This document discusses several aspects of personality that are important in understanding human behavior in organizational settings. It covers individual differences such as general mental ability and the relatively stable characteristics that make up personality. It then discusses the Myers-Briggs Type Indicator personality assessment and some of its pros and cons. The document also examines the Big Five personality dimensions and how certain traits like extraversion, conscientiousness, and emotional stability can predict job performance. Additional topics covered include core self-evaluation, self-efficacy, locus of control, self-monitoring, proactive personality, affectivity, and emotional contagion.
We can describe the personality as follows.If it‘s simply defined Personality is the comparatively permanent set of psychological attributes that tell the difference one person from another
in this report we are going to discuss about what is personality and how does it affect to organization.there are many more factors to determids the personality they are
Genetic determinants
Physiological determinant
Psychological determinant
Social determinant
Cultural determinant
Further mbti method and the big fife model of personality method are used to describe the personality as two main principles. We describe 16 types of personalities in mbti method,but different from each other.
And we discuss five main factors on the big five model personality.they are
Extroversion
Agreeableness
Conscientiousness
Emotional stability
Openness to experience
Further we can also identify some personality traits as follows
NARCISSISM
Self monitoring
CORE SELF –EVALUATIONS
Risk taking
Machiavellianism
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Dr. Christine Chin-Sim of leverage4change.com will discuss the two mindsets that play out in our business interactions and how each can determine the success or demise of your business.
We can describe the personality as follows.If it‘s simply defined Personality is the comparatively permanent set of psychological attributes that tell the difference one person from another
in this report we are going to discuss about what is personality and how does it affect to organization.there are many more factors to determids the personality they are
Genetic determinants
Physiological determinant
Psychological determinant
Social determinant
Cultural determinant
Further mbti method and the big fife model of personality method are used to describe the personality as two main principles. We describe 16 types of personalities in mbti method,but different from each other.
And we discuss five main factors on the big five model personality.they are
Extroversion
Agreeableness
Conscientiousness
Emotional stability
Openness to experience
Further we can also identify some personality traits as follows
NARCISSISM
Self monitoring
CORE SELF –EVALUATIONS
Risk taking
Machiavellianism
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Dr. Christine Chin-Sim of leverage4change.com will discuss the two mindsets that play out in our business interactions and how each can determine the success or demise of your business.
Different personality types approach conflict in different ways. By understanding people’s personalities, you can understand their orientation to conflict. This session creates awareness of the four personality types and their likelihood of using certain ways of dealing with conflict.
Career Development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future. Career development is the series of activities or the on-going/lifelong process of developing one's career. It usually refers to managing one's career in an intra-organizational or inter-organizational scenario.
Book review by Dr. Balasandilyan - CEO of www.visionunlimited.in (Mobile 9840027810) - Pshychologist, Thought Leader, Transformation Coach - of the Book 'Your Erroneous Zones' for self enhancement.
It provide the quarter of EQ and how to develop Emotion Self-Awareness competence and Emotion Self Management. It also provide the process to utilize your negative emotion and the message they give you so that you can have a better choice.
Feedback training visuals toolbox presentationPeter Zvirinsky
Feedback training visuals toolbox - communication concepts diagrams and illustrations: Feedback definition
Types of feedback, written and verbal feedback, 360 degree feedback. Giving and receiving feedback
Feedback guidelines, good and bad feedback messages.
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables.
Different personality types approach conflict in different ways. By understanding people’s personalities, you can understand their orientation to conflict. This session creates awareness of the four personality types and their likelihood of using certain ways of dealing with conflict.
Career Development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future. Career development is the series of activities or the on-going/lifelong process of developing one's career. It usually refers to managing one's career in an intra-organizational or inter-organizational scenario.
Book review by Dr. Balasandilyan - CEO of www.visionunlimited.in (Mobile 9840027810) - Pshychologist, Thought Leader, Transformation Coach - of the Book 'Your Erroneous Zones' for self enhancement.
It provide the quarter of EQ and how to develop Emotion Self-Awareness competence and Emotion Self Management. It also provide the process to utilize your negative emotion and the message they give you so that you can have a better choice.
Feedback training visuals toolbox presentationPeter Zvirinsky
Feedback training visuals toolbox - communication concepts diagrams and illustrations: Feedback definition
Types of feedback, written and verbal feedback, 360 degree feedback. Giving and receiving feedback
Feedback guidelines, good and bad feedback messages.
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables.
People management skills_Interpersonal skills, Emotional Intelligence, Employee Engagement, Motivation and Conflict Resolution strategies and techniques
emotionalintelligence-160806062005 from slideshare Emotional Intelligence.pptxMichelleBenning2
EQ is the skill to recognize different emotions in yourself and the world around you and to interpret and use these emotions to enhance your quality of life.
EQ is a set of abilities that helps you manage your emotions and relate to others.
EQ is the ability to recognize your emotions, understand what they're telling you and realize how your emotions affect people around you.
EQ is the ability to understand and manage both your own emotions and those of the people around you.
• Introduction to the topic
• Seven factors to build up a relationship
• Locus of control
• Benefits of an internal locus control
• Managing the drawbacks of strong internal locus of control
• Tips for developing internal locus of control
• Learning to be : personal abilities
• Learning to live together – Interpersonal abilities
• Co-operative Interpersonal Behaviour working in a team
• Factors influencing faculty relationship
• Techniques for working together
• Negotiation and stages of Negotiation
• Being caring and empathetic
Mastery and Development of the five Emotional Intelligence (EQ) competencies - self awareness, self regulation, self motivation, empathy and social skills
Our Founder, Roy Larson spoke on the topic of "Bringing out the Best in People" and how this can increase production, and efficiency in your jobs. Our consultants apply this to their relationships with developers, stakeholders, clients, etc. to be a catalyst in projects and your organizations everyday performance.
Assignment Please follow instructions and no late work. You can a.docxbraycarissa250
Assignment: Please follow instructions and no late work. You can answer 1 to 2 sentences for each value and principle.
No Plagiarism. The Personal Values survey you will need is attached.
· After taking the Personal Values Survey and reflecting on your results, determine the three character traits for which you scored highest.
· Then, rephrase them as values that are relevant to you in your professional and personal life. For instance, if one of your strongest character traits is “critical thinking,” your value statement might be: “I value thinking critically about situations in my life.”
· For each of your top three values, identify three principles that emanate from each one (you will have a total of nine principles). For instance, if your value statement is “I value thinking critically about situations in my life,” your principle might be: “It is important to fully understand a situation before making a decision.”
· Finally, create a goal that aligns with a principle you have identified. For example, if your principle is, “It is important to fully understand a situation before making a decision,” then your goal might be: “Evaluate career opportunities in my city.”
WMBA 6000: Dynamic LeadershipPersonal Values Survey
Each of the value categories listed below represents both a value and a personality strength. For example, “wisdom and knowledge” are values that you may embrace and strive for in your life through formal education and through learning what you can from your colleagues and family. At the same time, these are also strengths that you might leverage in your relationships as well as in the workplace.
The items under each value category are similar in that they could be considered both strengths and values, but think of them predominantly as strengths when you complete this survey. Ask yourself: To what extent is each of these a part of my personality?
Address each of the questions below by circling the number that best applies. Use the following scale when choosing the number:
1 = Not part of my personality at all
2 = Slightly a part of my personality
3 = Somewhat a part of my personality
4 = Very much a part of my personality
5 = Completely a part of my personality
Personal Values Survey
Value 1—Wisdom and Knowledge: Cognitive strengths in this value category entail the acquisition and use of knowledge.
Creativity
1 2 3 4 5
Thinking of new ways to do things is a crucial part of who you are. You are never content with doing something the conventional way if a better way is possible.
Curiosity
1 2 3 4 5
You are curious about everything. You are always asking questions, and you find all subjects and topics fascinating. You like exploration and discovery.
Love of Learning
1 2 3 4 5
You love learning new things, whether in a class or on your own. You have always loved school, reading, and museums—anywhere and everywhere there is an opportunity to learn.
Open-Mindedness
1 2 3 4 5
You value judgment, c ...
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
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3. MANA3335
IndividualDifferences
General Mental Ability: innate cognitive
intelligence
• Single best predictor of work
performance across many occupations
and cultures
Personality: relatively stable set of
characteristics that influence individuals’
behavior
• Responsible for consistency in
behavior
• Influenced by both heredity (Genetics)
and environmental factors
8. MANA3335
EvaluatingtheMBTI
Pros:
• Understand the different
viewpoints of others
• Facilitate team building
• Appreciate diversity and
differences that difference can
enable success
• Helps managers develop
interpersonal skills
9. MANA3335
EvaluatingtheMBTI
Cons
• Is NOT reliable (classifications
change).
• Does NOT predict performance
(should not be used in selection)!
• People do not fit neatly into these
types.
• Does not capture all important
dimensions of personality.
10. MANA3335
Strong situation: Overwhelms the effects of individual personalities by providing
strong cues for appropriate behavior
Weak situation: Provides no cues to appropriate behavior and no rewards for any
particular behavior
12. MANA3335
TheBigFivePersonalityDimensions
Rememberacronym“OCEAN”or“CANOE”
Creative, curious, and cultured (rather than practical with
narrow interests)
1) Openness to experience
Calm, self-confident, secure (rather than insecure, anxious,
and depressed)
5) Neuroticism/Emotional stability
Hardworking, organized and dependable (rather than lazy,
irresponsible, and unreliable)
2) Conscientiousness
Cooperative, warm, soft-hearted (rather than cold,
disagreeable, and antagonistic)
4) Agreeableness
Outgoing, talkative, assertive, sociable (rather than reserved,
timid, and quiet)
3) Extraversion
Characteristics of a Person Scoring
Positively on the Dimension
Personality Dimension
14. MANA3335
Extravert Advantage?
Extraverts tend to emerge as
leaders in informal group settings
and also hired to top leadership
positions
'I've been in the room and had
directors express the concern –
"this person is such a strong
introvert, how will they really
lead?"‘
But not all successful leaders are
extroverted
In CEO Genome Project only half of
top performers were extroverted.
--- Why?
15. MANA3335
Core Self-evaluation (CSE)
and life success
• Self-esteem
• Self-efficacy
• Locus of control
• Emotional Stability
Individuals with high CSE:
• have better job performance
• are more satisfied in their work
• are better able to recover from job
loss
• are happier with life
16. MANA3335
Self-esteem
People with high self-esteem
• Have positive feelings about themselves
• Believe their strengths are more important
than their weaknesses
• Perform better and are more satisfied with
their jobs
People with low self-esteem
• View themselves negatively
• Are affected by what others think of them
• Compliment those who give them positive
feedback
• Cut down people who give them negative
feedback
17. MANA3335
GeneralSelf-efficacy
Person’s general belief that you are capable of
meeting job demands in a wide variety of
situations
• High - Employees are confident in job-related
abilities
• Low - Employees feel ineffective at work
18. MANA3335
TaskspecificSelf-Efficacy
International Work Assignment
• Have you done this (or something similar) before and been successful?
• What success or failure have others that you know experienced?
• Do you have support from others to accomplish this task? What do others
think about your chances for success and the importance or
worthwhileness of the task?
• If you succeeded in the task how would you feel? Is there anything
physically or emotionally preventing your from doing the task?
19. MANA3335
Effects of HIGH Self-Efficacy
Prior
Experience
Self-efficacy
beliefs
High
“I know I
can do this job”
Success
Select the best
opportunities
Manage the situation—
avoid or neutralize
obstacles
Set goals
Plan, prepare, practice
Try hard: persevere
Creatively solve
problems
Learn from setbacks
Visualize success
Behavior
Models
Persuasion
from Others
Physical/
emotional
state
20. MANA3335
Effects of LOW Self-Efficacy
Prior
Experience
Self-efficacy
beliefs
Low
“I don’t think
I can get the job
done”
Success
• Be passive
• Avoid difficult tasks
• Develop weak
aspirations and low
commitment
• Focus on personal
deficiencies
• Don’t even try
• Quit or become
discouraged
• Blame setbacks on
lack of ability or
bad luck
• Worry, experience
stress, become
depressed
• Think of excuses
Behavior
Models
Persuasion
from Others
Physical/
emotional
state
21. MANA3335
Self-Efficacy
Think of a task you want to do…
• Have you done this (or something similar) before and been successful?
• What success or failure have others that you know experienced?
• Do you have support from others to accomplish this task? What do others
think about your chances for success and the importance or
worthwhileness of the task?
• If you succeeded in the task how would you feel? Is there anything
physically or emotionally preventing your from doing the task?
1-21
22. MANA3335
Self-ReflectionAssessment
Choose A or B for each set :
a. Becoming a success is a matter of hard work; luck has little or nothing to do with it.
b. Getting a good job depends mainly on being in the right place at the right time.
a. The average citizen can have an influence in government decisions.
b. This world is run by the few people in power, and there is not much the little guy can do about it.
a. As far as world affairs are concerned, most of us are the victims of forces we neither understand
nor control.
b. By taking an active part in political and social affairs, people can control world events.
a. With enough effort we can wipe out political corruption.
b. It is difficult for people to have much control over the things politicians do in office.
23. MANA3335
Locusof
control
External Locus of Control:
One’s life outcomes
attributed to environmental
factors such as luck or fate
Internal Locus of Control:
Belief that one controls key
events and consequences in
one’s life
24. MANA3335
1. I find it hard to imitate the behavior of other people.
2. At parties and social gatherings, I do not attempt to do or say things that others will like.
3. I can only argue for ideas that I already believe.
4. I can make impromptu speeches even on topics about which I have almost no information.
5. In different situations and with different people, I often act like very different persons.
6. I am not particularly good at making other people like me.
7. I would not change my opinions (or the way I do things) in order to please others or win their favor.
8. I have trouble changing my behavior to suit different people and different situations.
9. I can look anyone in the eye and tell a lie with a straight face (if it is for a good cause).
10. I may deceive people by being friendly when I really dislike them.
T F
T F
T F
T F
T F
T F
T F
T F
T F
T F
Choose T or F for each statement:
25. MANA3335
Low self-monitors
• Pay less attention to situational cues,
instead act from internal states
• Behave consistently across situations
• Less likely to respond to work group norms
or supervisory feedback
Self-monitoring
Extent to which people base their behavior on cues from other people and situations
High self-monitors
• Pay attention to the behavior of other
people and behave accordingly
• Are less consistent in their behavior
• Demonstrate higher levels of managerial
self-awareness
27. MANA3335
_____ I enjoy promoting new ideas, even when others dismiss them.
_____ I am very good at discovering new opportunities.
_____ I try to make things happen, even when the odds are against me.
_____ I am constantly on the lookout for ways to do things better.
_____ I tend to go ahead and fix things that aren’t working rather than wait for others
to correct them.
_____ I tend to be a champion (lead supporter) for new ideas.
Rate the extent to which you agree or disagree with each statement (1-5).
Average your score.
28. MANA3335
Proactivepersonality
• Identify opportunities and
act on them
• Show initiative, take action,
and persevere till the
desired objective is achieved
• Positively related to job
performance, career
success, and job search
success
29. MANA3335
Affectivity
Indicate the extent to which you have felt this way over the past month:
1 = Very slightly/not at all, 2 = A little, 3 = Moderately, 4 = Quite a Bit, 5 = A lot
6. ______ Guilty
7. ______ Proud
8. ______ Irritable
9. ______ Inspired
10. ______ Nervous
1. _____ Interested
2. _____ Distressed
3. _____ Excited
4. _____ Upset
5. _____ Enthusiastic
30. MANA3335
• It is possible to be high on both
positive affectivity (PA) and
negative affectivity (NA)
• Moderately stable over time and
across situations
• Managers with high PA tend to
create more positive employee
experiences and culture.
• PA is also associated with creative
problem solving and is a resource
for coping with stress
• NA is associated with workplace
deviance and reduced productivity
Affect
32. MANA3335
______ 1. If someone I’m talking with begins to cry, I get teary-eyed.
______ 2. Being with a happy person picks me up when I’m feeling down.
______ 3. When someone smiles warmly at me, I smile back and feel warm inside.
______ 4. I get filled with sorrow when people talk about the death of their loved ones.
______ 5. I clench my jaws and my shoulders get tight when I see the angry faces on the news.
______ 6. When I look into the eyes of the one I love, my mind is filled with thoughts of romance.
______ 7. It irritates me to be around angry people.
______ 8. Watching the fearful faces of victims on the news makes me try to imagine how they
might be feeling.
______ 9. I melt when the one I love holds me close.
______ 10. I tense when overhearing an angry quarrel.
______ 11. Being around happy people fills my mind with happy thoughts.
______ 12. I sense my body responding when the one I love touches me.
______ 13. I notice myself getting tense when I’m around people who are stressed out.
______ 14. I cry at sad movies.
______ 15. Listening to the shrill screams of a terrified child in a dentist’s waiting room makes me
feel nervous.
4 - Always
3 - Often
2 - Rarely
1 - Never
36. MANA3335
JobSatisfaction
Pleasurable or positive emotional state resulting from the appraisal of one’s job
• Will be dissatisfied if:
• Poor and unsafe working conditions (hours worked, flexible schedule, work location)
• Poor relationships with supervisors and colleagues
• Insufficient pay and job security (pay, sick leave, vacation, benefits)
• Will be satisfied by:
• Challenging work, responsibility
• Opportunities for advancement and achievement
• Recognition, valued rewards
37. MANA3335
Activity
Basic Model of Job Satisfaction
• GENERAL WORKING CONDITIONS
• PAY AND PROMOTION POTENTIAL
• WORK RELATIONSHIPS
• USE OF SKILLS AND ABILITIES
• WORK ACTIVITIES
Millennials
OlderWorkers
WorkingParents
39. MANA3335
Attitude
Evaluating something with a degree
of favor or disfavor
• Affect: way we feel or
emotions we have about
something
• Behavioral intent: how we
plan to act or behave toward
something
• Cognition: thoughts or beliefs
we have about something
41. MANA3335
Attitude-behaviorcorrespondencerequirements
• Attitude specificity
• The more specific the attitude, the stronger is its link to behavior
• Attitude relevance
• Topic is of personal importance, stronger link to behavior
• Timing of measurement
• Shorter time between the attitude measurement and observed behavior, the
stronger the link
• Personality factors
• Weaker link between attitudes and behaviors for high self-monitors
• Social constraints
• Weaker link when social context provides information about acceptable attitudes
and behaviors
42. MANA3335
Cognitivedissonance
State of tension produced when an individual experiences conflict
between attitudes and behavior
BELIEF
BEHAVIOR
CHANGE
BELIEF
CHANGE
BEHAVIOR
RATIONALIZE
INCONSISTENCY
INCREASED
DISSONANCE
(DISCOMFORT)
REDUCED
DISSONANCE
(DISCOMFORT)
43. MANA3335
Attributiontheory
Individuals attempt to pinpoint the causes of their own and others’ behavior
• Internal source - Something within the individual’s control
• External source - Something outside the individual’s control