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SUMMARY AND APPLICATION Understanding individuals in organizations is important for all managers A basic framework for facilitating this understanding is the psychological con- tract-people's expectations regarding what they will contribute to the organi zation and what they will get in return. Organizations strive to achieve an optimal person-job fit, but this process is complicated by the existence of indi- vidual differences. Personalities are the relatively stable sets of psychological and behavioral attributes that distinguish one person from another. The Big Pive personality traits are agreeableness, conscientiousness, neuroticism, extraversion, and openness. Myers-Briggs dimensions and emotional intelligence also offer insights into personalities in organizations. Other important traits are locus of control, self-efficacy, self-esteem, authoritarianism, Machiavellianism, toler- ance for risk and ambiguity, Type A and Type B traits, and tendencies to bully The role of the situation is also important. Learning styles, or individual dif ferences and preferences in how we process information when problem solv ing, learning, or engaging in similar activities, are also important individual differences and preferences, and there are numerous typologies, measures, and models that capture them. In Chapter 5 we will discuss learning from a different perspective-the role of learning in work motivation.) Everyone is different. We each have different personalities, demograph- ics, and intelligences. By understanding the characteristics of your cowork- ers, managers, and subordinates, you will be best able to choose the OB tool or management style that will be most effective. Remember, flexibility is the key to effective management. We next continue our discussion of other important individual differences that affect organizational behavior in Chap- ter 4. Among the major topics we will cover in that chapter are attitudes, values, emotions, perception, and stress. DISCUSSION QUESTIONS 2. 3. 4. what is a psychological contract? why is it important? what psychological contracts do you currently have? What individual differences do you feel are most important to organiza tions? Why? If you were denied a job because of your score on a personality test, what would be your reaction? If your supervisor exhibited bullying behaviors, what would you do? Which of Gardner's multiple intelligences do you feel are most important for managers? 5