Leading
Motivating, directing, and otherwise influencing people to work hard to achieve the organization's goals.
Personality
consists of the stable psychological traits and behavioral attributes that give a person his or her identity.
Big Five Personality Dimensions
1. Extroversion
2. Agreeableness
3. Conscientiousness
4. Emotional Stability
5. Openness to experience
1. Extroversion
How outgoing, talkative, sociable, and assertive a person is.
2. Agreeableness
How trusting, good-natured, cooperative, and soft-hearted one is.
3. Conscientiousness
How dependable, responsible, achievement-oriented, and persistent one is.
4. Emotional Stability
How relaxed, secure, and unworried one is.
5. Openness to experience
How intellectual, imaginative, curious, and broad-minded one it
Extroversion
the outgoing personality- success for managers and salespeople
Conscientiousness
the dependable personality- strongest positive correlation with job performance and training performance
Proactive Personality
someone who is more apt to take initiative and persevere to influence the environment
Five Traits Important in Organizations
1. Locus of Control 2. Self-efficacy 3. Self-esteem
4. Self-monitoring 5. Emotional intellegence
1. Locus of Control
I am not the captain of my fate"- indicates how much people believe they can control their fate through their own efforts.
internal locus of control
you believe you control your own destiny
- internals exhibit less anxiety, greater work motivation, and stronger expectations that effort leads to performance. They also obtain higher salaries.
-Employees with internal locus of control will probably resis
external locus of control
you believe external forces control you
-Employees with external locus of control might do better in highly structured jobs requiring greater compliance
2. Self-Efficacy
I can/can't do this task" - belief in one's personal ability to do a task
-low self-efficacy is associated with learned helplessness, the debilitating lack of faith in one's ability to control one's environment
-complex, challenging, and autonomous jobs
3. Self-Esteem
I like/dislike myself" - The extent to which people like or dislike themselves, their overall self-evaluation
High self-esteem- positive, to take more risks, and to choose more unconventional jobs. *Egotistical and Boastful
Low self-esteem- negative thou
4. Self-Monitoring
Im fairly able/unable to adapt my behavior to others" - The extent to which people are able to observe their own behavior and adapt it to external situations
-High self-monitors are criticized for being chameleons, low self-monitors are often criticized
emotional intelligence
is the ability to cope, to emphasize with others, and to be self-motivated
Daniel Goleman
a psychologist who popularized the trait of EI, concluded that EI is composed of four key components: self-awareness, self-management, social awareness, and relationship management.
Self-awareness- the most essential trait, this is the ability to read you
organizational behavior (OB)
which is dedicated to better understanding and management of people at work.
Values
are abstract ideals that guide one's thinking and behavior across all situations
employees are more interested in striking a balance between work and the family life rather than just earning a paycheck.
attitudes
beliefs and feelings that are directed toward specific objects, people, or events. Attitude is defined as a learned predisposition toward a given object.
Three components of attitudes: Affective, Cognitive, and Behavioral
Affective component- "I feel". Feelings or Emotions
Cognitive component- "I believe". Beliefs and Knowledge
Behavioral component- "I intend" How one intends or expects to behave toward a situation.
Leon Festinger
proposed the term cognitive dissonance to describe the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior.
Behavior
their actions and judgements
Job Involvement
defined as the extent to which an individual is immersed in his or her present job.
Three attitudes that interest managers
1. Employee engagement- defined as an individual's involvement, satisfaction, and enthusiasm for work.
2. Job Satisfaction-the extent to which you feel positive or negative about various aspects of your work; work, pay, promotions, co-workers, & supervisi
Important Workplace Behaviors
1. performance and productivity
2. absenteeism and turnover
3. organizational citizenship behaviors- those employee behaviors that are not directly part of employees' job descriptions- that exceed their work-role requirements
4. counterproductive work beh
Absenteeism
when an employee doesn't show up for work
Turnover
when employees leave their jobs
4 steps in Perceptual Process
Perception- the process of interpreting and understanding one's environment
1.Selective Attention
2.Interpretation & Evaluation
3. Storing in Memory
4.Retrieving from memory to make judgements & decisions
Four Distortions in Perceptions
1. Selective Perception- is the tendency to filter out information that is discomforting, that seems irrelevant, or that contradicts one's beliefs
2. Stereotyping- is the tendency to attribute to an individual the characteristics one believes are typical
Self-Fulfilling Prophecy or Pygmalion Effect
describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true.
Stress
the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to hand them effectively. The source is called a stressor.
inverted U shape
between stress and performance
optimal performance
when people are subjected to moderate levels of stress
Stressors
1. Hassles- or simple irritants
2. Crises- sudden occasions of overwhelming terror
Distress
Bad Stress
Eustress
Good Stress
6 sources of stress on the job:
1. demands created by individual differences
2. individual task demands
3. individual role demands
4. group demands
5. organizational demands
6. nonwork demands
Type A Behavior Pattern
meaning they are involved in a chronic, determined struggle to accomplish more in less time
Roles
set behaviors that people expect of occupants of a position
*Role Overload- occurs when others' expectations exceed one's abilities
*Role Conflict- occurs when one feels torn by the different expectations of important people in one's life
*Role Ambiguity-
Burnout
is a state of emotional, mental, and even physical exhaustion
Buffers
Administrative changes, that managers can make to reduce stressors that lead to employee burnout
Employee Assistance Programs (EAPs)
include a host of programs aimed at helping employees to cope with stress, burnout, substance abuse, health-related problems, family and marital issues, and any general problem that negatively influences job performance
Holistic Wellness Program
focuses on self-responsiblity, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness