WGU-C715 Organizational Behavior with 100% correct answers already graded A+

Personality Traits enduring characteristics that describe an individual's behavior Myers-Briggs Type Indicator (MBTI) a personality test that taps four characteristics and classifies people into 1 of 16 personality types Big Five Model a personality assessment model that taps five basic dimensions extravert outgoing, sociable, assertive introvert Reserved, shy, quiet Agreeableness A personality dimension that describes someone who is good natured, cooperative, and trusting. Those who score low are cold, disagreeable, and antagonistic. emotional stability person's ability to withstand stress. Positive emotional stability tend to be calm, self-confident, and secure. Those with negative scores tend to be nervous, anxious, depressed and insecure. Conscientiousness measure of reliability. Responsible, organized, dependable, persistent. Those who score low on this are easily distracted, disorganized, and unreliable. openness to experience Open people are creative, curious, and artistically sensitive. Those at the other end find comfort in the Familiar. Conscientiousness Is as important for managers as for front-line employees. core self-evaluation bottom-line conclusions individuals have about their capabilities, competence, and worth as a person Machiavellianism the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means self-monitoring A personality trait that measures an individual's ability to adjust his or her behavior to external, situational factors. proactive personality people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs personality-job fit theory a theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover Big Five Personality Traits extraversion, agreeableness, conscientiousness, emotional stability, openness to experience instrumental value Personal discipline Individualism giving priority to one's own goals over group goals and defining one's identity in terms of personal attributes rather than group identifications in-group favoritism perspective in which we see members of our in-group as better than other people, and people not in our group as all the same five-stage group-development model the five distinct stages groups go through: forming, storming, norming, performing, and adjourning forming stage the first stage in group development, characterized by much uncertainty. Members "test the waters" to see what they can get away with. Storming Stage of Group Development the second stage in group development, characterized by intragroup conflict. Members accept the existence of the group but there is over who will control the group Norming Stage of Group Development the third stage in group development, characterized by close relationships and cohesiveness Performing Stage of Group Development the fourth stage in group development, during which the group is fully functional Adjourning Stage of Group Development final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than task performances role perception an individual's view of how he or she is supposed to act in a given situation role expectations how others believe a person should act in a given situation psychological contract an unwritten agreement that sets out what management expects from an employee and vice versa role conflict a situation in which an individual is confronted by divergent role expectations Norms Acceptable standards of behavior within a group that are shared by the group's members. Conformity the adjustment of one's behavior to align with the norms of the group status a socially defined position or rank given to groups or group members by others reference groups important groups to which individuals belong or hope to belong and with whose norms individuals are likely to conform social loafing the tendency for people in a group to exert less effort when pooling their efforts toward attaining a common goal than when individually accountable Cohesiveness the degree to which group members are attracted to each other and are motivated to stay in the group diversity the extent to which members of a group are similar to, or different from, one another Groupthink a phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action. It describes situations in which group pressures for conformity deter the group from critically appraising unusual, minority, or unpopular views. Groupshift A change between a group's decision and an individual decision that a member within the group would make; the shift can be toward either conservatism or greater risk but it generally is toward a more extreme version of the group's original position.