1 / 13

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

adonai
Download Presentation

Ch 3: Personality (cont.) & Abilities

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  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?

More Related