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HROB 3100 Study Guide - Midterm Guide: Descriptive Knowledge, Neuroticism, Jargon

Human Resources and Organizational Behaviour
Course Code
HROB 3100
Jamie Gruman
Study Guide

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HROB3100 – Midterm Notes (Chapter 1-4)
Week 1 – January 13th
Lecture 1 – Personal Awareness
The Johari Window
The blind quadrant is key b/c if you learn about these
characteristics it will help in character development
Platinum Rule
Treat other people the way they want to be treated
Better than the ‘Golden Rule’
Not everyone is like you and all your employees are different (cater your management style)
Different Kinds of Critical Thinking
Aspects of Intellectual Ability Self-Esteem (Worth)
Self (Confidence)
Generation Y in the Workplace
Trait Change  Evidence in the Workplace
Need for social approval down  casual dress,
less formality
Self esteem and narcissism up  higher
expectations fulfillment
Locus of control more external Not taking
responsibility for success/failure
Anxiety and depression up  Stress levels up
Women more agentic and assertive  More
female workers in more powerful positions
Big 5 Personality Factors (OCEAN)
Openness to Experience
What is Personality?

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Phenomenological approach suggests that personality can be understood as the habitual ways people
construe events and situations
Emotional Intelligence
Emotional intelligence is the ability
(1) To perceive emotions,
(2) Access and generate emotions to assist thoughts,
(3) Understand emotions and emotional knowledge,
(4) To regulate emotions reflectively to promote emotional and intellectual growth
I have a good sense of why I have certain feelings most of the time
I have a good understanding of my own emotions
I really understand what I feel
I always know whether or not I am happy
I am able to control my temper and handle difficulties
I am quite capable of controlling my own emotions
I can always calm down quickly when I’m very angry
I have good control of my own emotions
Social Awareness
I always know my friends’ emotions from their behaviour
I am a good observer of others emotions
I am sensitive to the feelings and emotions of others
I have good understanding of the emotions of people around
“The 4 Keys” of Great Managers
When selecting someone, select for talent NOT experience, intelligence or determination
When setting expectation, define the right outcome NOT the right steps
When motivating someone, focus on the strengths NOT the weaknesses
When developing someone, help them find the right fit NOT the net rung on the ladder
Different Forms of Knowledge
Explicit Knowledge – knowledge that is transmittable in formal, systematic language (declarative
Tacit Knowledge – has a personal quality; it is deeply rooted in action, commitment and involvement in
a specific context (procedural knowledge)
Textbook: Chapter 1 – Developing Self-Awareness
The Enigma of Self-Awareness
Connection between ones self-concept and ones feelings about others—“hatred against one self is
inseparable from hatred against others.”

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Self-Awareness and self-acceptance are prerequisites for psychological health, personal growth and the
ability to know and accept others
Those who are MORE self-aware are healthier, perform better in managerial and leadership roles and are
more productive at work.
Self-knowledge is often avoided to protect self-esteem/self-respect; possibilities can be negative or lead
to feelings of inferiority, weakness, evilness or shame—help you understand your own taken-for-granted
assumptions, trigger points, sensitive lines, comfort zone, strengths and weaknesses, etc.
Best is to be completely honest at all times—continuously search for information about the self and
desire for self-improvement
The Sensitive Line
Definition: a concept that refers to the point at which an individual becomes defensive or protective
when encountering information about themselves that in inconsistent with their self-concept or when
encountering pressure to alter their behaviour
Threat-Rigidity Response – when individuals are threatened, they encounter uncomfortable
information or when uncertainty is created they tend to become rigid; protect themselves and become risk
How can increased self-knowledge and personal change ever occur?—1. Information is verifiable,
predictable and controllable is less likely to cross the ‘sensitive line than information w/o those
characteristics—if individual can test validity, is expected, some control over what, when, and how much
information is received = more likely to be heard and accepted. 2. Self-Disclosure; involving others in your
pursuit of self-understanding
(1) To help you better understand your own uniqueness as an individual—to become better equipped to
manager yourself
(2) to help you diagnose, value, and utilize the differences you find in other people
Emotional intelligence and interpersonal maturity
Differences – help us understand potential sources of misunderstanding between people and give us
clues for how we can work together more effectively (HELPFUL)
Distinctions – create social barriers between people for the express purpose of creating (or reinforcing)
advantages or disadvantages (HURTFUL)
Important Areas of Self-Awareness
There are numerous but there is a focus of 5 that are critical in developing successful management and
predictors of various aspects of effective managerial
performance—achieving life success, perofrming effectively in
teams, competent in decision making, life-long learning and
development, creativity, communication competency, job
satisfaction and job performance
Emotional Intelligence – ability to mange oneself to
manage relationship with others (twice as important than
cognitive intelligence and expertise) (EMOTIONAL
Personal Value – core of dynamics of behaviour and play
so large a part of unifying personality; identify an individuals
basic standards about what is good and bad, worthwhile and
worthless, desirable and undesirable, true and false, moral and immoral.
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