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Chapter 11 Key Terms (EXAM 3)
personality |
consists of the stable psychological traits and behavioral attributes that give a person his or her identity. |
BIG 5 personality dimensions |
are extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience |
proactive personality |
someone who is more apt to take initiative and persevere to influence the environment. |
locus of control |
indicates how much people believe they control their fate through their own efforts. |
self-efficacy |
belief in one's personal ability to do a task |
learned helplessness |
the debilitating lack in one's ability to control one's environment |
self-esteem |
the extent to which people like or dislike themselves, their overall self evaluation |
self monitoring |
is the extent to which people are able to observe their own behavior and adapt it to external situations |
emotional intelligence |
the ability to cope, to empathize with others, and to be self motivated. |
organizational behavior (OB) |
which is dedicated to better understanding and management of people at work |
values |
abstract ideals that guide one's thinking and behavior across all situations |
attitude |
is defined as a learned predisposition toward given object |
affective component of an attitude |
consists of the feelings or emotions one has about a situation |
cognitive component of an attitude |
consists of the beliefs and knowledge one has about a situation |
behavioral component of an attitude |
also known as the intentional component, refers to how one intends or expects to behave toward a situation |
cognitive dissonance |
to describe the psychological discomfort a person experiences between his cognitive attitude and incompatible behavior |
behavior |
a persons actions and their judgements |
perception |
is the process of interpreting and understanding one's environment |
stereotyping |
is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that person belongs |
absentessism |
when an employee does not show up for work |
halo effect |
in which we form an impression of an individual based on a single trait |
recency effect |
is the tendency to remember recent information better than earlier information |
casual attribution |
is the activity of inferring caused for the observed behavior |
fundamental attribution bias |
people attribute another person's behavior to his or her personal characteristics rather than to situational factors |
self-serving bias |
people tend to take more personal responsibility for success than for failure |
self-fulfilling prophecy |
also know as the 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 |
employee engagement |
defined as an individual's involvement, satisfaction, and enthusiasm for work |
job satisfaction |
is the extent to which you feel positive or negative about various aspects of your work |
organizational commitment |
reflects the extent to which an employee identifies with an organization and is committed to its goals |
turnover |
when employees leave their jobs |
onboarding |
programs help employees to integrate and transition to new jobs by making them familiar with the corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities |
organizational citizenship behaviors |
are those employee behaviors that are not directly part of employees' job descriptions that exceed their work-role requirements |
counterproductive work behavior (CWB) |
types of behavior that harm employees and the organization as a whole. |
diversity |
represents all the ways people are unlike and alike - the differences and similarities in age, gender, race, religion, ethnicity, sexual orientation, capabilities, and socioeconomic background |
internal dimensions of diversity |
are those human differences that expert a powerful sustained effect throughout every stage of out lives |
external dimensions of diversity |
include an element of choice; they consist of the personal characteristics that people acquire, discard, or modify throughout their lives |
glass ceiling |
the metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs |
americans with disabilities act |
which prohibits discrimination against the disabled |
underemployeed |
working at jobs that require less education than they have |
ethnocentrism |
is the belief that one's native country, culture, language, abilities, or behavior is superior to those of another culture |
stress |
is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportuniteis and are uncertain about their ability to handle them effectively |
stressor |
the source of stress |
type a behavior pattern |
meaning they are involved in a chronic, determined struggle to accomplish more in less time |
roles |
are sets of behaviors that people expect of occupants of position |
burnout |
is a state of emotional, mental, and even physical exhaustion |
buffers |
or administrative changes, that managers can make to reduce the stressors that lead to employee burnout |
employee assistance programs (EAP) |
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 on self responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness. |