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Ch 3: Personality (cont.) & Abilities

Ch 3: Personality (cont.) & Abilities. Part 2: Feb 1, 2007 Note: there is some overlap of first slides w/Part 1 material not covered on 1/30. Other Personality Constructs. Positive/Negative Affectivity (PA/NA) – stable mood Strong relationship with job satisfaction

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Ch 3: Personality (cont.) & Abilities

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  1. Ch 3: Personality (cont.) & Abilities Part 2: Feb 1, 2007 Note: there is some overlap of first slides w/Part 1 material not covered on 1/30

  2. Other Personality Constructs • Positive/Negative Affectivity (PA/NA) – stable mood • Strong relationship with job satisfaction • Is there such a construct as group affect? • Self-monitoring – what is it? • how is it linked w/leadership?

  3. (cont.) • Self-efficacy – beliefs about your abilities to perform tasks • How does it develop? 2 sources – • What is it related to? • Machiavellianism – manipulate others to get ahead

  4. Abilities • Capacity to perform a task • Intellectual abilities • Cognitive ability (g): general intelligence, reasoning • Traditionally most importance placed on this (IQ tests) • Highly related to job perf • Practical Intelligence – devise effective ways to get things done

  5. Will ‘g’ & conscientiousness do the job? • Focus on precise matching of applicant abilities w/those required by job? • Or focus on conscientiousness & ‘g’? • Distinguish between dependent variables used in studies • In past, focused on ? • Current focus shifting to ? • Final choice of which to use may depend on…

  6. When to focus on g & cons. • Focus on g & cons when… • 1) • 2) • 3) • 4) • Otherwise focus on precise matching of skills with job

  7. Emotional Intelligence • Popular in recent research on people skills • Goleman – “EQ” as opposed to IQ • Regulate your emotions and influence others’ emotions • 4 basic dimensions based on this

  8. EI Dimensions

  9. EI Dimensions (cont.) • Self-awareness: • Aware of what you’re feeling • Self-confident • Self-management: • Conscientious, achievement-oriented • Can regulate distress, anxiety

  10. EI Dimensions (cont.) • Social Awareness • Empathy (aware of others’ emotions) • Political insight in workplace • Relationship Management • Builds on other 3 domains • Bolster others’ abilities • Good communication, conflict mgmt, ‘visionary leadership’

  11. Is EI related to perf? • Goleman’s research • “Tipping point” – what is it? • What predicts success of high-level leaders? • Criticisms of Goleman’s model – • 1) • 2)

  12. Recent debate over EI • Locke’s position • Our ability to monitor emotions doesn’t require a special kind of intelligence • The concept is so broad that it’s useless • Motivation of political egalitarianism? • Ashkanasy & Daus • Outdated view that emotion isn’t relevant to orb behavior

  13. Too much EI? • Negative aspects of too much EI? • Elfenbein (’02) study of nonverbal eavesdropping (soc aware?) • How might this become negative? • Cautions against using EI measures for all jobs – • Examples?

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