MGMT 3000 Final

The sum total of ways in which an individual reacts to and interacts with others. Or the measurable traits a person exhibits.

• Extravert vs Introvert
• Sensing vs Intuitive
• Thinking vs Feeling
• Judging vs Perceiving

Individuals are outgoing, sociable, and assertive.

Quiet and shy.

These types are practical and prefer routine and order

They rely on unconscious processes and look at the "big picture"

These ones use reason and logic to handle problems

They rely on their personal values and emotions

Want control and prefer their world to be ordered and structured

Flexible and spontaneous

Extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience

Captures one's comfort level with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet.

Refers to an individual's propensity to defer to others. People who score high are cooperative, warm, and trusting. People who score low are cold, disagreeable, and antagonistic.

Is a measure of reliability. A high score = responsible, organized, dependable, and persistent. Those who score low are easily distracted, disorganized, and unreliable.

Often labeled by its converse, tneuroticism--taps a person's ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, andxious, depressed, and insecure.

Addresses one's range of interests and fascination with novelty. Extremely open people are creative, curoius, and artistically sensitive. Those at the other end of the oppenness category are conventional and find comfort in the familiar.

The degree to which people like or dislike themselves and whether they see themselves as capable and effective.

People who are positive like themselves and see themselves as effective, capable, and in control of their environment. Those with negative tend to dislike themselves, question their capabilities, and view themselves as powerless over their environment. Positive perform better because of ambition and commitment to goals.

Refers to an individual's ability to adjust his or her behavior to external, situational factors.

High levels show considerable adaptability in adjusting their behavior to external situational factors. They are highly sensitive to external cues and can behave differently in different situations. They are also capable of presenting striking contradictions between their public persona and their private self. Low cannot disguise themselves that way and tend to have consistent attitudes and behaviors in all situations. High levels have less commitment to organizations and have mobile careers with more promotions and higher performance ratings.

One side never suffers from a sense of time urgency with its accompanying impatience, and can relax without guilt, and so on. The other side is the opposite.

High = identify opportunities, show initiative, take action, and perservere until meaningful change occurs. They create positive change in their environment, regardless of or even in spite of constraints or obstacles.

Likely to act as change agents, challenge status quo or voice displeasure. As individuals they are more likely than others to achieve career success because they select, create, and influence work situations in their favor.

Veterans, Baby Boomers, Generation Xers, and Millennials.

Tend to be loyal to their employer and respectful to authority, hardworking, and practical.

They brought with them a large measure of the "hippie ethic" and distrust of authority. However, they place a great deal of emphasis on achievement and material success. They work hard and want to enjoy the fruits of their labors. Believe ends can justify means. Organizations are vehicles for careers. Sense of accomplishment and social recognition rank high with them.

Value flexibility, life options, and the achievement of job satisfaction. Family and relationships are very important. Skeptical of authority. Enjoy team-oriented work. Money is important indicator of career performance, but willing to trade off salary increases, titles, security, and promotions for increased leisure time and expanded lifestyle options. Less willing to make personal sacrifices for the sake of employers than previous generations.

Have high expectations and seek meaning in their work. Have life goals more oriented toward becoming rich and famous than do generation Xers. At ease with diversity and are the first generation to take technology for granted. Tend to be questioning, socially conscous, and entrepreneurial. Sometimes described as needy.

Power distance, Individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, and long-term vs short-term orientation.