completed-Mgmt 3001 Study Guide Test #3 Fall 2016-1.docx

completed-Mgmt 3001 Study Guide Test #3 Fall 2016-1.docx -...

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Mgmt 3001 Study Guide for Test #3 Chapter 9 o Job satisfaction – reflects the degree to which a person finds fulfillment in his job Satisfied when: -work matches their needs and interests, -when working conditions/rewards are satisfactory, -they like their coworkers, -have positive relationships with supervisors. -Job satisfaction is most important with knowledge workers, not as important with workers that do simple tasks. -Managers create this environment o Stereotype – tendency to assign an individual to a group/broad category and then attribute widely held generalizations about the group/individual -Stereotyping prevents people from truly knowing someone. -Negative stereotypes may prevent talented employees from advancing o Halo effect – occurs when the perceivers develops a total impression of someone or something based on only one characteristic (can be positive or negative) -It blinds the perceiver from other characteristics so a complete assessment is hard to make Example: someone with good attendance is more responsible than someone who misses a lot of work. Could be true but manager must look at other characteristics to determine o Self-serving bias – people give themselves too much credit for what they do well and give external forces too much blame when they do fail -Example: manager says you don’t communicate well and you think your manager doesn’t listen well; the truth may actually be somewhere in between o Fundamental attribution error – when evaluating others, we tend to underestimate the influence of external factors and overestimate the influence of internal factors Example: person is promoted to CEO. People focus on characteristics of person that allowed them to get promoted. However the decision was probably heavily influenced by external factors such as business conditions creating a need for someone like that person who got promoted o Internal/external attributions – internal: characteristics of the person led to the behavior. Example: Susan missed the deadline because she is lazy. External: something about the situation caused the behavior. Example: Susan missed the deadline because she didn’t get the info she needed. o Extroversion : degree to which a person is outgoing, sociable, assertive, and comfortable with interpersonal relationships 1
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o Agreeableness : degree to which a person is able to get along with others by being good-natured, likable, cooperative, forgiving, understanding o Conscientiousness : degree to which a person is focused on few goals, thus behaving in ways that are responsible, dependable, persistent, and achievement- oriented o Emotional stability : degree to which a person is calm, enthusiastic, self-confident rather than tense, depressed, moody, insecure o Openness to experience : degree to which a person has a broad range of interests and is imaginative, creative, artistically sensitive, and willing to consider new ideas o Emotional intelligence : being in touch with your own feelings and the feelings of others o Self-awareness – being aware of what you are feeling. You can accurately assess
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  • Spring '17
  • Guolin Lai
  • Management, Interest, person, external environment, External organization environment

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