MGMT 301 Chapter 3 Personality, Attitudes, and Work Behaviors

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Match terms to their definitions and examples.

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Gettin Kiioed

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MGMT 301 Chapter 3 Personality, Attitudes, and Work Behaviors


MGMT 301 Chapter 3 Personality, Attitudes, and Work BehaviorsVersión en línea Match terms to their definitions and examples. por Gettin Kiioed 1 Set 1: Big Five Traits 2 Set 2: Values Meanings 3 Set 3: Values & Career Fit Examples 4 Set 4: Person-Environment Fit 5 Set 5: Justice, Trust, Psychological Contract 6 Set 6: Tracking Work Attitudes 7 Set 7: Work Attitudes Basics 8 Set 8: Job Satisfaction vs Commitment 9 Set 9: Work Behaviors 10 Set 10: Perception Biases 11 Set 11: Positive Attitude Skills Openness → Curious, original, creative, open to new ideas Conscientiousness → Organized, systematic, achievement oriented, dependable Extraversion → Outgoing, talkative, sociable Agreeableness → Affable, tolerant, trusting, kind Neuroticism → Anxious, irritable, temperamental Achievement → Desire for personal success Benevolence → Desire to protect the well-being of those close to oneself Conformity → Motivation through self-discipline and obedience to the will of others Hedonism → Desire for pleasure in life Power → Desire for control over others, authority, prestige Security → Desire for safety and stability Self-direction → Desire to be free and independent Stimulation → Desire for an exciting life Tradition → Acceptance of social customs and traditional ideas in society Achievement → Sales roles using commissions Benevolence → Brand promise focused on protection and care Conformity → Military careers Hedonism → Gambling and nightlife focused on pleasure and entertainment Power → Fashion industry where status and influence matter Security → Firefighters and police, protecting and serving Self-direction → Academic research and independent inquiry Stimulation → Adventure travel or high-adrenaline careers Tradition → Event planning tied to social customs and traditions Person-organization fit → Match between a person’s personality, values, and goals and the organization’s characteristics Person-job fit → Match between a person’s knowledge, skills, abilities, other characteristics and job demands KSAO → Knowledge, skills, abilities, other characteristics Good fit is jointly determined → Fit is shaped by both the individual and the situation, not just one side Procedural justice → Fairness in the way policies and processes are carried out Distributive justice → Fairness in allocation of resources, compensation, and benefits Interactional justice → Fairness in being treated with dignity and respect Trust → A foundation of working relationships that is easy to break and hard to repair Psychological contract → Unspoken, informal understanding of mutual contributions and returns Attitude surveys → Tracks work attitudes, works best when confidential, depends on management credibility Exit interviews → Meeting with departing internal guest, can reveal improvement opportunities when done well Attitude → Opinions, beliefs, and feelings about aspects of our environment How attitudes show up at work → Communicated consciously or unconsciously in speech and body language Job satisfaction → Feelings people have toward their job Organizational commitment → Emotional attachment people have toward their organization Job performance → Performance of duties listed in one’s job description Organizational citizenship behaviors (OCB) → Voluntary behaviors that help others and benefit the organization False consensus error → Overestimating how similar others are to you Stereotypes → Generalizations based on group characteristics applied to individuals Self-fulfilling prophecy → An expectation leads to behaviors that make the expectation come true Leverage your Big Five traits → Use your strengths intentionally to work smarter and reduce friction Find a job and company that fit → Choose environments aligned with your values and working style Get accurate information before accepting a job → Clarify expectations early to reduce surprises Develop good relationships at work → Build support, trust, and day-to-day resilience Pay attention to job characteristics, not just pay → Consider autonomy, meaning, workload, growth, and recognition Be proactive in managing organizational life → Navigate systems intentionally instead of reacting to them Know when to leave → Recognize when staying is costing you too much

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MGMT 301 Chapter 3 Personality, Attitudes, and Work Behaviors

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MGMT 301 Chapter 3 Personality, Attitudes, and Work BehaviorsVersión en línea

por Gettin Kiioed

Set 1: Big Five Traits

Set 2: Values Meanings

Set 3: Values & Career Fit Examples

Set 4: Person-Environment Fit

Set 5: Justice, Trust, Psychological Contract

Set 6: Tracking Work Attitudes

Set 7: Work Attitudes Basics

Set 8: Job Satisfaction vs Commitment

Set 9: Work Behaviors

Set 10: Perception Biases

Set 11: Positive Attitude Skills