2: Personality, Attitudes, and Work Behaviors
- Page ID
- 24368
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)- 2.1: Chapter Introduction
- This page highlights the importance of individual characteristics—such as personality, values, and perception—in fostering effective teamwork within organizations. It emphasizes the significance of person-organization fit and how these factors influence management processes under the P-O-L-C framework. Recognizing these dynamics is essential for managers to improve organizational performance and cultivate positive employee attitudes, ultimately leading to effective leadership and management.
- 2.2: Case in Point: SAS Institute Invests in Employees
- This page discusses SAS Institute Inc., a leading software company recognized for its strong employee management practices, resulting in high loyalty and low turnover. With over 10,000 employees, the company promotes a positive work environment through unique perks and on-site healthcare. CEO Jim Goodnight commits to no layoffs during downturns, enhancing employee satisfaction and productivity.
- 2.3: Personality and Values
- This page discusses critical learning objectives regarding personality traits in organizational behavior, particularly the Big Five: openness, conscientiousness, extraversion, agreeableness, and neuroticism. It emphasizes the impact of these traits on job performance and employee management while acknowledging the influence of situational factors and job roles. High agreeableness and neuroticism can affect communication and career success, respectively.
- 2.4: Perception
- This page examines the biases in human perception—visual, self, and social—and their effects on behavior and decision-making in organizational contexts. It highlights concepts such as optical illusions, self-enhancement, false consensus, and selective perception, which can reinforce stereotypes and lead to misconceptions. The persistence of first impressions is also discussed.
- 2.5: Work Attitudes
- This page discusses the impact of work attitudes, specifically job satisfaction and organizational commitment, on employee behavior. Key influencing factors include job characteristics, relationships, and organizational justice. Companies can assess these attitudes using surveys and exit interviews, though predictions of actual behavior may vary.
- 2.6: The Interactionist Perspective: The Role of Fit
- This page discusses person-job fit and person-organization fit, highlighting their impact on job satisfaction and employee commitment. It illustrates how individual traits and situational factors affect workplace behavior, noting that proactive individuals may thrive in some roles but not others. The text emphasizes the importance of assessing these fits in hiring and the role of individual characteristics and organizational culture in performance.
- 2.7: Work Behaviors
- This page examines key workplace behaviors including job performance, organizational citizenship behaviors, absenteeism, and turnover. Job performance is influenced by mental ability and workplace treatment, while citizenship behaviors are driven by interpersonal relationships and job satisfaction. Age affects these behaviors, with older employees demonstrating better citizenship. Absenteeism and turnover, linked to health and job dissatisfaction, can be costly.
- 2.8: Developing Your Positive Attitude Skills
- This page outlines strategies to boost happiness and job satisfaction, emphasizing the importance of understanding personality traits, choosing the right job, nurturing relationships, and prioritizing job characteristics over salary. It advocates for proactivity in managing workplace stress and recognizing when to leave an unsatisfactory position.