Individuals Behaviors in Organizations

Question 1

behavior and organizational behavior

Answer 1

behavior - the actions of people
organizational behavior - the study of the actions of people at work

Question 2

goals of organizational behavior

Answer 2

• employee productivity -> a performance measure of both efficiency and effectiveness
• absenteeism -> the failure to show up for work
• turnover -> the voluntary and involuntary permanent withdrawal from an organization
• organizational citizenship behavior (OCB)
• workplace misbehavior

Question 3

what determines organizational behavior

Answer 3

1. personality
2. belief, emotion, and attitude

Question 4

Personality is

Answer 4

the unique combination of emotional thoughts and behavioral patterns that affect how a person reacts to situations and interacts with others/ enduring characteristics that describe an individual’s behavior - The more consistent the characteristic and the more
frequently it occurs in diverse situations, the more
important the trait
Heavily influenced by genes

Question 5

2 dominant frameworks used to describe personality

Answer 5

• MBTI
• Big Five Model

Question 6

issues with MBTI

Answer 6

• dischotomous (one or the other)
• reliabilities
• people can lie

Question 7

concerns on MBTI

Answer 7

• lack of predictive power
• binary categories do not capture the complexity of human personality

Question 8

Big Five

Answer 8

personality trait that includes extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience

Question 9

conscientiousness

Answer 9

responsible, dependable, persistent, and organized

Question 10

extraversion

Answer 10

sociable, gregarious, assertive

Question 11

agreeableness

Answer 11

good-natured, cooperative, trusting

Question 12

openness to experience

Answer 12

curious, imaginative, artistic, sensitive

Question 13

emotional stability (neuroticism)

Answer 13

calm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative)

Question 14

traits have been shown to strongly relate to higher job performance (from most to least)

Answer 14

1. conscientiousness
2. emotional stability
3. agreeableness
4. openness to experience
5. extraversion

Question 15

big 5 personalities changes

Answer 15

• women is higher in everything except for the emotional stability and opensness
• all increase except extraversion

Question 16

why is high conscientious people tend to have higher job performance

Answer 16

• organization and planning
• dependability
• goal oriented
• attention to detail

Question 17

five factor personality and organizational behavior

Answer 17

• conscientiousness and emotional stability
  -> motivational components of personality
  -> strongest personality predictors of performance
• agreeableness
  -> effective in jobs requiring cooperation and helpfulness
• openness to experience
  -> linked to higher creativity and adaptability to change
• extraversion
  -> linked to sales and management performance
  -> related to social interaction and persuasion

Question 18

proactive personality is + (4)

Answer 18

A stable disposition to take personal initiative in a broad
range of activities and situations
- resilience
- core self-evaluation
- growth (learning) mindset
- performance mindset

Question 19

Narcissistic characteristic

Answer 19

• grandiosity -> inflated sense of self importance, arrogance, preoccupation with power and wealth, excessive seeking of admiration
• a sense that they are entitled to have whatever they want
• lack of concern for and devaluation of others - sometimes paranoid

Question 20

Desctructive Narcisssism

Answer 20

• can help manager rise in an organization
• Ability to cover up with outward self-confidence,
  enthusiasm, drive, ability to charm and manipulate
  people, glibness, skill at selling themselves, & street
  smart
• behavior is directed at subordinates not the superiors

Question 21

how to avoid DN managers

Answer 21

• 360 degree feedback
• moving to another position

Question 22

why should management understand personality

Answer 22

• personality assessment and recruiting
• development of organizational culture
• understand what can be changed, what cannot be
• personality - job fit

Question 23

dark core of personality

Answer 23

if you say they are wrong, they will justify it

Question 24

personality - job fit theory

Answer 24

an employee’s job satisfaction and likelihood of turnover depends on the compatibility of the employee’s personality and occupation

key points:
- there are differences in personality
- there are different types of jobs
- job satisfaction and turunover are related to the match between personality and job for an individual

Question 25

emotions, attitudes, and behavior

Answer 25

perceived environment -> beliefs, affect, and behavioral intentions (all 3 attitudes) & emotional episodes becomes behavior

Question 26

beliefs

Answer 26

- everyone has an ideology, and that ideology determines our behavior

Question 27

ideology means

Answer 27

a system of ideals forming the basis of a theory - a set of beliefs characteristic of a social group or individual

Question 28

affect (feeling) is

Answer 28

a broad range of emotions that people experience affect - emotions and moods emotions -> intense feelings that are directed at someone or something moods -> feelings that tend to be less intense than emotions and that lack a contextual stimulus

Question 29

2 ways to think about affect

Answer 29

1. emotional circumplex 2 dimensions - activation (high vs low) - valence (positive vs negative) -> activation determines action tendency (approach vs avoidance) -> valence determines broadening vs narrowing of attention 2. discrete social emotions (guilt, shame, envy, gratitude) - guilt --> helping behaviors - shame --> avoidance - envy --> want to become better - gratitude --> more willing to accept advice

Question 30

Emotional Intelligence (EI)

Answer 30

the ability to notice and to manage emotional cues and information a person's ability to: - be self aware - detect emotion in others - manage emotional cues and information

Question 31

Behavioral intentions

Answer 31

the theory of planned behavior attitude toward the behavior + subjective norm + perceived behavioral control --> intention --> behavior

Question 32

3 components of an attitude

Answer 32

1. cognitive - the opinion belief segment of an attitude (evaluation) 2. affective - the emotional or feeling segment of an attitude (feeling) 3. behavioral - an intention to behave in a certain way toward someone or something (action)

Question 33

job satisfaction

Answer 33

- attitudes (evaluative statements) - job satisfaction (an employee's general attitude toward his or her job) >> tends to be related to performance dimensions

Question 34

job involvement, organizational commitment, perceived organizational support

Answer 34

job involvement - the degree the employee identifies with their job, actively participates in it, consider their job performance to be important to self worth organizational commitment - the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in that organization perceived organizational support - employee's general belief that their organization values their contribution and cares about their well-being

Question 35

employee engagement is

Answer 35

when employees are connected to, satisfied, and enthusiastic about their jobs

Question 36

behavior follow from attitudes

Answer 36

attitudes are used after the fact to make sense out of an action that has already occurred (post-decisional justification)