Class Notes (1,100,000)
CA (640,000)
UTSC (30,000)
Lecture 7

MGHB02H3 Lecture Notes - Lecture 7: Conscientiousness, Job Performance, Type A And Type B Personality Theory


Department
Management
Course Code
MGHB02H3
Professor
Brian Connelly
Lecture
7

This preview shows page 1. to view the full 5 pages of the document.
February 14, 2017 Lecture 7: Personality, Values, and Diversity
Two types of personality traits
o Broad, general traits
General tendencies of thinking, feeling, and behaving
Comprehensive across most personality traits
Basic building blocks of personality
o Narrow, specific traits
Narrow set of behaviours
Derived to predicts a particular set of behaviours
Neurotic vs. emotional stability
o Neuroticism
Negative emotionality, anxious, emotional
o Emotionally stable
Self-esteem is high, calm, poised, secure
Introverted vs. extraverted
o Extraverts
Outgoing, dont have problem speaking up, assertive
o Introvert
Reserved, quiet
Traditional vs. open
o Traditional
Likes what they know, don’t want to try anything new
o Open
Trying new stuff, like variety
Surly vs. agreeable
o Surly
Insensitive, stubborn, not cooperative
o Agreeable
Friendly, lovable, aggregable, empathic
Casualness vs. conscientiousness
find more resources at oneclass.com
find more resources at oneclass.com
You're Reading a Preview

Unlock to view full version

Only page 1 are available for preview. Some parts have been intentionally blurred.

o Conscientiousness
Motivated, dependable
o Casualness
Carefree, disorganized
Important narrow trait
o Locus of control: how much people believe they are in control of
what happens to their life
Internal locus of control: more effective on job, believe they
are in control of what happens
External locus of control: believe the environment controls
them
o Self-esteem
Important for dealing with stressful situation
High: can take negative feedback better
o Type A personality
Anxious, strong sense of motivation, predictor of stress and
health (more likely to have heart attack)
o Self-monitoring
Some people don’t change themselves depending on who
they are with
High self-monitor: change personality based on setting/
people they are with
Low self-monitor: don’t change personality based on who
they are with
People who are more conscientious are better performers on the job
o Predictors across job
Emotional stability: need to be emotionally stable on job
Only we know how we feel
o We have lots of self-serving bias
o Job performance: other people are better at predicting our
performance
o Friends and family do just about as well as work colleagues
Faking on personality tests
o Three main questions
Can applicants fake
Yes, a lot
Do applicants fake
Maybe for some jobs, but probably not as often as
thought of
Can we “catch” fakers
find more resources at oneclass.com
find more resources at oneclass.com
You're Reading a Preview

Unlock to view full version