WGU C484
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1. Personality Traits: enduring characteristics that describe individual's behavior.
2. Heredity: factors determined at conception; one's biological, physiological and inherent psychological makeup
3. Myers-Briggs Type Indicator: a personality test that taps four characteristics and classifies people into
1 of 16 personality types
4. Problem with Myers-Briggs: it forces you into one or another personality type, there is no in-between
5. Big Five Personality Model: A personality assessment model that taps five basic dimensions: Extraver-
sion, Agreeableness, Conscientiousness, Emotional Stability and Openness to Experience
6. Extraversion: extraverts tend to be gregarious, assertive, and sociable, while introverts tend to be reserved,
timid and quiet
7. Agreeableness: highly agreeable people are cooperative, warm and trusting. people who score low on
agreeableness are cold, disagreeable and antagonistic
8. Conscientiousness: A highly conscientious person is responsible, organized, dependable and persistent.
Those who score low on this dimension are easily distracted, disorganized and unreliable.
9. Emotional Stability: People with positive emotional stability tend to be calm, self-confident, and secure.
Those with high negative scores tend to be nervous, anxious, depressed and insecure.
10. Openness to Experience: Extremely open people are creative, curious, and artistically sensitive. Those
at the other end of the category are conventional and find comfort in the familiar.
11. Core self-evaluation: bottom-line conclusions individuals have about their capabilities, competence, and
worth as a person
12. Machiavellianism: the degree to which an individual is pragmatic, maintains emotional distance and
believes the ends justify the means
13. narcissism: the tendency to be arrogant, have a grandiose sense of self-importance, require excessive
admiration, and have a sense of entitlement.
14. Self-monitoring: a personality trait that measures an individual's ability to adjust his or her behavior to
external, situational factors.
15. Proactive personality: people who identify opportunities, show initiative, take action and persevere unti
meaningful change occurs
16. Other orientation: employees high in other-orientation also exert especially high levels of effort when
engaged in helping work or prosocial behavior
17. Values: 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.
18. Value System: a hierarchy based on a ranking of an individual's values in terms of their intensity
, WGU C484
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19. Rokeach Value Survey: consists of two sets of values, terminal values and instrumental values
20. Terminal Values: desirable end-states of existence, the goals a person would like to achieve during his or
her lifetime
21. Instrumental Values: preferable modes of behavior or means of acheiving one's terminal values
22. 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.
23. Person-organization fit: people are attracted to and selected by organizations that match their values
and they leave organizations that are not compatible with their personalities
24. Power distance: a national cultural attribute that describes the extent to which a society accepts that power
in institutions and organizations is distributed unequally
25. Individualism: the degree to which people prefer to act as individuals rather than as members of groups
26. Collectivism: a tight social framework in which people expect others in groups of which they are a part to
look after them and protect them
27. Masculinity: favors traditional work roles of achievement, power and control. Societal values are characterized
by assertiveness and materialism
28. Femininity: indicates little differentiation between male and female roles. A high rating indicates that women
are treated as the equals of men in all aspects of society
29. Uncertainty Avoidance: the extent to which a society feels threatened by uncertain and ambigious
situations and tries to avoid them
30. Long-term Orientation: emphasizes the future, thrift, and persistence
31. Short-term Orientation: emphasizes the past and present, respect for traditions, and fulfillment and
social obligations
32. Holland's Personality job fit types: realistic, investigative, social, conventional, enterprising, and
artistic
33. Perception: a process by which individuals organize and interpret their sensory impressions in order to give
meaning to their environment
34. Attribution theory: an attempt to determine whether an individual's behavior is internally or externally
caused
35. 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
36. Self-service bias: the tendency for individuals to attribute their own successes to internal factors and put
the blame for failures on external factors
Study online at https://quizlet.com/_hq8j7l
1. Personality Traits: enduring characteristics that describe individual's behavior.
2. Heredity: factors determined at conception; one's biological, physiological and inherent psychological makeup
3. Myers-Briggs Type Indicator: a personality test that taps four characteristics and classifies people into
1 of 16 personality types
4. Problem with Myers-Briggs: it forces you into one or another personality type, there is no in-between
5. Big Five Personality Model: A personality assessment model that taps five basic dimensions: Extraver-
sion, Agreeableness, Conscientiousness, Emotional Stability and Openness to Experience
6. Extraversion: extraverts tend to be gregarious, assertive, and sociable, while introverts tend to be reserved,
timid and quiet
7. Agreeableness: highly agreeable people are cooperative, warm and trusting. people who score low on
agreeableness are cold, disagreeable and antagonistic
8. Conscientiousness: A highly conscientious person is responsible, organized, dependable and persistent.
Those who score low on this dimension are easily distracted, disorganized and unreliable.
9. Emotional Stability: People with positive emotional stability tend to be calm, self-confident, and secure.
Those with high negative scores tend to be nervous, anxious, depressed and insecure.
10. Openness to Experience: Extremely open people are creative, curious, and artistically sensitive. Those
at the other end of the category are conventional and find comfort in the familiar.
11. Core self-evaluation: bottom-line conclusions individuals have about their capabilities, competence, and
worth as a person
12. Machiavellianism: the degree to which an individual is pragmatic, maintains emotional distance and
believes the ends justify the means
13. narcissism: the tendency to be arrogant, have a grandiose sense of self-importance, require excessive
admiration, and have a sense of entitlement.
14. Self-monitoring: a personality trait that measures an individual's ability to adjust his or her behavior to
external, situational factors.
15. Proactive personality: people who identify opportunities, show initiative, take action and persevere unti
meaningful change occurs
16. Other orientation: employees high in other-orientation also exert especially high levels of effort when
engaged in helping work or prosocial behavior
17. Values: 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.
18. Value System: a hierarchy based on a ranking of an individual's values in terms of their intensity
, WGU C484
Study online at https://quizlet.com/_hq8j7l
19. Rokeach Value Survey: consists of two sets of values, terminal values and instrumental values
20. Terminal Values: desirable end-states of existence, the goals a person would like to achieve during his or
her lifetime
21. Instrumental Values: preferable modes of behavior or means of acheiving one's terminal values
22. 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.
23. Person-organization fit: people are attracted to and selected by organizations that match their values
and they leave organizations that are not compatible with their personalities
24. Power distance: a national cultural attribute that describes the extent to which a society accepts that power
in institutions and organizations is distributed unequally
25. Individualism: the degree to which people prefer to act as individuals rather than as members of groups
26. Collectivism: a tight social framework in which people expect others in groups of which they are a part to
look after them and protect them
27. Masculinity: favors traditional work roles of achievement, power and control. Societal values are characterized
by assertiveness and materialism
28. Femininity: indicates little differentiation between male and female roles. A high rating indicates that women
are treated as the equals of men in all aspects of society
29. Uncertainty Avoidance: the extent to which a society feels threatened by uncertain and ambigious
situations and tries to avoid them
30. Long-term Orientation: emphasizes the future, thrift, and persistence
31. Short-term Orientation: emphasizes the past and present, respect for traditions, and fulfillment and
social obligations
32. Holland's Personality job fit types: realistic, investigative, social, conventional, enterprising, and
artistic
33. Perception: a process by which individuals organize and interpret their sensory impressions in order to give
meaning to their environment
34. Attribution theory: an attempt to determine whether an individual's behavior is internally or externally
caused
35. 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
36. Self-service bias: the tendency for individuals to attribute their own successes to internal factors and put
the blame for failures on external factors
