MGMT 3720 Exam # 2 Study Guide Lectures: 3 - 4Lecture 3 (September 23) Personality- the sum total of ways in which a person reacts to and interacts with othersHeredity- Factors determined at conception (by your genes); one’s biological, physiological, and psychological makeup Personality traits- Enduring characteristics that describe a person’s behaviorMyers-Briggs Type Indicator (MBTI)- A personality test that taps four characteristics and classifies people into 1 out of 16 personality types.Big Five Model- a personality assessment model that taps five basic dimensionsExtraversion- a personality dimension that describes someone who is sociable, gregarious and assertiveAgreeableness- a personality dimension that describes someone who is good-natured, cooperative, and trustingConscientiousness- a personality dimension that describes someone who is responsible, dependable, persistent, and organized *(Most important/desired characteristic for an employee)Emotional stability- a personality dimension that characterizes someone as calm, self-confident, secure (positive) versus being nervous, depressed and insecure (negative)Openness to experience- a personality dimensions that characterizes someone in terms of imagination, sensitivity, and curiosity.Core-self evaluation- (self-esteem) The degree to which a person likes or dislikes themselves, whether they see themselves as capable and effective, and whether the person feels in control of their environment or powerless over their environment.Machiavellianism- The degree to which a person is pragmatic, maintains emotional distance, and believes that ends can justify the means (even though people may get hurt in the process)Narcissism- The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement.Self-monitoring- A personality trait that measures a person’s ability to adjust his or her behavior to external, situational factorsType A personality- Aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and, if necessary, against the opposing efforts of other things or otherpeople.Proactive personality- People that see opportunities, show initiative, take action, and persevere until meaningful changes occurValues- basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.Value system- a hierarchy based on a ranking of an individual’s values in terms of their intensity.Terminal values- Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime.Instrumental values- preferable modes of behavior or means of achieving one’s terminal valuesPersonality-job fit theory- a theory that identifies six personalities and proposes that the fit between personality type and occupational environment determines satisfaction and turnover. (If your personality is compatible with what you have to do in your job then you will be more satisfied and less likely to quit)Power distance- a national culture attribute that describes the extent to which society accepts that power in institutions and organizations is distributed unequally. (The US wants LOW power distance. We like the “we are equals” mentality) Individualism- a national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of a group (in the US we have a high degree of individualism)Collectivism- a national culture attribute that describes a tight social framework in which peopleexpect others in groups of which they are a part of to look after them and protect them.Masculinity- this is a national culture attribute that describes the extent to which the culture favors traditional masculine roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism. Femininity- a national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as equals of men in all aspects of society.Uncertainty avoidance- a national culture attribute that describes the extent to which a society feels threatened by uncertainty and ambiguous situations and tries to avoid them. (We don’t avoid uncertainty. We have a lot of entrepreneurs in the US)Long-term orientation- this is a national culture attribute that emphasizes future, thrift, and persistence. (We have a short-term orientation view in the US. We want results now, and don’t like saving up for the future.)Short-term orientation- a national culture attribute that emphasizes past and present, respect for tradition, and fulfillment of social obligationsPerception- a process by which individuals organize and interpret their sensory impression in order to give meaning to their environmentAttribution Theory- an attempt to determine whether a person’s behavior is internally or externally caused.Fundamental Attribution Theory- The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others. (We tend to blame the individual or assume the individual had control over what happened instead of accepting that outside factors may have caused it)Self-serving bias- the tendency for people to attribute their successes with internal factors and put the blame of failures on external factorsSelective perception- the tendency to selectively interpret what one sees on the basis of one’s interests, background, experience, and attitudes. Halo effect- the tendency to draw a general impression about a person on the basis of a single characteristic.Contrast effect- Evaluation of a person’s characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics. (This happens during interviews)Stereotyping- judging someone on the basis of one’s perception of the group to which the person belongsSelf-fulfilling prophecy- a situation in which a person inaccurately perceives a second person, and the resulting expectations cause the second person to behave in ways consistent with the original perception. (If a manager perceives you as someone that will slack and do the bare minimum work, and then even if you weren’t going to be like that initially, you