scale shy, not talk a lot, not outgoing

Question 15

explain emotional stability? (neurotisism)

Answer 15

it is the degree to emotional control, the higher you are in this scale the more clam you are in sitituiaonsm have stability, you can control emotions, you have stress but don’t let it consumer you the lower you are on this scale the more anxious you are, prone to more stress, quickly saddened

Question 16

explain agreeblness

Answer 16

it is how approachable you are the higher you re in this scale the more helpful you are towards others empathetic, taking it all in and the more lower you are in the scale the more argumentative you are, easily irritated

( the more agreeable you are the more strongly related to organizational commitment)

Question 17

explain consciousness

Answer 17

the degree to how responsible you are and achievement oriented his also predicts high levels of permanence on Jons. the higher you scale most likely dependable, self-desplined, good time management, high work ethic, Low on the scale they act if respnsbiliy is scary, daunting, not highly goal oriented, lazy

Question 18

explain openness

Answer 18

the degree which you think flexibility, the higher you scale the more open,crestivem innovative and curious you are, the lower you scale the more you like rules and regulations, like clear expectations

Question 19

what are other important personality charisteristic

Answer 19

1. locus of control
2. self-monitoring
3. self-esteem
4. positive and negative affectivity
5. pro-active personality
6. self-efficacy
7. core self-evaluation

Question 20

what is locus of control

Answer 20

the believe of weather one’s behaviour is control by external or internal factors

internal factors: personnel actions, self-intiative, what I need to do ,how I am going to get their

external factors: fate, luck,more stress because lack of control

Question 21

explain self montoring

Answer 21

the degree to which people observed and regulated how the appear and behaved

higher part: situational sensing, observing, looking for clues in the room and adducing accordanly to conversation

lower part: don’t want to know, and the don’t know how to clue on rooms

Question 22

explain self-esteem

Answer 22

the idea if bilging in yourself, the more you beileve in yourself the high self-image, and self value you have the lower self the esteem the worst you value yourself only see negative aspects

Question 23

explain self efficacy

Answer 23

a belief to oneself but in respect to performing a specific activity or task

Question 24

explain positive and negative affectivity

Answer 24

how you look at the world

Positive-optimisitc, wake up with more gratitiube,
Negative- pestitimistic, glass half empty,if I think

Question 25

explain pro active personality

Answer 25

do you make positive changes in situations, you don't look at bad things happening you try to fix yourself before hand, desiconmaking experts, look for growth he lower you are, they like life the way it is, don’t fix things, let soemoen ele take the intiative, they start think when there is high success rate - The proative high people walk through life feeling reltively uncontrained by sututional focus

Question 26

what are core values

Answer 26

individual value system 1. there is a tendency for them too look at a certain situation because of their values 2. they are long lasting 3. deal breakers 4. they degree to which they have values 5. understanding their values affects there jobs

Question 27

generational values

Answer 27

baby boomers Gen X Mellenials Gen Z

Question 28

What us Hofeds different culiutrals values

Answer 28

1. power distance--- the extent to which unequal distribution of power is accepted small power distacne is where there will be equlity, easy to reach superiors, no power differences Bog power distance, inequity is acdpoeted, power usage, hard to reach superiors 2. uncertain ability avoidance---the extent to which people are uncomfortable in uncertain and very ambiguous situations Strong UA--this means that rules and regulations are emphaiszied all about conformity, these are the rules and regualtuons and clear cut job description Small UA ---people are not comfortbale to take risk where risk taking is vlaued and feel discomrot if they were boxed in 3. masculinity/feminity masculine culture---one the differiates gender rules and supports the dominanance of men, some jobs might not be able to hire women Feminine culture---vlaues fluid gener roles, anybody, there is no role that beong just to males and anybody can get any jobs 4. individualism/collectivism indivilism--independent initiatives, competition, promotes traditional sales organizations collectivism-- favours and supports, interdependence, a more family vibe, working together 5. long term/short-term relationships long term- having a value system, you see thing in the future and how toy can fix the today, and how it good impact long term short term-- peoples are more concerned with the present, too late to spot mistakes

Question 29

what is work centrality

Answer 29

work centrality is how work is valued, what they be saying and how would they be having do these peoples live to work, their life is all about work, cultural beliefs that you work to love, work alcoholism do these people work to live, cultural values balanced, work does not define them, they have many parts to their life other than work

Question 30

What are atitudes?

Answer 30

A fairly stable evaluative tendency to respond consistently to some specific object, situation, person or category of people Beilf+Value---> atittued---->behaviours

Question 31

what are the determinants of job satisfaction

Answer 31

1. Discrepancy--- the differecne between the job I wanted and the outcome I am getting (cognative duissonance) 2. fairness *Procedural fairness-- do I think the hiring process is fair? is the performance evaluation system fair *Distrubutive fairness-- when people receive the outcome the think they deserve vs how they are actually being dirbuted on may perspective *interational fairness- When people fair they are reviving respecful communications Why are you nicer to bob then me, why do you pay attention to bob and not me 3. Dispostion--- do you think your openers, tallness,locus of control, could impact your satisfaction and dissatisfactions levels, anw yes ! 4. mood and emotions---does your feeling, good swings affect you outside your work that impacts your work 5. work factors--- is the money you are bing payed, career laddering, could something in the situation affect your job

Question 32

What are the consequences of job satisfaction

Answer 32

1. Absenteeism--peoples strait to show up less to work, people are more sick because of stress 2. Turnover --looking to leave for they have to leave 3. Performance-- clock-watchers, punching in and out not staying more than 1 minute, doing the bare minimum, underperforming or even overperforming 4. Ob citizenship-- See people wanting to give back and go above and beyond their job When you see peoplewho want to give back 5. customer satisfaction and profit-- - Impact it has on customer satifiaction and profit, and how they trat their customer and that is going to affect ptofotibility

Question 33

What is organizational commitment?

Answer 33

commitment-- the sis the attitudes that reflect the strength of the linkage between employee and organzations

Question 34

what are the type of linkages

Answer 34

1. affective commitment-- when you highly invalid in the companies vision and values, it is mostly based on identification or involvement 2. continuous commitment--it is based on the cost that would be incurred if I left the company, I would loose too much if I leave, there is a lot of loose if I leave 3. normative commitment--based on commitment or a ideology or a feeling you have with the organization, I am obligated to stay because I bought in those people and they depend on my, loyalty