WGU C715 Organizational Behavior
objective assessment
1.personality: characteristics that describe an individual's behavior.
2.personality traits: characteristics that describe an individual's behavior
in a large number of situations
3.Myers-Briggs Type Indicator (MBTI): A personality test that taps four
character- istics and classifies Behavior
4.Big Five Model: A personality assessment model that taps five basic
dimensions. extraversion, agreeableness, openness, conscientiousness,
and neuroticism.
5.extraversion: A personality describing someone who is sociable and
assertive (confident and forceful)
6.agreeableness: A personality that describes someone who is good
natured, cooperative, and trusting.
7.conscientiousness: A personality that describes someone who is
responsible, dependable, persistent, and organized.
,8.emotional stability: A personality that characterizes someone as calm,
self-con- fident, and insecure.
9.openness to experience: A personality that characterizes someone in
terms of imagination, sensitivity, and curiosity.
10.core self-evaluation: Bottom-line conclusions individuals have about
their ca- pabilities, competence, and worth as a person.
11.Machiavellianism: The degree to which an individual is pragmatic,
maintains emotional distance, and believes that ends can justify
means.
12.narcissism: The tendency to be arrogant, self-importance, require
excessive admiration, and have a sense of entitlement.
13.self-monitoring: where an individual's has ability to adjust his or her
behavior to external, situational factors.
14.proactive personality: People who identify opportunities, show
initiative, take action, and persevere until meaningful change occurs.
15.values: Basic convictions that a specific mode of conduct or end-
state of exis- tence is personally or socially preferable to an opposite or
converse mode of conduct or end-state of existence.
,16.value system: A hierarchy based on a ranking of an individual's
values in terms of their intensity.
17.terminal values: Values that we work towards (happiness, self-
respect, family security, recognition)
18.instrumental values: Core values that are permanent in nature
(honesty, sin- cerity, ambition, independence)
19.personality Job-fit theory: A theory that identifies six personality
types and proposes that the fit between personality type and
occupational environment deter- mines satisfaction and turnover.
20.power distance: where society accepts that power in institutions and
organiza- tions is distributed unequally.
21. individualism: where people prefer to act as individuals rather
than as members of groups.
22.collectivism: A national culture attribute that describes a tight social
framework in which people expect others in groups of which they are a
part to look after them and protect them.
, 23.masculinity: where culture favors traditional masculine work roles of
achieve- ment, power, and control.
24.femininity: indicates little differentiation between male and female
roles; where women are treated as the equals of men in all aspects of
the society.
25.uncertainty avoidance: A national culture attribute that describes the
extent to which a society feels threatened by uncertain and ambiguous
situations and tries to avoid them.
26.long-term orientation: A national culture attribute that emphasizes
the future, thrift, and persistence.
27.short-term orientation: A national culture attribute that emphasizes
the past and present, respect for tradition, and fulfillment of social
obligations. people value the here and now; they accept change more
readily and don't see commitments as impediments to change.
28.heredity: factors determined at conception; one's biological,
physiological, and inherent psychological makeup.
29.Perception: A process by which individuals organize and interpret
their sensory impressions in order to give meaning to their
environment.
30.attribution theory: An attempt to determine whether an individual's
behavior is internally or externally caused.
31.fundamental attribution error: The tendency to underestimate the
influence of external factors and overestimate the influence of internal
factors when making judgments about the behavior of others.
objective assessment
1.personality: characteristics that describe an individual's behavior.
2.personality traits: characteristics that describe an individual's behavior
in a large number of situations
3.Myers-Briggs Type Indicator (MBTI): A personality test that taps four
character- istics and classifies Behavior
4.Big Five Model: A personality assessment model that taps five basic
dimensions. extraversion, agreeableness, openness, conscientiousness,
and neuroticism.
5.extraversion: A personality describing someone who is sociable and
assertive (confident and forceful)
6.agreeableness: A personality that describes someone who is good
natured, cooperative, and trusting.
7.conscientiousness: A personality that describes someone who is
responsible, dependable, persistent, and organized.
,8.emotional stability: A personality that characterizes someone as calm,
self-con- fident, and insecure.
9.openness to experience: A personality that characterizes someone in
terms of imagination, sensitivity, and curiosity.
10.core self-evaluation: Bottom-line conclusions individuals have about
their ca- pabilities, competence, and worth as a person.
11.Machiavellianism: The degree to which an individual is pragmatic,
maintains emotional distance, and believes that ends can justify
means.
12.narcissism: The tendency to be arrogant, self-importance, require
excessive admiration, and have a sense of entitlement.
13.self-monitoring: where an individual's has ability to adjust his or her
behavior to external, situational factors.
14.proactive personality: People who identify opportunities, show
initiative, take action, and persevere until meaningful change occurs.
15.values: Basic convictions that a specific mode of conduct or end-
state of exis- tence is personally or socially preferable to an opposite or
converse mode of conduct or end-state of existence.
,16.value system: A hierarchy based on a ranking of an individual's
values in terms of their intensity.
17.terminal values: Values that we work towards (happiness, self-
respect, family security, recognition)
18.instrumental values: Core values that are permanent in nature
(honesty, sin- cerity, ambition, independence)
19.personality Job-fit theory: A theory that identifies six personality
types and proposes that the fit between personality type and
occupational environment deter- mines satisfaction and turnover.
20.power distance: where society accepts that power in institutions and
organiza- tions is distributed unequally.
21. individualism: where people prefer to act as individuals rather
than as members of groups.
22.collectivism: A national culture attribute that describes a tight social
framework in which people expect others in groups of which they are a
part to look after them and protect them.
, 23.masculinity: where culture favors traditional masculine work roles of
achieve- ment, power, and control.
24.femininity: indicates little differentiation between male and female
roles; where women are treated as the equals of men in all aspects of
the society.
25.uncertainty avoidance: A national culture attribute that describes the
extent to which a society feels threatened by uncertain and ambiguous
situations and tries to avoid them.
26.long-term orientation: A national culture attribute that emphasizes
the future, thrift, and persistence.
27.short-term orientation: A national culture attribute that emphasizes
the past and present, respect for tradition, and fulfillment of social
obligations. people value the here and now; they accept change more
readily and don't see commitments as impediments to change.
28.heredity: factors determined at conception; one's biological,
physiological, and inherent psychological makeup.
29.Perception: A process by which individuals organize and interpret
their sensory impressions in order to give meaning to their
environment.
30.attribution theory: An attempt to determine whether an individual's
behavior is internally or externally caused.
31.fundamental attribution error: The tendency to underestimate the
influence of external factors and overestimate the influence of internal
factors when making judgments about the behavior of others.
