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MGMT 4354 - Ch 3

Individual differences and perceptions
by

Laura Guerrero

on 14 April 2017

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Transcript of MGMT 4354 - Ch 3

Understanding people at work: Individual differences and perceptions
Dr. Laura Guerrero
In groups, explain and give examples
(1) values - terminal and instrumental
(2) self-monitoring AND proactive personality
(3) self-esteem AND self-efficacy
(4) locus of control
(5) positive and negative affectivity
In groups, explain and give an example
(1) perception
(2) self-enhancement bias AND self-effacement bias
(3) false consensus error
(4) stereotypes
(5) self-fulfilling prophecy AND selective perception
What are individual differences? Why do we study individual differences?
What is the interactionist perspective? What are the implications of considering this perspective?
How do individual differences and the interactionist perspective help us understand behavior in organizations?
What are P-O fit and P-J fit?
What is the assumption underlying the concept of fit?
How are these concepts valuable to organizations?
To individuals?
What are personality tests used for?
What is the assumption for the use of personality tests in hiring decisions?
What are some benefits of using personality tests?
What may be some problems related to this?

Why does perception matter for someone who wants to understand people working in organizations?
Why not consider objective reality instead of perceptions?

In groups, explain and give examples
(1) openness
(2) conscientiousness
(3) extroversion
(4) agreeableness
(5) neuroticism
What is personality?
What are your values? What do you value?
From Rokeach’s values, what are your top 3?
How does your life reflect your values?
How should it?
Do values predict behavior?

Work on your reflection paper 1
Full transcript