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67 Cards in this Set
- Front
- Back
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personality
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the combination of stable physical and mental characteristics that give the individual his or her identity
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big 5 Personality Dimension
OCEAN |
1. extraversion (management or sales)
2. Agreeableness 3. Conscientiousness (most related to job performance) 4. Emotional stability (nueroticism) 5. Openness to experience |
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self-esteem
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belief about one's own self worth based on an overall self-evaluation
positive image of self, global evaluation |
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self-efficacy
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a person's belief about his chances of successfully accomplishing a specific task
you may have high efficacy at one point in your life, but then lose it later on |
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learned helplessness
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severely debilitating belief that one has no control over one's environment
a given task high learned helplessness, low self-efficacy |
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internal locus of control
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people who believe they control the events and consequences that affect their lives
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external locus of control
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believe their performance is the product of circumstances beyond their immediate control
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emotional intelligence
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ability to manage oneself one's relationships in mature and constructive ways
1. self-awareness 2. self-management 3. social awareness 4. relationship management |
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self-concept
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person's self-perception as a physical, social, spiritual being
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cognitions
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a person's knowledge, opinions, or beliefs
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self-esteem
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one's overall self-evaluation
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self-efficacy
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belief in one's ability to do a task
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learned helplessness
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debilitating lack of faith in one's ability to control the situation
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self-monitoring
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observing one's own behavior and adapting it to the situation
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personality
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stable physical and mental characteristics responsible for a person's identity
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proactive personality
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action-oriented person who show initiative and perseveres to change things
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humility
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considering the contributions of other and good fortune when gauging one's success
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attitude
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learned predisposition toward a given object
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affective component
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the feelings or emotions one has about an object or situation
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cognitive component
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the beliefs or ideas one has about an object or situation
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behavioral component
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how one intends to act or behave toward someone or something
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cognitive dissonance
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psychological discomfort experienced when attitudes and behavior are inconsistent
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intelligence
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capacity for constructive thinking, reasoning, problem solving
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emotions
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complex human reactions to personal achievements and setback that may be felt and displayed
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emotional intelligence
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ability to manage oneself and interact with others in mature and constructive ways
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motivation
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psychological processes that arouse and direct goal-directed behavior
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needs
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physiological or psychological deficiencies that arouse behavior
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need for achievement
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desire to accomplish something difficult
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need for affiliation
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desire to spend time in social relationships and activities
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need for power
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desire to influence, coach, teach, or encourage others to achieve
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job design
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changing the content and/or process of a specific job to increase job satisfaction and performance
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job enlargement
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putting more variety into a job
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job rotation
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moving employees from one specialized job to another
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motivators
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job characteristics associated with job satisfaction
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hygiene factors
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job characteristics associated with job dissatisfaction
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job enrichment
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building achievement, recognition, stimulating work, responsibility, and advancement into a job
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intrinsic motivation
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motivation caused by positive internal feelings
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core job characteristics
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job characteristics found to various degrees in all jobs
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repetitive motion disorders (RMDs)
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muscular disorder caused by repeated motions
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extrinsic motivation
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motivation caused by the desire to attain specific outcomes
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sense of meaningfulness
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the task purpose is important and meaningful
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sense of choice
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the ability to use judgment and freedom when completing tasks
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sense of competence
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feelings of accomplishment associated with doing high-quality work
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sense of progress
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feeling that one is accomplishing something important
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job satisfaction
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an affective or emotional response to one's job
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met expectations
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the extent to which one receives what he or she expects from a job
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value attainment
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the extent to which a job allows fulfillment of one's work values
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organizational citizenship behaviors (OCBs)
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employee behaviors that exceed work-role requirements
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withdrawal cognitions
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overall thoughts and feelings about quitting a job
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counterproductive work behaviors (CWBs)
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types of behavior that harm employees and the organization as a whole
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performance management
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continuous cycle of improving job performance with goal setting, feedback and coaching, and rewards and positive reinforcement
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feedback
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objective information about performance
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upward feedback
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employees evaluate their boss
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360-degree feedback
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comparison of anonymous feedback from one's superior, subordinates, and peers with self-perceptions
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extrinsic rewards
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financial, material, or social rewards from the environment
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intrinsic rewards
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self-granted, psychic rewards
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pay for performance
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monetary incentives tied to one's results or accomplishments
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law of effect
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behavior with favorable consequences is repeated; behavior with unfavorable consequences disappears
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respondent behavior
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skinner's term for unlearned stimulus-response reflexes
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operant behavior
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skinner's term for learned, consequence-shaped behavior
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positive reinforcement
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making behavior occur more often by contingently presenting something positive
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negative reinforcement
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making behavior occur more often by contingently withdrawing something negative
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punishment
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making behavior occur less often by contingently presenting something negative or withdrawing something positive
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extinction
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making behavior occur less often by ignoring or not reinforcing it
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continuous reinforcement
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reinforcing every instance of a behavior
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intermittent reinforcement
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reinforcing some but not all instances of behavior
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shaping
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reinforcing closer and closer approximations to a target behavior
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