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WGU C484 Organizational Behavior and Leadership exam| 260 Questions and Answers | Verified.
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WGU C484 Organizational Behaviorand Leadership exam| 260 Questions
and Answers | Verified.
personality - -Enduring characteristics that describe an individual's behavior
-Heredity - -Factors determined at conception; one's biological, physiological, and
inherent psychological makeup
-personality traits - -Enduring characteristics that describe an individual's behavior
-Big Five model - -A personality assessment model that taps five basic dimensions
-extroversion - -A Big Five personality dimension describing someone who is sociable,
gregarious, and assertive
-agreeableness - -A Big Five personality dimension that describes someone who is
good-natured, cooperative, and trusting
-conscientiousness - -A Big Five personality dimension that describes someone who is
responsible, dependable, persistent, and organized
-emotional stability - -A Big Five personality dimension that characterizes someone as
calm, self-confident, secure (positive) versus nervous, depressed, and insecure
(negative)
-openness to experience - -A personality dimension that characterizes someone in
terms of imagination, sensitivity, and curiosity
-core self-evaluation - -Bottom-line conclusions individuals have about their
capabilities, competence, and worth as a person
-Machiavellianism - -The degree to which an individual is pragmatic, maintains
emotional distance, and believes that ends can justify means
-narcissism - -The tendency to be arrogant, have a grandiose sense of self-importance,
require excessive admiration, and have a sense of entitlement
-self-monitoring - -A personality trait that measures an individual's ability to adjust his
or her behavior to external, situational factors
-proactive personality - -People who identify opportunities, show initiative, take action,
and persevere until meaningful change occurs
, -Other-orientation - -A personality trait that reflects the extent to which decisions are
affected by social influences and concerns vs. our own well-being and outcomes
-values - -Basic convictions that a specific mode of conduct or end-state of existence is
personally or socially preferable to an opposite or converse mode of conduct or end-
state of existence (content & intensity)
-value system - -A hierarchy based on a ranking of an individual's values in terms of
their intensity
-terminal values - -Desirable end-states of existence; the goals a person would like to
achieve during his or her lifetime
-instrumental values - -Preferable modes of behavior or means of achieving one's
terminal values
-personality-job fit theory - -A theory that identifies six personality types and proposes
that the fit between personality type and occupational environment determines
satisfaction and turnover
-person-organization fit - -Argues that people are attracted to and selected by
organizations that match their values, and they leave organizations that are not
compatible with their personalities
-power distance - -A national culture attribute that describes the extent to which a
society accepts that power in institutions and organizations is distributed unequally
-masculinity - -A national culture attribute that describes the extent to which the
culture favors traditional masculine work roles of achievement, power, and control.
Societal values are characterized by assertiveness and materialism.
-femininity - -A national culture attribute that indicates little differentiation between
male and female roles; a high rating indicates that women are treated as the equals of
men in all aspects of the society.
-uncertainty avoidance - -A national culture attribute that describes the extent to which
a society feels threatened by uncertain and ambiguous situations and tries to avoid
them.
-long-term orientation - -A national culture attribute that emphasizes the future, thrift,
and persistence
-short-term orientation - -A national culture attribute that emphasizes the past and
present, respect for tradition, and fulfillment of social obligations
-perception - -A process by which individuals organize and interpret their sensory
impressions in order to give meaning to their environment
, -perceiver, situation, target - -The factors in these three areas influence perception
-attribution theory - -An attempt to determine whether an individual's behavior is
internally or externally caused
-internally caused - -Behaviors are those we believe to be under the personal control of
the individual
-externally caused - -Behaviors that we imagine the situation forced the individual to
do
-Distinctiveness - -Term for whether an individual displays different behaviors in
different situations
-consensus - -Term for when everyone who faces a similar situation responds/behaves
in the same way
-consistency - -Term for when a person responds/behaves the same way over time
-fundamental attribution error - -The tendency to underestimate the influence of
external factors and overestimate the influence of internal factors when making
judgments about the behavior of others
-self-serving bias - -The tendency for individuals to attribute their own successes to
internal factors and put the blame for failures on external factors
-selective perception - -The tendency to selectively interpret what one sees on the basis
of one's interests, background, experience, and attitudes
-halo effect - -The tendency to draw a general impression about an individual on the
basis of a single characteristic
-contrast effect - -Evaluation of a person's characteristics that is affected by
comparisons with other people recently encountered who rank higher or lower on the
same characteristics
-stereotyping - -Judging someone on the basis of one's perception of the group to
which that person belongs
-self-fulfilling prophecy - -A situation in which a person inaccurately perceives a second
person, and the resulting expectations cause the second person to behave in ways
consistent with the original perception (aka Pygmalion effect)
-rational - -Characterized by making consistent, value-maximizing choices within
specified constraints
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