Please answer the following question pertaining to psychology. Inc.docx

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Please answer the following question pertaining to psychology. Include references/cites at least 175 words each question. 1. 12 Despite much effort, a definition of personality has been elusive. Why do you think this is the case? How does this influence the relationship between personality theory and personality assessment? 13 What are the differences in test construction between the Minnesota Multiphasic Personality Inventory (MMPI) and the NEO Personality Inventory? Which do you think is more valid? Explain your responses. 16 How are assessments used in the workplace? How can assessments be misused in the workplace? Analyze the relationship between the major theories of personality and assessments of personality. Evaluate the strengths and weaknesses of personality assessment methods. Describe the application of psychological assessments in the workplace. .

Education

Mission, Vision, Values Exercise Week 2 Due Wednesday 9/26/18 A mission statement defines one’s purpose for existing. It describes the current existence if an organization/individual. Answer the following questions to develop your mission statement: 1. What is my purpose in my life/profession? 2. What is unique or distinctive about what I can bring to my profession? 3. What philosophical issues, personal values, and priorities are important to my profession? A vision statement refers to what one sees as its ideal future state. It articulates goals for the future existence of an organization/individual. Answer the following questions to develop your vision statement: 1. What makes the HIM profession unique? 2. What inspires you to succeed every day? 3. What are your hopes for your professional path? A values statement reflects the social and cultural beliefs of an organization/individual. Answer the following question to develop your values statement: 1. What are your core values? 2. How do your core values align with the Benedictine Values? References Gonzalez, N. (2017, November). Build a leadership vision. Strategic Finance, 22-24. Morrisey, G.L. (1992). Your personal mission statement: A foundation for your future. Training & Development, 46(11), 71-74. Oachs, P., & Watters, A. (2016). Health information management: Concepts, principles & practice (5th Ed.). Chicago: American Health Information Management Association. 1-1 Copyright © 2017 Pearson Education, Inc. Welcome to this Organizational Behavior course that uses the 17th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life. 1 Attitudes and Job Satisfaction 3 Copyright © 2017 Pearson Education, Inc. Chapter 3: Attitudes and Job Satisfaction 2 Learning Objectives Contrast the three components of an attitude. Summarize the relationship between attitudes and behavior. Compare the major job attitudes. Define job satisfaction. Summarize the main causes of job satisfaction. Identify three outcomes of job satisfaction. Identify four employee responses to dissatisfaction. 3-3 Copyright © 2017 Pearson Education, Inc. After studying this chapter, you should be able to: Contrast the three components of an attitude. Summarize the relationship between attitudes and behavior. Compare the major job attitudes. Define job satisfaction. Summarize the main causes of job satisfaction. Identify three outcomes of job satisfaction. Identify four employee responses to dissatisfaction. 3 Contrast the Three Components of an Attitude Attitudes are evaluative statements—either favorable or unfavorable—about objects, people, or.

Organizational Behavior15th EdPersonality and ValuesCopy.docx

hopeaustin33688

Organizational Behavior 15th Ed Personality and Values Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 5-1 Robbins and Judge Chapter 5 Chapter 5 introduces us the the concepts of personality and values and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice. Here we will see the results of study and new applications to help make the work place more successful. 1 Chapter 5 Learning Objectives After studying this chapter you should be able to: Define personality, describe how it is measured, and explain the factors that determine an individual’s personality. Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses. Identify the key traits in the Big Five personality model. Demonstrate how the Big Five traits predict behavior at work. Identify other personality traits relevant to OB. Define values, demonstrate the importance of values, and contrast terminal and instrumental values. Compare generational differences in values and identify the dominant values in today’s workforce. Identify Hofstede’s five value dimensions of national culture Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 5-2 We begin this chapter with a definition of the seven learning objectives defined for chapter’s contents. We will discuss each of these in some detail. 2 Define personality, describe how it is measured, and explain the factors that determine an individual’s personality Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 5-3 LO 1 Personality is a dynamic concept describing the growth and development of a person’s whole psychological system; It looks at some aggregate whole that is greater than the sum of the parts. Defining Personality Personality as the sum total of ways in which an individual reacts to and interacts with others. We begin by defining personality. This is a concept that has a lot of preconceived ideas in people. So we want to ensure we are all using the same basic definition to describe a very complex topic. Personality is a dynamic concept, meaning it is changing all the time, an that is is the total of growth and development of a psychological system for the individual. This suggests it includes all of the components of the psyche and their aggregate becomes greater than any of the parts. So the text definition is that personality if the sum total of ways in which an individual reacts to and interacts with others. 3 Define personality, describe how it is measured, and explain the factors that determine an individual’s personality Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 5-4 LO 1 Managers can use personality tests because they are useful in hiring decisions and help managers forecast who is best for a job. The most common means of measuring personality is through self-report surveys. Observer-ratings surv.

The Leadership Athlete: Leveraging Emotional Intelligence to Win in Business

Careerminds

Course TextbookAnderson, L., & Bolt, S. (2011). Professionalism.docx

faithxdunce63732

Course Textbook Anderson, L., & Bolt, S. (2011). Professionalism: Skills for workplace success (2nd ed.). Upper Saddle River, NJ: Prentice Hall. Part A Question 1 Who should decide your personal goals for you? Parents You Friends Co-workers Question 2 A strong belief or attitude is typically directly related to: values and personality. mentors and values. personalities and values. work performances and mentors. Question 3 The locus of control theory identifies who you think controls your future. An individual with an internal locus of control believes which of the following? He or she controls his or her own future. He or she believes that others control his or her future. A person's future is controlled after the age of 20. A person's future is never controlled. Question 4 Long-term goals are typically set for: one to two years. three to five years. five to ten years. ten to twenty years. Question 5 When creating a life plan, what aspects of your life should you consider? Food, personal, and career Education, career, and food Career, education, and food Personal, career, and education Question 6 Tactile refers to which of the following learning styles? Visual Intrinsic Auditory Kinesthetic Question 7 A person's belief of how he or she is viewed by others is referred to as: high self-esteem. short-term goals. self-image. attitude. Question 8 An auditory learner needing assistance with directions to a particular location would want a person to provide instruction by: showing him or her some visible map. telling him or her how to follow the simplest directions. allowing him or her to write down the directions. showing him or her some type of diagram. Question 9 Individuals with an external locus of control believe: they control their own future. someone else controls their future. they have a small amount of control regarding their future. the government controls their future. Question 10 The way you feel about yourself and your environment is reflected in how you treat others. This is known as which of the following terms? Self-image Projection Self-esteem Human relations Question 11 Self-esteem relates to the way an individual views one’s self. This belief can impact a person’s degree of confidence or a level of insecurity. If you were a supervisor in a prominent organization, how might you deal with an employee who displays a poor self-esteem? Explain. Your response should be at least 200 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. Question 12 Mirror words describe the foundation of how you view yourself and others. What three words do you feel BEST describe you in a work setting? Your response should be at least 200 words in length. You are required to use at le.

An Overview of Psychometric Testing

Subodh Shahare(सुबोध शहारे)

The Science Behind PI

Steve Caldwell

12 elements of emotional intelligence

Col Mukteshwar Prasad

A recent HBR article highlights the skills that a kind, positive manager might lack: The ability to deliver difficult feedback to employees, The courage to ruffle feathers and drive change,The creativity to think outside the box. But these gaps are simply evidence that her EI skills are uneven. Experience and studies have shown that having a well-balanced array of specific EI capabilities actually prepares a leader for exactly these kinds of tough challenges.

Organizational behaviour part 2

Wajdi Ben Rejeb

Please provide substantial in your own word answers to the following questions. Word count must be 50 or more. 1. The Good and Bad of Anger at Work Andrew Cornell, CEO of Cornell Iron Works, understands the days of the screaming boss are numbered. He deals with anger towards his employees by holding frequent and brief meetings, “rather than ‘waiting until the end, throwing a nuclear bomb and leaving blood all over the wall.’” Screaming takes other forms too. At work you might receive a hostile e-mail berating you, copied to coworkers, in ALL CAPS. Science supports the many people who believe that “yelling” via e-mail or face-to-face is inappropriate and counterproductive. You may have been in a group meeting when someone was so angry he or she began to scream and bully another person. Bullying and yelling are unprofessional, are uncalled for, and damage the reputation of the perpetrator. COSTS OF NEGATIVE EMOTIONS Growing research evidence supports the undesirable outcomes from negative emotions that we all suspect. Negative emotions due to organizational change, for example, are linked to more sick time used and employee turnover. UNHAPPY CUSTOMERS MAY SUFFER TWICE Customers’ negative emotional displays (e.g., verbal aggression) have been shown to negatively affect employee job performance. Specifically, receivers of the aggression made more mistakes recalling and processing the customers’ complaints! You may want to think twice before venting on a customer service representative. WHAT ABOUT THE BENEFITS OF ANGER?Expressing your anger sometimes can actually solve the problem. Your message is communicated, albeit forcefully, which can lead to better understanding. Displays of anger also are more likely to be beneficial if they are directed at organizational issues and problems instead of individuals. Being angry at the problem rather than the person is likely to be perceived more constructively and less defensively. Provide your thoughts to the following questions? 1.What advice would you give to managers on how to handle their own anger and other negative emotions at work? 2.What advice would you give to managers on how to handle the anger and negative emotions felt (and expressed) by their direct reports? 3.What has been the most productive way for you to deal with your negative emotions? 2. What type of assessments and evaluations might you use to determine the characteristics of your employees? Does the type of tool make a difference? Why or why not? How might an individual employee's personality affect the performance of an organization? If the effect is negative, how might you change this? If the affect is positive, how can you capitalize on this? As a manager, how can you use your knowledge of employee characteristics to improve organizational performance? Provide specific examples to support your response. 3. How do you think perceptions impact the manager/employee relationship? Do you have any examples? How might the topics .

Organizational BehaviorSeventeenth EditionChapter 7Motivat.docx

vannagoforth

Organizational Behavior Seventeenth Edition Chapter 7 Motivation Concepts Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. If this PowerPoint presentation contains mathematical equations, you may need to check that your computer has the following installed: 1) MathType Plugin 2) Math Player (free versions available) 3) NVDA Reader (free versions available) Combine rational analysis with intuition. These are not conflicting approaches to decision making. By using both, you can actually improve your decision making effectiveness. Try to enhance your creativity. Actively look for novel solutions to problems, attempt to see problems in new ways, use analogies, and hire creative talent. Try to remove work and organizational barriers that might impede your creativity. Chapter 7: Motivation Concepts 1 Learning Objectives 7.1 Describe the three key elements of motivation. 7.2 Compare the early theories of motivation. 7.3 Contrast the elements of self-determination theory and goal-setting theory. 7.4 Demonstrate the differences among self-efficacy theory, reinforcement theory, equity theory, and expectancy theory. 7.5 Identify the implications of employee job engagement for managers. 7.6 Describe how the contemporary theories of motivation complement one another. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. After studying this chapter, you should be able to: Describe the three key elements of motivation. Compare the early theories of motivation. Contrast the elements of self-determination theory and goal-setting theory. Demonstrate the differences among self-efficacy theory, reinforcement theory, equity theory, and expectancy theory. Identify the implications of employee job engagement for managers. Describe how the contemporary theories of motivation complement one another. 2 Describe the Three Key Elements of Motivation (1 of 2) Motivation is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. The level of motivation varies both between individuals and within individuals at different times. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Motivation is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. We will narrow the focus to organizational goals in order to reflect our singular interest in work-related behavior. Keep in mind that the level of motivation varies both between individuals and within individuals at different times. 3 Describe the Three Key Elements of Motivation (2 of 2) The three key elements of motivation are: Intensity: concerned with how hard a person tries. Direction: the orientation that benefits the organization. Persistence: a measure of how long a person can maintain his/her effort. Copyright © 2017, 2015, 2013 Pearson Educat ...

Composition II English 1102 Department of English RESEARCH TOPI.docx

patricke8

Composition II /English 1102 Department of English RESEARCH TOPIC PROPOSAL REQUIREMENTS & DIRECTIONS REQUIREMENTS Free from grammatical and mechanical errors. 4 – 5 pages Uploaded to Turnitin.com MLA Format & Style: 10 or 12 pt. font, Times New Roman, Arial, or Calibri, Double-spaced. Three (3) documented sources on a Works Cited page. PURPOSE To write an engaging research proposal that signals the originality and importance of your inquiry topic and related research. To practice writing in an academic genre within a rhetorical situation. DIRECTIONS This proposal is directed to your instructor. This person is your primary audience. You are trying to persuade her that your research topic is valid, original and that the scope of your research is feasible within the constraints of this course. While proposals vary in each discipline, most academic proposals provide the following three elements: 1. PURPOSE AND RATIONALE: A rationale for the choice of topic, showing why it is important or useful within the concerns of the discipline in which you are writing. In this section you should summarize the issue and explain how it has led to the question driving your research. You should also explain why you are interested in this issue area, why, again, it is important, and what is at stake. Ask yourself why others should be interested in your effort to answer the question. 2. METHODOLOGY AND REVIEW: A review of some existing published work (“the literature”) that relates to a topic (at this point, you just need a minimum of three). Here you need to tell how your proposed work will build on existing studies and yet explore new territory. There should be evidence that you have done some preliminary research into your topic. You will also describe the tools and strategies you will use to conduct your research. 3. IMPLICATIONS: Explain what you think are the implications of your topic and research. Strive to answer the question, “So what?” Place you argument in the context of the conversation you want to join and explain how your study can contribute to that conversation. Write about how your study will build on, challenge, or extend other studies in your area of research. Try to address what might be new about your findings. Talya Bauer and Berrin Erdogan Learning Objectives Define personality and how it affects work behaviors Understand the role of values in determining work behaviors Explain the process of perception and how it affects work behaviors Understand how individual differences affect ethics Understand cross-cultural influences on individual differences and perception Chapter 3 Individual Differences and Perception © 2010 Jupiterimages Corporation Fit How can a company assess person-job fit before hiring employees? What are the methods you think would be helpful? How can a company determine person-organization fit before hiring employees? Which methods do you think would be helpful? What can organizations do.

Personality & Individual Differences (Business Psychology)Denni Domingo

The Science Behind PI-1John Bowser

Question 1 Which of the following BEST describes capacity.docx

IRESH3

Question 1 Which of the following BEST describes capacity? Capacity is limited. Capacity is quantifiable . Capacity is unlimited. Capacity is undefined. Question 2 Emotional intelligence is related to effective leadership because: the emotional state of the leader affects the entire group. emotional intelligence enables leaders to respect followers. both the emotional state of the leader affects the entire group and emotional intelligence enables leaders to respect followers. emotional abilities play a key role in technical expertise. Question 3 Why do values affect leadership? Values misguide a leader's choices and actions. Values obstruct leaders to envision business opportunities and social relationship. Values create negative relationship between leader and followers, as well as competitors. Values help determine the attitudes leaders have about themselves and about their followers. Question 4 Personal vision, facing reality, and holding creative tension are the components of: perceptual distortion. stereotyping. emotional intelligence. personal mastery. Question 5 Which of the following is used to describe an individual's extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience? Carl Jung's personality type indicators Myer-Briggs personality type indicators Five Temperaments Big Five personality dimensions Question 6 Weakened trust and communication, afraid to speak up, and destroying the opportunity for feedback are examples of problems in an organization caused by: lack of communication. weak personality. leading with fear. vulnerable working relationship. Question 7 Carl Jung believed that differences in individual behavior resulted from: preferences in how we go about gathering information. preferences in how we evaluate information for solving problems. both preferences in how we go about gathering information and preferences in how we evaluate information for solving problems. preferences in how we use perceptual distortion. Question 8 Although leaders have to attend to organizational issues such as production schedules, structure, finances, costs, and profits, they also tend to __________ issues. political Theory X recreational human Question 9 The leader's mind can be developed beyond the non-leader's in critical areas including: open mindedness and systems thinking. independent thinking and personal mastery. in open mindedness and systems thinking and independent thinking and personal mastery. competency in skills. Question 10 When the perceiver develops an overall impression of a person or situation based on one characteristic, __________ occurs. projection perceptual defense the halo effect external attribution Question 11 What are the implications of emotional intelligence for leaders? Explain your answer by using personal examples. Your response should be at least 200 words in length. You are re ...

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