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MARS model is.., it stands for ..
- a model showing important factors that influence behavior and performance
- motivation, ability, role perception, situational factors
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motivation
internal forces that affects direction, intensity and persistence of behavior
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ability
Natural aptitudes and learned capabilities, including intellectual and physical abilities
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dimensions of intellectual abilities
memory, spatial, number apititude, verbal comprehension, perceptual speed, reasoning
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competency
personal characteristics that lead to superior performance
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ways to acheive good person-job matching
- select qualified people
- training
- redesign the job
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ways to select qualified people
- selection test
- work sample
- ask workers to provide reference for past performances
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role perceptions
the extent to which workers understand the job duties assigned or expected of them
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role perception include..
- What tasks to perform
- Relative importance of tasks
- Preferred behaviors to accomplish tasks
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good role perceptions lead to..
- good guidance of direction of effort
- improve coordination among co-workers, suppliers and other stakeholders
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situational factors are..they include...
- Environmental conditions beyond the individual’s short-termcontrol that constrain or facilitate behavior
- time, people, budget, work facilities
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personality
the pattern of relatively enduring ways in which an individual reacts to and interact with the world around them
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personality traits
enduring characteristics that describe an individual's behavior
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personality determinants
- heredity(nature)
- environment(nurture)
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big five personality dimension
Conscientiousness, emotional stability, extroversion, agreeableness, openness to experience
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Conscientiousness
- reliable, responsible, organized, persistent
- predicts performance in almost all occupations/jobs
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emotional stability
- ability to withstand stress, calm, self confident, secure
- significant relationship with performance
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extroversion
- comfort level with relationships, sociable, assertive
- extroverts perform better in sales and managerial positions
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agreeableness
propensity to defer to others, trusting, warm, coorperative
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openness to experience
- range of interest and fascination of novelty, creative, curious, sensitive
- predicts performance in training
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Myers-Briggs Type Indicator
- Introversion – Extroversion
- Sensing – intuition
- Thinking – Feeling
- Perceiving - Judging
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caveats about personality testing
- inaccurate(fake answers)
- weak predictor of performance
- does not convey a favourable image of the company
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self-concepts
belief + evaluation
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complexity dimension of self-concept
consist of many categories
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clarity dimension of self-concept
self-concept that is clearly and confidently defined, internally consistent and stable across time
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consistency dimension of self-concept
similar personality traits and values are required across all aspects of self-concept
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people perform better when their self concept are clear and has many element(high complexity) that are compatible with each other(high consistency)
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social identity theory
explains self-concepts in terms of personal and social idenitity
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personal identity
defining ourselves in terms of things that make us unique in a situation
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social identity
defining ourselves in terms of groups to which we belong or have an emotional attachment
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self-enahancement
motivation to be valued
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effects of self enhancement
- better mental health
- recall positive feedback
- self-serving bias
- overconfidence and bad decisio making
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self veritfication
Motivation to verify and maintain our existing self-concept
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signs of Self-Verification
- reject inconsistent info and prefer consistent feedback
- interact mroe with those who affirm our self concepts
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components of self evaluation
- self esteem
- self efficacy
- locus of control
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self esteem
extent to which people like, respect and are satisfied with themselves
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self efficacy
person's belief that he or she can successfullyy complete a task
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locus of control
person's belief about the amount of control he or she has over their personal life events(people with internal locus of control have more positive evaluation)
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what aspects of social identity affect job performance
- self-efficacy
- locus of control
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values
- Stable, evaluative beliefs that guide our preferences
- serve as moral compass
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value system
hierarchy of values
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how values relates to self concepts
values partly define who we are as individuals and as members of groups with similar values
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Schwartz’s Values Model
- Openness to change(pursue innovative ways)
- conservation(preserve status quo)
- self-enhancement(self interest)
- self-transcendence(promote the welfare of others and nature)
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Habitual and conscious behavior
Habitual behavior usually consistent with values, but conscious behavior less so because values are abstract constructs that sounds good in theory but are less easily followed in practice
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Decisions and behaviors linked to values when...
- Mindful of our values
- Have logical reasons to apply values in that situation
- Situation does not interfere
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different levels of value congruence
- person-organization value congruence
- espoused-enacted value congruence
- organization-society value congruence
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espoused-enacted value congruence is important for leaders because..
incongruence undermine their perceived integrity
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pros and cons of incongruence
- pro: better decision-making(diverse values)
- cons: Incompatible decisions, Lower satisfaction and commitment, Increased stress and turnover
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Individualism
the degree that people value independence and personal uniqueness
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collectivism
- the degree that people value duty to group to which they belong and to group harmony
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power distance
the degree that people accept an unequal distribution of power in society
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uncertainty avoidance
The degree that people tolerate ambiguity (low) or feel threatened by ambiguity and uncertainty(high).
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Achievement-Nurturing orientation
The degree that people value assertiveness,competitiveness, and materialism (achievement)versus relationships and well-being of others(nurturing)
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ethics
Ethics: Study of values that determine whether actions are right or wrong and whether outcomes are good or bad
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utilitarianism
greatest good for greatest number of people
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individual rights
everyone has entitlements that let him or her act in a certain way
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distributive justice
people who are similar to each other should receive similar benefits and burdens
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what affect ethical conduct?
- moral intensity
- ethical sensitivity
- situational factors like training and culture
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what affect moral intensity(the degree to which an issue demands an application of ethical principle)
- Magnitude of consequences
- Social consensus
- Probability and nature of effect
- Temporal immediacy
- Proximity
- Concentration of effect
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ethical sensitivity
enables people to recognize the presence of an ethical issue and determine its importance
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ways to support ethical behavior
- creating ethical code of conduct
- ethics training
- ethics hotline
- culture of ethical decision making
- ethical conduct from top management
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