* Perception = the process through which people receive, organize and
interpret information from the environment. * An organization offers inducements to the individual. E.g. : serving needs of the individual like pay, training, benefits, opportunity, respect and security. * An individual offers contributions to the organization. E.g. : serving needs of the organization like effort, time, creativity, loyalty and commitment. * Psychological contract = the set of individual expectations about the employment relationship. * Attribution = the process of explaining events. * Fundamental attribution error = overestimates internal factors and underestimates external factors as influences on someones behavior. * Self-serving bias = explains personal success by internal causes and personal failures by external causes. * Stereotypes = occurs when attributes commonly associated with a group are assigned to an individual. * Halo effect = occurs when one attribute is used to develop an overall impression of a person or situation. * Selective perception = the tendency to define problems from ones own point of view. * Projection = the assignment of personal attributes to other individuals. * Impression management = the systematic attempt to influence how others perceive us. * Personality = the profile of characteristics making a person unique from others. * BIG FIVE PERSONALITY TRAITS
1. Extraversion : being outgoing, sociable and assertive.
2. Agreeableness : being good-natured, cooperative and trusting. 3. Conscientiousness : being responsible, dependable and careful. 4. Emotional stability : being relaxed, secure and unworried. 5. Openness to experience : being curious, receptive to new ideas and imaginative. * CLASSYFICIATION PEOPLE - Extraverted vs introverted : social interaction. Wheater a person tends toward being outgoing and sociable or shy and quiet. - Sensing vs intuitive : gathering data. Wheater a person tends to focus on details or on the big picture in dealing with problems. - Thinking vs feeling : decision making. Wheater a person tends to rely on logic or emotions in dealing with problems. - Judging vs perceiving : work style. Wheater a person prefers order and control or acts with flexibility and spontaneity. * SAMLE MYERS-BRIGGS TYPES - ESTJ : extraverted, sensing, thinking and judging. - EITJ : extraverted, intuitive, thinking and judging. - ISJF : introverted, sensing, judging and feeling. - IITJ : introverted, intuitive, thinking and judging. * PERSONALITY DIMENSION THAT INFLUENCE HUMAN BEHAVIOR AT WORK 1. Agreeableness 2. Conscientiousness 3. Emotional stability 4. Openness 5. Extraversion 6. Locus of control 7. Authoritarianism 8. Type A orientation 9. Machiavellianism 10. Self monitoring * Locus of control = the extent to which one believes that what happens is within ones control. * Authoritarianism = the degree to which a person tends to defer to authority.
* Machiavellianism = describes the extent to which someone is emotionally
detached and manipulative. * Self-monitoring = the degree to which someone is able to adjust behavior in response to external factors. * Type A personality = a person oriented toward extreme achievement, impatience and perfectionism. * Attitude = a predisposition to act in a certain way. * COMPONENTS OF INDIVIDUAL ATTITUDES - Cognition : this job is not challenging, work is important for me. - Affect : I really do not like my job. - Behavior : I am going to ask for a better job or quit. * Cognitive dissonance = is discomfort felt when attitude and behavior are inconsistent. * Job satisfaction = the degree to which an individual feels positive or negative about a job. * MOST COMMONLY MEASURED FACETS AMONG JOB SATISFACTION - Work itself - Quality of supervision - Coworkers - Opportunities - Pay - Work conditions - Security * Withdrawal behaviors = occur as temporary absenteeism and actual job turnover. * Employee engagement = is willingness to help others to do extra and feeling positive about the organization. * Job involvement = the extent to which an individual is dedicated to a job.
* Organizational commitment = the loyalty of an individual to the organization.
* Organizational citizenship = a willingness to go beyond the call of duty or go the extra mile in ones work. * TWO DIMENSIONS OF COMMITMENT 1. Rational commitment : feelings that the job serves ones financial, developmental and professional interests. 2. Emotional commitment : feelings that what one does is important, valueable and of real benefit to others. * ARGUMENTS IN THE JOB SATISFACTION AND PERFORMANCE RELATIONSHIP - The happy worker is a productive worker. (satisfaction -->performance) - The productive worker is a happy worker. (performance -->satisfaction) - Performance followed by rewards creates satisfaction : satisfaction influences future performance. (performance --> rewards --> satisfaction) * Emotional intelligence = an ability to understand emotions and manage relationships effectively. * Emotions = strong feelings directed toward someone or something. * Moods = are generalized positive and negative feelings or states of mind. * Mood contagion = the spillover of ones positive or negative moods onto others. * Stress = a state of tension caused by extraordinary demands, constraints or opportunities. * Stressor = anything that causes stress. * Constructive stress = acts in a positive way to increase effort, stimulate creativity and encourage diligence in ones work. * Destructive stress = impairs the performance of an individual. * Job burnout = physical and mental exhaution from work stress.
* Workplace rage = aggresive behavior toward coworkers or the work setting.
* POTENTIAL NEGATIVE CONSEQUENCES OF A DESTRUCTIVE JOB STRESS-BURNOUT CYCLE - Intense or long term stress - Exhaution and burnout : lack of energy, emotional distress, bad attitude and poor self-esteem. - Possible effects : lower performance, lower satisfaction, workplace rage, personal problems and poor health. * Personal wellness = the pursuit of ones full potential through a personal healthpromotion program.