Week of August 30th-September 1st Notes
Week of August 30th-September 1st Notes MNGT 3100- 004
Popular in Principles of Management
MNGT 3100- 004
verified elite notetaker
Popular in Business
verified elite notetaker
This 5 page Class Notes was uploaded by Callisa Ruschmeyer on Thursday September 1, 2016. The Class Notes belongs to MNGT 3100- 004 at Auburn University taught by Joel Carnevale in Fall 2016. Since its upload, it has received 19 views. For similar materials see Principles of Management in Business at Auburn University.
Reviews for Week of August 30th-September 1st Notes
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 09/01/16
Week of August 30 – September 1 st Chapter 3 Notes Review 2 main attitudes: job satisfaction and organizational commitment Behaviors: performance and OCBs (organizational citizenship behaviors- going above and beyond); turnover, withdrawal Attitudes affect behavior Personality The relative stable feelings, thoughts, and behavioral patterns a person has Understanding someone's personality gives us clues about how that person is likely to act and feel in a variety of situations Basically… personality is your stable feelings and those traits might predict how you would act as a leader Does personality change over time? o Yes- in the long run; but it is stable in the short-term (stable does not mean that it will never change o Between our 20s-40s we become more socially dominant, conscientious, and emotionally stable Conscientious- more dependable and achievement oriented o As we get older, we become less open to experience Personality at Work Our personality can (and often does) affect our attitudes and behavior at work o Remember: job satisfaction and organizational commitment; job performance, OCBs, and turnover Personality affects your attitudes, which, in turn, affect your behaviors o Individual differences- personality and gender Personality and Fitting In Successful organizations depend upon getting the right mix of individuals in the right positions at the right time Each individual can contribute: skills, personality, ability, values Personality also indicates to managers how their employees will behave across situations Organizations go to lengths to ensure the employees fit their company culture Big Five Personality Traits (OCEANS) 1. Openness to experience o The degree to which a person is curious, original, intellectual, creative, and open to new ideas o Like building relationships; seek info and feedback; drawn to creative jobs o Downside- may be bored easily or impatient with routine Week of August 30 – September 1 st 2. Conscientiousness o The degree to which a person is organized, systematic, achievement-oriented, and dependable o Most important in terms of what employers look for- high motivation and low turnover o Have higher credit scores, succeed in interviews, entrepreneurially driven o Predictable actions 3. Extraversion o The degree to which a person is outgoing, talkative, and sociable o How do they draw their energy? Forces them to be very situationally dependent o Adjust better to new jobs, excel in service oriented jobs, more effective and convincing, associated with leader effectiveness and emergence Leader emergence- seen as a leader by your peers o Downside- tend to have higher absenteeism and may not perform well in jobs depriving them of social interaction 4. Agreeableness o The degree to which a person is affable, tolerant, sensitive, trusting, kind, and earnest o Help others at work; less likely to retaliate to unfair behavior o Downside- high A people may be submissive, sacrificing their own well-being for others (do not make the best lawyers or managers) 5. Neuroticism o The degree to which a person is anxious, irritable, and temperamental; difficult handling stress o Experience problems at work; get energy from daily hassles; self-medicate; habitually unhappy with their jobs o Being High-N is harmful to one's career, as these employees have lower levels of career success The unique configuration of these traits produce the individual quality we call personality None of these alone create your personality- it is a combination of many The Dark Triad Narcissism o Grandiosity, entitlement, self-absorption, callousness, and superiority o Want to harm others, but do not care how it affects the person o Emotional vampire- drain other peoples' emotions o Not huge on manipulation or criminality o Example- Donald Trump and Kanye West Machiavellianism o Cynical, unprincipled, and using manipulation of others for self-gain and life success o Want to harm others, but do not care how it affects the person o Example- Bernie Madoff- largest Ponzi scheme in history; was extremely successful at getting more and more investors to enter the scheme A Ponzi scheme- 1) continually needs more investors and 2) cannot lost any of those investors Week of August 30 – September 1st Psychopathy o High levels of impulsivity and thrill-seeking along with low levels of empathy; the most 'malevolent' of the triad o Find joy in seeing others suffer = lack of empathy o 1 percent of the population are psychopaths (of which, 4 percent of them are CEOs) o Highest psychopaths are in positions of high power Quick Review Narcissism o Moderate to high levels of impulsivity o No correlation between attributes and job performance Psychopathy o Moderate to high levels of impulsivity o Most malevolent- enjoy harming others o Lower job performance Machiavellianism o Low levels of impulsivity o Manipulative and unprincipled (lack ethical morality) o Lower job performance All o Lack empathy Other Useful Personality Traits Self-monitoring o The extent to which a person is capable of altering one's actions and appearance in social situations o Understand social cues o High performers and emerge as leaders o Effective at networking and influencing other people o Wear emotions on their sleeve o Potential Machiavellianists- very good at manipulating Proactive personality o A person's inclination to fix what is wrong, change things, and to use initiative to solve problems o Higher levels of performance o Initiative to solve problems o Understand political environment better o Make friends more easily o More likely to speak up o Downside: may be perceived as pushy o Conscientiousness verses proactivity Conscientiousness is doing good now Proactivity is more forward thinking Self-esteem o The degree to which an individual has overall positive feels about his/herself o Higher levels of job satisfaction, performance, and creativity Week of August 30 – September 1 st o Those with low self-esteem are attracted to positions where they will be relatively invisible o Managing low-self-esteem individuals can be challenging Self-efficacy o A belief that one can perform a specific task successfully o It is job/task specific o Related to job performance- research shows that the belief that we can do something is a good predictor of whether we can actually do it o This is really not a trait, but a psychomechanism- it can change based on your competence level o The more confident you are, the more likely you will be to engage in that behavior The Pygmalion Effect Individuals can shape a person's personality to expectations Remember the example with seasickness o Your beliefs in others or yourself can change a person biologically Influence self-efficacy Galatea Effect Phenomenon where an individual's high self-expectations for him- or herself lead to high performance "fake it till you make it" Influence self-efficacy Both effects depend on the managers being aware of success of their employees depends not only on qualification, person qualities or working environment o Stress the importance of managerial belief in employees Values Refer to the stable life goals held by individuals Value attainment often determines: organizational commitment, turnover, etc. Value are stable like personality; both can impact attitude and behavior at work, job performance, and career choice Values- expression of a person's life goals Personality- unique pattern of feelings, thoughts, and behavior that each individual displays They influence to what career we choose and how well we do at them Different values o Achievement- desire for personal success/recognition o Benevolence- desire to protect the well-being of those close to oneself o Universalism- desire to protect the well-being of all people with a care for social justice o Hedonism- desire for pleasure in life o Power- desire for control over others, attaining authority and prestige o Security- desire for safety and stability o Self-direction- desire to be free and independent o Stimulation- desire for an exciting life o Tradition- acceptance of social customs and traditional ideas in society Week of August 30 – September 1 st Perception The process with which individuals detect and interpret environmental stimuli o Affected by individual values, needs, and emotions o Do we see reality as it is? o We do not always respond to the stimuli in our environment o We pay selective attention to some aspects of the environment, and ignore other elements that may be immediately apparent to other people Visual perception- errors and biases when perceiving the environment Self-perception- errors and biases in perceiving oneself Social perception- errors and biases in perceiving others Personality affects the type of biases people have: o Self-enhancement bias- the tendency to overestimate our performance and capabilities and to see ourselves in a more positive light than others see us o Self-effacement bias- the tendency to underestimate our performance, capabilities, and see events in a way that puts ourselves in a more negative light Social Perception o Stereotypes- generalizations based on a group characteristic o Self-fulfilling prophecy- occurs when an established stereotype causes one to behave in a certain way o Selective perception- pay selective attention to parts of the environment while ignoring other parts Organizational Justice o Procedural- fairness in the way policies and processes are carried out Example- changing a test date would affect your performance o Distributive- the allocation of resources or compensation and benefits Example- an employee who has more experience gets paid less than the new hire o International- the degree to which people are treated with dignity and respect Example- Your boss is sexist o The root of organizational justice is trust, something that is easier to break than to repair if broken o The psychological contract is the unspoken, informal understanding that an employee will contribute certain things to the organization and will receive certain things in return
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'