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| Process of selecting, organizing, and interpreting information in order to make sense of the world around us |
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Put yourself in boxes Categorization process - compare characteristics of our groups with other groups Homogenization process - similar traits within a group Differentiation process - develop less favorable images of epople in groups other than your own |
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| Process of assigning traits to people based on their membership in a social category |
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| perception that person's behavior is due to motivation/ability rather than sitution or fate |
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| Perception that behavior is due to situation or fate rather than the person |
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| Fundamental attribution error |
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Definition
| attributing own actions to external factors and other's actions to internal factors |
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Definition
| attributing our successes to internal factors and our failure to external factors |
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| self-fulling prophecy is strongest when |
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Definition
| at the beginning of the relationship, when several people have similar expectations about the person, employee has low rather than high past achievement |
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| believe other people do the same things or have the same attitudes as you |
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| Sensitivity to the feelings, thoughts, and situation of others |
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| Awareness of your values beliefs and prejudices; applying Johari Window |
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| relatively permanent change in behavior that occurs as a result or a person's interaction with the environment |
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| alter behavior to maximize positive and minimize adverse consequences |
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| ABC of behavior modification |
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Antecedents (what hpapens before behavior) Behavior (What the person says or does) Consequences (what happens after behavior) |
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| behavioral modeling, learning behavior consequences, self-reinforcement |
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| Kolb's Experiential Learning Model |
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Definition
| concrete experience, reflective observation, abstract conceptualization, active experimentation |
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Definition
| experiential learning in which employees, usually in teams, investigate and apply solutions to a situation that is both real and complex, with immediate relevance to the company |
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| Hollarnd's Occupational Choice Theory |
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| Career success (and work performance) depends on congruence between the person and work environment (particularly interest congruce) |
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| Realistic, investigative, Artistic, Social, Enterprising, Conventional |
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Phychological, behavioral, and physiological episodes experienced toward an object, person, or event that create a state of readiness (directed towards something or someone) |
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| A state of anxiety that occurs when an indivdual's beliefs, feelings and behaviors are inconsistent with one another |
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Definition
effort, planning and control needed to express organizationally desired emotions during interpersonal transactions (highest when job requires frequent and long duration desplay of emtions, displaying a variety of emotions, displaying more intense emotions) |
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Definition
conflict between true and required emotions potentially stressful with surface acting less stress through deep acting |
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| Ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others |
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| Model of Emotional Intelligence |
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Definition
Highest - Relationship Management (managing others emotions) Social Awareness (understanding and sensitivity to the feelings, thoughts, and situation of others Self-management (controlling or redirecting our internal states, impulses, and resources) Lowest - Self-awareness (understanding your own emotions, strenghts, weaknesses, values, and motives) |
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