MARS Model and Person-Job Matching
36 Questions
0 Views

Choose a study mode

Play Quiz
Study Flashcards
Spaced Repetition
Chat to Lesson

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

Motivation is an external force that drives a person to engage in specific behaviors.

True (A)

Persistence is not an element of motivation.

False (B)

Learned capabilities diminish over time when not in use.

True (A)

Aptitudes are abilities that individuals can develop through practice alone.

<p>False (B)</p> Signup and view all the answers

Competencies only refer to the skills an individual possesses.

<p>False (B)</p> Signup and view all the answers

Providing training is a strategy to enhance employee competencies.

<p>True (A)</p> Signup and view all the answers

Employee role perceptions do not influence job performance.

<p>False (B)</p> Signup and view all the answers

Situational factors are always within an employee's control.

<p>False (B)</p> Signup and view all the answers

The ideal situation in organizations is to have employees whose values are perfectly congruent with the organization's values.

<p>True (A)</p> Signup and view all the answers

Egalitarianism is one of three types of ethical principles.

<p>True (A)</p> Signup and view all the answers

Utilitarianism judges morality by the means to attaining consequences rather than their outcomes.

<p>False (B)</p> Signup and view all the answers

Moral intensity refers to the difficulty associated with making certain decisions.

<p>False (B)</p> Signup and view all the answers

Research indicates that people almost always make ethical decisions even when under pressure to make unethical decisions.

<p>False (B)</p> Signup and view all the answers

Some managerial issues involve no moral intensity.

<p>True (A)</p> Signup and view all the answers

Mindfulness increases moral sensitivity.

<p>True (A)</p> Signup and view all the answers

Cultures with high collectivism must also have low individualism.

<p>False (B)</p> Signup and view all the answers

Uncertainty avoidance is the degree to which people tolerate ambiguity and feel threatened by uncertainty.

<p>True (A)</p> Signup and view all the answers

There is evidence to show that English and French Canadian values are diverging.

<p>False (B)</p> Signup and view all the answers

Power distance refers to the physical proximity that is comfortably tolerated between subordinates and their supervisors.

<p>False (B)</p> Signup and view all the answers

Morally sensitive people tend to have more empathy and knowledge about the situation.

<p>True (A)</p> Signup and view all the answers

The most effective way organizations can support ethical conduct is to have a set of shared values that reinforce ethical conduct.

<p>True (A)</p> Signup and view all the answers

Organizations with First Nations founders and leaders tend to have high collectivism and low power distance values.

<p>True (A)</p> Signup and view all the answers

While there may be many varieties of individual behaviors, most can be organized into six categories.

<p>False (B)</p> Signup and view all the answers

Task performance refers to behaviors not related to organizational objectives.

<p>False (B)</p> Signup and view all the answers

Employees are more likely to engage in organizational citizenship behaviors if these are outlined in their formal job duties.

<p>True (A)</p> Signup and view all the answers

Dark-side workplace behaviors are known as counterfeit citizenship work behaviors.

<p>True (A)</p> Signup and view all the answers

Research has shown that absenteeism is often caused by situational factors.

<p>True (A)</p> Signup and view all the answers

Personality traits are less evident in situations where social norms and reward systems constrain behavior.

<p>False (B)</p> Signup and view all the answers

Conscientiousness is a poor predictor of job performance in most job groups.

<p>False (B)</p> Signup and view all the answers

The five-factor model, known as the 'Big Five', consists of five personality dimensions.

<p>True (A)</p> Signup and view all the answers

Agreeableness, extraversion, and neuroticism are three of the 'Big Five' personality dimensions.

<p>False (B)</p> Signup and view all the answers

The Myers-Briggs Type Indicator measures the 'Big Five' personality dimensions.

<p>False (B)</p> Signup and view all the answers

Values are stable, long-lasting beliefs about what is important in a variety of situations.

<p>True (A)</p> Signup and view all the answers

One influence on the values-behavior link is personality.

<p>False (B)</p> Signup and view all the answers

Research indicates that values incongruence is fairly uncommon.

<p>False (B)</p> Signup and view all the answers

Neuroticism, extraversion, and openness are the three dimensions of the 'Big Five' personality traits.

<p>False (B)</p> Signup and view all the answers

Flashcards

Motivation

An internal force driving individuals to engage in specific behaviors.

Persistence

A component of motivation that reflects the sustained effort and determination to achieve a goal.

Learned Capabilities

Acquired skills and knowledge that one possesses through experience and training.

Aptitudes

Natural talents that contribute to quicker learning and better performance in specific tasks.

Signup and view all the flashcards

Competencies

The set of skills, knowledge, and personal attributes required to perform a job successfully.

Signup and view all the flashcards

MARS Model

A model that identifies four key factors influencing individual behavior and performance: Motivation, Ability, Role Perceptions, and Situational Factors.

Signup and view all the flashcards

Role Perceptions

An individual's understanding of their responsibilities, expectations, and scope of work.

Signup and view all the flashcards

Person-Job Matching Strategy

Methods used to ensure a good fit between an individual's skills and the requirements of a job.

Signup and view all the flashcards

Types of Workplace Behavior

Most individual workplace behaviors can be categorized into five main types: task performance, organizational citizenship behavior, counterproductive work behavior, joining/leaving, and absenteeism.

Signup and view all the flashcards

Task Performance

Goal-directed behaviors under an individual's control that contribute to organizational objectives.

Signup and view all the flashcards

Organizational Citizenship Behavior (OCB)

Discretionary behaviors that contribute to the overall well-being of the organization, but aren't explicitly required by the job.

Signup and view all the flashcards

Are OCBs in job descriptions?

Organizational citizenship behaviors are usually not outlined in job descriptions.

Signup and view all the flashcards

OCB and Formal Duties

Employees are less likely to engage in OCB if these behaviors are already part of their formal job duties.

Signup and view all the flashcards

OCB and Cooperation

Organizational citizenship behavior is more likely to occur in an environment where high cooperation already exists.

Signup and view all the flashcards

Counterproductive Work Behavior (CWB)

Behaviors that harm the organization, its employees, or its stakeholders.

Signup and view all the flashcards

CWBs are...

Counterproductive work behaviors are often voluntary actions, although sometimes they can be unintentional.

Signup and view all the flashcards

Effect of CWBs

Counterproductive work behaviors have a significant negative effect on organizational performance.

Signup and view all the flashcards

Personality

A relatively stable pattern of behaviors, thoughts, and feelings that help explain a person's behavioral tendencies.

Signup and view all the flashcards

Personality and Situations

Personality traits become more pronounced in situations where social norms and rewards systems are less constraining.

Signup and view all the flashcards

The Big Five

The five-factor model, also known as the 'Big Five,' encompasses five broad personality dimensions that represent most personality traits.

Signup and view all the flashcards

Big Five Examples

Some of the 'Big Five' personality traits include conscientiousness, agreeableness, extraversion, neuroticism, and openness to experience.

Signup and view all the flashcards

Low Neuroticism Trait

People with a low score on the neuroticism personality dimension tend to be more relaxed, secure, and calm.

Signup and view all the flashcards

Conscientiousness and Performance

Conscientiousness is one of the best personality traits for predicting job performance in most job groups.

Signup and view all the flashcards

Personality and Work Behavior

The relationship between personality and workplace behavior is strong.

Signup and view all the flashcards

Value Congruence

The alignment between an employee's personal values and the organization's values.

Signup and view all the flashcards

Corporate Values Alignment

The process of ensuring that an organization's values are consistent with the dominant values of the society it operates in.

Signup and view all the flashcards

Espoused Values

The values that an individual or organization claims to hold.

Signup and view all the flashcards

Honesty/Ethics in Leadership

Employees prioritize honesty and ethical behavior as the most important qualities in effective leaders.

Signup and view all the flashcards

Egalitarianism

An ethical principle that emphasizes fairness, equality, and justice.

Signup and view all the flashcards

Utilitarianism

An ethical principle that focuses on maximizing overall happiness or well-being for the greatest number of people.

Signup and view all the flashcards

Utilitarian Principle

The principle of choosing the action that leads to the greatest good for the greatest number of people.

Signup and view all the flashcards

Distributive Justice

An ethical principle that emphasizes fairness in the distribution of resources, rewards, and punishments based on relevant factors.

Signup and view all the flashcards

Individual Rights

An ethical principle that emphasizes the inherent rights and freedoms of individuals.

Signup and view all the flashcards

Moral Sensitivity

The ability to recognize and understand the moral implications of a situation.

Signup and view all the flashcards

Moral Intensity

The degree to which an issue demands the application of ethical principles, based on factors like magnitude of consequences and social consensus.

Signup and view all the flashcards

Mindfulness

A state of being present and attentive to the current moment, which can enhance moral sensitivity.

Signup and view all the flashcards

Ethical Codes of Conduct

Formal documents that outline an organization's ethical standards and guidelines.

Signup and view all the flashcards

Ethical Leadership

Leaders who model and promote ethical behavior, inspiring employees to act with integrity.

Signup and view all the flashcards

Cross-Cultural Values

Values that are shared and prevalent across different cultures.

Signup and view all the flashcards

Study Notes

Motivation, Ability, Role Perceptions, and Situational Factors (MARS Model)

  • Motivation is an internal force driving specific behaviors.
  • Persistence is a component of motivation.
  • Learned capabilities are acquired skills and knowledge, which can diminish without use.
  • Aptitudes are natural talents that facilitate faster learning and better performance in tasks.
  • Competencies encompass an individual's understanding of job requirements.
  • Ability is a significant but not necessarily the most important factor influencing individual behavior. (Per the MARS model, motivations and role perceptions and situation matter)

Person-Job Matching Strategies

  • Matching existing competencies with job requirements is a key strategy.
  • Training is a method to enhance employee competencies.
  • Role clarity and meaningful feedback improve employee role perception.
  • Situational factors encompass aspects outside the employee's direct control.
  • Work behaviors can be grouped into categories: task performance, organizational citizenship behaviors, counterproductive work behaviors, and joining the organization.
  • Task performance involves goal-oriented behaviors aligned with organizational objectives.
  • Organizational citizenship behaviors are discretionary actions beneficial to the organization (e.g., team cooperation).
  • Counterproductive work behaviors (CWBs) are actions against organizational interests (e.g., theft, absenteeism).

Absenteeism & Performance

  • Absenteeism can be influenced by situational factors (e.g., sick leave policies).
  • Motivation to attend work is influenced by sick leave policies.

Personality

  • Personality is a stable pattern of behaviors and internal states.
  • Personality traits are more pronounced in situations where external factors limit behaviors.
  • Personality is generally shaped over a lifetime from a combination of factors.
  • The Big Five personality dimensions (openness, conscientiousness, extraversion, agreeableness, neuroticism) represent key clusters of traits.
  • Conscientiousness is often a strong predictor of job performance.
  • Personality influences coping with stress.
  • Agreeableness describes individuals who are outgoing, talkative, and assertive.

Myers-Briggs Type Indicator (MBTI)

  • MBTI measures personality types based on Jungian concepts.
  • MBTI assesses preferences related to perception and decision-making.
  • Judging types prefer order and quick problem-solving.

Values

  • Values are enduring beliefs about what's important.
  • Schwartz's values model includes dimensions such as openness to change and conservation.
  • Situation significantly affects the value-behavior relationship.
  • Personal values influence workplace behavior.
  • Values incongruence between employees and organizations is common.
  • Aligning corporate values with societal values can boost employee retention.

Ethics

  • Ethical principles involve values regarding what's morally right. These can be categorized by different principles like: utilitarianism, distributive justice, individual rights.
  • Utilitarianism focuses on maximizing overall good for a majority of people.
  • Distributive justice focuses on fair treatment.
  • Individual rights focus on the rights of every individual.
  • Moral sensitivity is a measure of ethical difficulty in a particular situation.
  • Moral intensity assesses the ethical implications of a decision.
  • Mindfulness and ethical codes of conduct can help support ethical decision-making.

Cross-Cultural Values

  • Cross-cultural values vary in aspects such as individualism, collectivism, power distance, uncertainty avoidance, and achievement orientation.
  • High individualism correlates with low power distance.
  • Cultural values differ across populations.
  • Diverse cultural values should be considered in understanding workplace behavior.
  • Research indicates that variations exist in values across nations.

Answers to True/False Questions (Individual, specific responses):

  • Note:* The following answers are direct responses to the specific questions, not generalizations or elaborations. These are provided for convenient lookup.

(1) False (2) True (3) True (4) True (5) False (6) False (7) False (8) True (9) True (10) False (11) True (12) True (13) False (14) True (15) True (16) False (17) True (18) True (19) False (20) False (21) False (22) False (23) True (24) False (25) True (26) False (27) True (28) True (29) False (30) False (31) True (32) True (33) True (34) False (35) False (36) False (37) True (38) False (39) True (40) True (41) False (42) False (43) True (44) False (45) True (46) True (47) True (48) True (49) False (50) True (51) True (52) False (53) False (54) True (55) False (56) True (57) False (58) True (59) False (60) True (61) False (62) True (63) True (64) False (65) True (66) True (67) False (68) True (69) True (70) False (71) True (72) True (73) False (74) True (75) False (76) True (77) True (78) True (79) False (80) False (81) True (82) False (83) False (84) False (85) True (86) True (87) True (88) True (89) False (90) True

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Quiz Team

Description

Explore the dynamics of motivation, ability, and role perceptions through the MARS model. Understand how these factors influence work-related behaviors and develop effective person-job matching strategies. This quiz will help you grasp the essential components that drive employee performance and job satisfaction.

More Like This

Use Quizgecko on...
Browser
Open
Browser
Browser