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| The set of unseen characteristics and processes that underlies a relatively stable pattern of behavior in response to ideas, objects, and people in the envirnment. |
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| Big Five Personality Dimensions |
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| Five general dimensions that describe personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. |
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| The degree to which a person is outgoing, sociable, talkative, and conforable meeting and talking to new people. |
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| The degree to which a person is able to get along with others by being good-natured, cooperative, forgiving, compassionate, understanding and trusting. |
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| The degree to which a person is responsible, dependable, persistent and achievement-oriented. |
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| the degree to which a person is well-adjusted, calm and secure. |
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| The degree to which a person has a broad range of interest and is imaginative, creative and willing to consider new ideas. |
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| Defines whether a person places the primary responsiblity for what happends to him or her within him/herself or on outside forces. |
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| Belief that power and status differences should exist in an organization. |
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| Fundamental beliefs that an individual considers to be important, that are relatively stable over time, and that have an impact on attitudes and behavior. |
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| Also know as terminal values. Beliefs about the kind of goals or outcomes that are worth trying to pursue. |
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| Beliefs about the types of behavior that are approprate for reaching goals. |
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| The process people use to make sense out of the environment by selecting, organizing, and interpreting information. |
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| An evaluation - either positive or negative - about people, events or things. |
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| The collection of attitudes we have about ourselves and includes the element of self-esteem, whether a person generally has positive or negative feelings abou himself/herself. |
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| The assumption that people are basically lazy and not motivated to work and that they have a natural tendency to avoid responsibility. |
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| The assumption that people do not inherently dislike work and will commit themselves willingly to work that they care about. |
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| Errors in perceptual judgment that arise from inaccuracies in any part of the perceptual process. |
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| The tendency to assign an individual to a group or broad category (e.g., female, black, elderly, or male white disabled) and then to attribute widely held generalization about the group to the individual. |
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| The perceiver develops an overall impression of a person or situation based on one characteristic, either favorable or unfavorable. |
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| The tendency of perceivers to see their own personal traits in oter peopl. |
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| The tendency of perceivers to protect themselves against ideas, objects, or people that are threatening. |
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Definition
| How people explain the causes of events or behaviors. |
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| Fundamental Attribution Error |
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Definition
The tendency to underestimate te influences of external factors and overestimatete influence of internal factors.
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Definition
| The tendency to overestimate the contribution of internal factors to success and overestimate the contribution of external factors to failures. |
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| How a person perceives, processes, interprets, and uses information. |
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| An approach that considers not only a person's preference for righ-brained versus left-brained thinking, but also conceptual versus experimental thinking: identifies four quadrants of the brain related to |
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