Management Writing Assignment #3

What is personality?

a person’s relatively stable feelings, thoughts, and behavioral patterns.

What are values?

refers to people’s stable life goals, reflecting what is most important to them

How are these concepts relevant to management?

They are relevant predictors of people’s behavior as people will act in accordance to their values and
behave as expected being a work personality. Therefore, managers need to be aware of people’s
underlying values and appearance as in the way they will seek to appear within the workplace . (this may
be approachable friendly hardworking etc. etc.).

Personality - ^

B5PT

Openness- the degree to which a person is curious, original, intellectual, creative, and open to new
ideas. Ex- agreeable to try new things

Conscientiousness- the degree to which a person is organized, systematic, punctual, achievement-

Extraversion- the degree to which a person is outgoing, talkative, sociable, and enjoys socializing

Ex- Talkative

Agreeableness- the degree to which a person is affable, tolerant, sensitive, trusting, kind, and warm

Ex- Someone you get along with easily / affectionate

Neuroticism- the degree to which a person is anxious, irritable, temperamental, and moody.

Ex- yelling anger

Self-Monitoring- the extent to which a person is capable of altering his or her actions and appearance in
social situations. Ex- ability to accept punishment and reform

Proactive Personality - a person’s inclination to fix what is perceived as wrong, change the status quo,
and use initiative to solve problems Ex- Abortion is bad let’s ban it

Self Esteem- the degree to which a person has overall positive feelings about oneself Ex:- I am beautiful
no matter what other people say

Self-Efficacy- a belief that one can perform a specific task successfully Ex- As long as I study hard for the
test I can totally pass it

Faking- answering questions in a way one thinks the company is looking for Ex- I graduated from Harvard
law school with a 3.6 gpa and I did this internship and I have every skill you are looking for and I’m
hardworking and optimistic etc. act.
Why do you think personality tests are used for hiring?

Companies try to assess candidates’ personalities for a good match for that company.

What does personality predict?

Personality can predict many factors from performance to job satisfaction.

What assumptions are made by people who use personality tests to predict future behavior?

They are making the assumption that the takers understand their personality and that personality will
have a major impact on job performance and appraisal.

Which values do I have?

Hedonism ,Tradition, Universalism

Which values do I share?

Tradition

Do you think values are useful when trying to predict behaviors? Why or Why not?

Yes because people’s behavior at a fundamental level will reflect their values.

Should managers care about the values of employees? Why or Why not?

Yes because people’s values are what drive them so therefore managers need to take this into
consideration.

Why do you think perception matters?

Because it is a reflection of what we see as important.

Isn’t objective reality more important?

No because perception allows us to create unique mindscapes and ideas of different objects or events
based on how you perceive that event.

Perception- the process with which individuals detect and interpret environmental stimuli. Ex- same as
below ( perception is the act and sp is how you perceive)

Self-Perception- how you interpret stimuli. Ex-- If you been bullied before you know how to react if you
see someone else being bullied

Self Enhancement Bias- individuals tend to overestimate performance and capabilities and see
themselves in a more positive light than others see them. Ex- winning in a games practice mode bot but
losing to other people

Self-Effacement bias- the tendency to underestimate performance and capabilities Ex- made one mistake
but believed she ruined the entire performance
False Consensus Error- individuals overestimate how similar they are to other people Ex- lying ( believes
that everyone does it)

Social Perception- How we perceive others Ex- omg her clothes are so ugly

Stereotype- generalizations based on group characteristics. Ex- Only women can wear makeup

Self-Fulfilling Prophecy- when people automatically behave as if an established stereotype is accurate,

Selective Perception- we pay selective attention to parts of the environment while ignoring other parts.
Ex- A male seeing cologne versus a box of tampons in a store and buys the cologne.

First Impressions- Initial thoughts/ perception we form about someone.

Ex- Hi everyone my name is sneha its so nice to meet you . (she seems nice)

Why do these aspects of perception matter to managers?

They matter because they affect how people see each other and how they operate. Managers need to be
able to understand perception to see how the employees may perceive and make changes.

What are behaviors emotions cognitions and attitudes?

Behavior- How we act Emotions- how we feel Cognitions-how we understand and Attitude- How we
believe

Job Satisfaction- the feelings people have toward their job

Organizational Commitment- the emotional attachment people have toward the company they work for.

Job Engagement- the investment of one’s mental, emotional, and physical energies at work.

What causes positive work attitudes?

A positive work attitude is a result of several factors such as being treated well, forming close
relationships with colleagues, and being given challenging work.

Personality- unique set of characteristics.

Person-Organization fit - the degree to which a person’s personality, values, goals, and other
characteristics match those of the organization

Person-Job Fit - the degree to which a person’s knowledge, skills, abilities, and other characteristics
match the job’s demands.

Job Characteristics - certain characteristics that may increase job satisfaction.

Organizational Justice- Fairness of the company and the unspoken, informal understanding that an
employee will contribute certain things to the organization and will receive certain things in return

Relationships- Relationships employees establish with coworkers, managers, and the organization are
key influences over job attitudes
Stress- the amount of stress present in our job is related to our satisfaction and commitment

Work-Life Balance-the expectation to lead balanced lives, pursue hobbies, travel, and spend more time
with their family while at the same time continuing to succeed at work

Attitude Surveys- Surveys that measure employee’s attitudes.

Pulse Surveys- very short surveys given to employees frequently to measure change in attitudes.

Exit Interview- a meeting with the departing employee.

Sentiment Analysis- automatic identification and coding of positive and negative sentiments in a text.

Why is it important to measure work attitudes?

It is important to measure work attitudes to understand where employes are satisfied or dissatisfied and
how to make improvements to them.

Job Performance- the degree to which an employee successfully fulfills the duties outlined in their job
description.

Why does w predict it?

It predicts job performance because the best performance workers truly enjoy their job and will find a
way to increase their performance and will have a positive work attitude because they genuinely enjoy
and want to be the best at it.

OCB- voluntary behaviors employees perform to help others and benefit the organization.

Why does x predict it?

It predicts ocb because these people who love their job will want everyone to become as good as
possible and to have their department be extremely functional therefore they may help out a new
worker or do extra work. Experience also is telling because the more you understand your job the easier
it is to show someone new around.

Absenteeism- unscheduled absences from work.

Why does y predict it?

This predicts absenteeism because health issues may cause need for an unscheduled absence. Also poor
work attitudes or not liking / not being engaged can lead to less wanting to be at work so therefore
absenteeism.

Turnover - an employee’s leaving an organization

Why does z predict it ?

Poor performance predicts this because consecutive bad performance or failure to learn from mistakes
can lead to termination. Another possibility is that the fired worker has a bad attitude and does not get
along with the others in the work environment. Finally, a worker could leave to seek out better
opportunities for growth in the future.
Is it ethical to hire healthy people to prevent absenteeism?

No because that is first of all assuming that healthy people will never be absent. In fact, newer
employees are more likely to be absent. Therefore, discriminating on a basis of sick or not is completely
non ethical as what if once hired one of these workers has the occasional day where she doesn’t feel
well she may not come to work for that day only and that is normal but based on tis the organization
would likely kick that worker out which is not right. We all get sick at some point and only hiring healthy
workers doesn’t prevent any one of them from getting sick in the future. In addition, with virtual access
to the workplace workers have the option of working from home if necessary making it even less
necessary to do this.

What is job embeddedness?

Individuals have high job embeddedness when they have strong links to other people and their
communities and have high fit with their jobs and organizations

How does it impact turnover?

It reduces turnover as workers are hesitant to leave.

Why are these work behaviors important to managers?

They outline guidelines for success and failure at a job and which characteristics to have to maximize
success.

Are some of these behaviors more important than others?

Job performance and OCB are more important than the others.