MGT 6500 Managing Individuals and Groups Instructor Chris

Announcements • You should have received individual feedback from the initial course survey. –

Objectives • Understand three different facets of job performance • Compare and contrast the

Job Performance • Task Performance (In-role Performance): One’s performance that is directly related to

Self-Concept • An individual’s self-perception of him/herself as a physical, social, and spiritual/moral being.

Self-Esteem • An overall affective evaluation about one’s own self-worth, value, or importance. Self-Esteem

Self-Efficacy • An individual’s perceptions of his/her ability to successfully perform a specific task.

Generalized Self-Efficacy • An individual’s perception of his/her ability to perform across a variety

Self-Monitoring • The extent to which an individual is aware of his/her own behavior

Locus of Control • An individual’s determination of their control over events that affect

Theory of Thin Slices • Thin slicing: The unconscious ability to find patterns and

Potential Problems in Personality Testing • Faking (Deceptive Impression Management) • Cheating • Illegal

KSAOs • Knowledge – The formally organized body of information (i. e. , facts

How KSAOs Affect Performance Ability Effort Job Performance Skill Other Knowledge

Intelligence • One’s capacity for constructive thinking, reasoning, and problem solving. General Mental Ability

Emotional Intelligence • The ability to understand control one’s own emotions, and constructively manage

Emotional Contagion Emotional Labor • The tendency of individuals to “catch, ” or be

Final Notes • Next Class: Thursday, September 7 – TOPIC: Values, Job Attitudes, and

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MGT 6500: Managing Individuals and Groups Instructor: Chris Hartwell Class 3 & 4: Individual Differences

Announcements • You should have received individual feedback from the initial course survey. – We will discuss some aggregated averages today for comparison.

Objectives • Understand three different facets of job performance • Compare and contrast the following terms: self-concept, selfesteem, self-efficacy, and self-monitoring. • Identify and describe the Big Five personality traits, and how they relate to job performance. • Understand internal and external locus of control. • Compare and contrast knowledge, skills, abilities, and other attributes (KSAOs) and how they each impact job performance. • Describe and understand general intelligence and emotional intelligence. • Discuss the practical significance of emotional contagion and emotional labor.

Job Performance • Task Performance (In-role Performance): One’s performance that is directly related to the job role and compensation. • Organizational Citizenship Behaviors (OCB): Behaviors that are beyond one’s formal job role and are not directly compensated. These behaviors positively affect the organization and/or other employees. • Counterproductive Work Behaviors (CWB): Behaviors that harm other employees and/or the organization.

Self-Concept • An individual’s self-perception of him/herself as a physical, social, and spiritual/moral being. Self-Concept

Self-Esteem • An overall affective evaluation about one’s own self-worth, value, or importance. Self-Esteem Self-Concept

Self-Efficacy • An individual’s perceptions of his/her ability to successfully perform a specific task. Self-Esteem Task-Specific Self-Efficacy Self-Concept

Generalized Self-Efficacy • An individual’s perception of his/her ability to perform across a variety of different situations. Self-Esteem Generalized Self-Efficacy Task-Specific Self-Efficacy Self-Concept

Self-Monitoring • The extent to which an individual is aware of his/her own behavior and adapts such behavior to the demands of the specific situation.

Locus of Control • An individual’s determination of their control over events that affect him/her. – Internal locus of control: A belief that one controls events him/herself – External locus of control: A believe that one does not control events • Internal Locus of Control Proactive Personality

Big Five Personality Traits

Theory of Thin Slices • Thin slicing: The unconscious ability to find patterns and draw valid conclusions based on small exposure to experience and/or information. – Marriage study: Increased negative emotions lead to increased likelihood of divorce – Bedroom study: Strangers observing a person’s dorm room could make valid personality interferences (Big 5)

Potential Problems in Personality Testing • Faking (Deceptive Impression Management) • Cheating • Illegal Discrimination – Adverse Impact

KSAOs • Knowledge – The formally organized body of information (i. e. , facts and procedures) • Skill – A specific capacity to physically accomplish a task • Ability – Broad and stable characteristic responsible for maximum mental or physical performance • Other attributes – Personal characteristics that do not fit the former categories

How KSAOs Affect Performance Ability Effort Job Performance Skill Other Knowledge

Intelligence • One’s capacity for constructive thinking, reasoning, and problem solving. General Mental Ability (g) Verbal Word Number Spatial Memory Task-specific cognitive abilities P. S. I. R.

Emotional Intelligence • The ability to understand control one’s own emotions, and constructively manage relationships with others. Emotional Intelligence Personal Competence Self-Awareness Self. Management Social Competence Social Awareness Relationship Management

Emotional Contagion Emotional Labor • The tendency of individuals to “catch, ” or be affected by, the emotions of others. • Displaying one emotion, while feeling a different emotion. • In organizations, employees manage emotions in accordance to defined rules and expectations. – This effect has been found with both positive and negative emotions. – Surface Acting: When the displayed emotion is at odds with the felt emotion. – Deep Acting: Where the felt emotion is changed to align with the displayed emotion.

Final Notes • Next Class: Thursday, September 7 – TOPIC: Values, Job Attitudes, and Job Performance