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Chapter 3 Notes

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vela.aromaticaa
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© © All Rights Reserved
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CHAPTER 3: Individuals Differences

INDIVIDUAL DIFFERENCES: Personal attributes vary from one person to


another. differences make a person unique.
THE CONCEPT OF FIT
1. Person-Job Fit: The degree of match between an individual’s skills,
abilities, and interest and the demands, rewards, and opportunities
of a specific job.

2. Person-Group Fit: The compatibility between individuals and their


workgroups. Refers to a person possessing the requisite knowledge,
skills, and abilities to meet job demands.

3. Person-Organization Fit: It refers to how aligned a person’s core


values, beliefs, ethics and purpose are to those of the
organization they work for.

4. Person-Vocation Fit: The congruence between individuals’ interests


and abilities and the characteristics and requirements of their
vocation.
REALISTIC JOB PREVIEWS: Provides a potential employee with an honest and
comprehensive view of what a job entails. It includes details about both
positive aspects and the challenges of the role. An effective RJP helps
candidates make informed decisions and can lead to better job
satisfaction and retention by aligning expectations with reality.

PERSONALITY: The relatively stable set of psychological attributes that


distinguish one person from another.

THE BIG FIVE FRAMEWORK


Agreeableness: Measured traits related to kindness, empathy, and
cooperation.
Conscientiousness: Reflects a person’ s degree of organization,
dependability, and discipline.
Neuroticism: Describes emotional stability and the tendency to
experience negative emotions
Extraversion: Indicates how outgoing, energetic, and sociable someone
is.
Openness: Involves curiosity, creativity, and a preference for novelty
and variety.

THE MYERS-BRIGGS FRAMEWORK


1. Extraversion (I)/ Introversion (E):
Focus of attention.
Extraversion: Prefers interaction with the external world and people.
Introversion: Prefers solitude and reflection.
2. Sensing (S)/ Intuition (N):
Information processing.
Sensing: Focuses on concrete, factual information.
Intuition: Prefer abstract concepts and patterns.
3. Thinking (T)/ Feeling (F):
Decision-making.
Thinking: Makes decisions based on logic and objective criteria.
Feeling: Makes decisions based on personal values and the impact on
others.
4. Judging (J)/ Perceiving (P):
Approach to the extend world.
Judging: Prefers structure, plans, and decisiveness.
Perceiving: Prefers flexibility, spontaneity, and keeping options open.

OTHER IMPORTANT PERSONAL TRAITS


1. Locus of control: The extent to which one believes one’s
circumstances are a function of either one’s own actions or of
external factors beyond one’s control.
2. Authoritarianism: The belief that power and status differences are
appropriate within hierarchical social systems such as
organization.
3. Machiavellism. The term used to describe behavior directed at
gaining power and controlling the behavior of others. More
Machiavellinism individuals tend to be rational and unemotional,
may be willing to lie to attain their personal goals, put little
emphasis on loyalty and friendship, and enjoy manipulating other’s
behavior.
4. Tolerance for Risk and Ambiguity. Propensity for risk is the
degree to which a person is comfortable accepting risk and is
willing to take chances and to make risky decisions. Tolerance
for ambiguity reflects the tendency to view ambiguities as
situations as either threatening or desirable. Intolerance for
ambiguity reflects a tendency to perceive or interpret vague,
incomplete, or fragmented information, or information with
multiple, inconsistent, or contradictory meanings as an actual or
potential source of psychological discomfort or threat.
5. Type A and Type B Traits. Type A personality is impatient,
competitive, ambitious, and uptight. Type B personality is more
relaxed and easygoing and less overtly competitive than Type A.
6. The Bullying Personality. Workplace bullying is a repeated
mistreatment of another employee through verbal abuse, conduct that
is threatening, humiliating or intimidating, or sabotage that
interferes with the other person’s work.

Intelligence
General mental ability is the capacity to rapidly and fluidly
acquire, process and apply information. It involves reasoning,
remembering, understanding, and problem-solving.
Information processing capacity involves the way individuals
process and organize information. It helps to explain differences
between experts and novices on task learning and performance, as experts
process and organize information more efficiently and accurately than
novices.

Theory of Multiple Intelligence


Types of Intelligence:
1. Bodily-Kinesthetic
2. Interpersonal
3. Intrapersonal
4. Linguistic
5. Logical-Mathematical
6. Musical
7. Spatial-Visual

Learning Style refers to individual differences and preferences in


how we process information while problem-solving, learning, or
engaging in similar activities.
Sensory Modality is a system that interacts with the environment
through one of the basic senses:
• Visual: learning by seeing
• Auditory: learning by hearing
• Tactile: learning by touching
• Kinesthetic: Learning by doing

Learning Style Inventory


1. Convergers depend primarily on active experimentation and abstract
conceptualization to learn
2. Divergers depend primarily on concrete experience and reflective
observation
3. Assimilators depend on abstract conceptualization and reflective
observation
4. Accommodators rely mainly on active experimentation and concrete
experiences and focus on risk taking, opportunity seeking, and
action.

Learning Style Orientations


1. Discovery learning
2. Experiential Learning
3. Observational learning
4. Structured learning
5. Group learning

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