CHAPTER 14

* 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.