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FINAL Flashcards

1
Q

Halo Effect

A

when one trait of a person or thing is used to make an overall judgement of that person or thing

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2
Q

door in the face technique

A

the persuader attempts to convince the respondent to comply by making a large request that the respondent will most likely turn down

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3
Q

scarcity heuristic

A

when an object or resource is less available, we tend to perceive it as more valuable

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4
Q

Who said, “In God we trust, all others bring data” ?

A

W. Edwards Deming

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5
Q

Industrial psychology

A

personnel selection; psychology in the workplace

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6
Q

OCEAN

A 
Openness to experience
Conscientiousness (best predictor of success)
Extroversion
Agreeableness
Neuroticism
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7
Q

organizational psychology

A

focuses on the management style and organizational culture that supports motivation and productivity

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8
Q

flow/ intrinsic reinforcement

A

something thats naturally rewarding and increases frequency, duration and/or strength of behavior that follows
losing track of time being immersed in task

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9
Q

Kind of leaders

A

Transactional and transformational

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10
Q

Transactional leader

A

management, holding people accountable to standards

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11
Q

transformational leader

A

encouraging people to go above and beyond duty, vulnerable and humble (admit mistakes), systems thinkers, and empathic listeners

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12
Q

Kinds of leadership people need

A

delegating, instructing, supporting, coaching

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13
Q

interviewer illusion

A

when an interviewer thinks that they can “just tell” without a structured interview.

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14
Q

structured vs unstructured interviews

A

structured takes a standard form for all, so it lets you compare

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15
Q

Types of Feedback

A

360 degree feedback and positive feedback

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16
Q

360 degree feedback

A

performance appraisal, how everyone evaluates the candidate (strengths and areas of improvement)

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17
Q

positive feedback

A

frequent soon and based on behavior, most efficient way to improve behavior and attitude, reward effort not ability, private not public

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18
Q

empowerment

A

(notice what isn’t there) self value, negativity

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19
Q

SMARTS goals

A 
Specific (outcome)
Motivating (outcome)
Achievable (self-efficacy)
Relevant (response)
Trackable (response)
Shared (outcome)
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20
Q

“I can do it”

A

self-efficacy

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21
Q

“it will work”

A

Response-efficacy

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22
Q

“the effect is worth the effort”

A

Outcome-expectancy

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23
Q

ERB (environmentally responsible behavior)

A

any action, individual or group, directed toward remediation of environmental issues/problems

24
Q

Nudging

A

prompt, incentive, feedback. changes default action to make the behavior you would like to curtail more costly (have to ask for plastic bag at checkout)

25
Curtailment
doing something to do less; shorter showers
26
behavioral choice vs technology choice
changing behavior or technology to achieve outcome
27
commons dilemma
when short term self-interest leads to tragedy for all
28
descriptive vs injunctive norm and behavior change
descriptive - describe what most DO | Injunctive - describes what most approve or disapprove of
29
spillover effect and response generalization
purchase food from bulk bins instead of ones in plastic, use a reusable produce bag, using a safety razor instead of disposable one
30
temporal discounting
an individual's tendency to perceive a desired result in the future as one less valuable as one in the present
31
observational learning
gathering from a model
32
vicarious reinforcement and punishment
internalizing behavioral contingencies of others
33
systems thinking
appreciates the big picture and make all the pieces fit together
34
interdependency
is a big part of creating a win-win environment and systems thinking
35
feedforward
what behaviors to implement, motivation
36
feedback
comes as reinforcement and punishment, should be sincere, specific, soon and significant
37
ABC approach
Activators precede behavior, consequence succeeds behavior
38
social influence principles
consistency, reciprocity, scarcity, and response efficacy
39
Empathic learning
repeat, rephrase, ratify
40
behavioral change
selection, intervention, evaluate, dissemination (researchers not great at selection and dissemination); differs from technological change. *Changing the behaviors committed
41
technological change
implementing some kind of innovation to reduce the problem
42
actively caring
tied to humanism; individuals caring enough about the health and safety of others to act accordingly
43
STEP process
See Thank (gratitude for others' kindness) Enter (express and disseminate to community) Pass: AC4P wristband, reinforcement - reciprocity priniciple
44
leniency errors
evaluations are inflated to avoid negative confrontation ex: manager gives everyone or almost 5 star ratings (inflation)
45
affective reactions
evaluations are influenced by personal feeling toward the individual
46
attributional bias
evaluations biased by presumed degree of effort or motivation (fundamental attribution error)
47
fundamental attribution error
attribute what someone is doing due to a personality trait (predisposition) when you assume something is “wrong” with the person, so that's why they have bad things happen to them vs. the environment around them affecting them (external factor influenced behavior)
48
similar-to-me error
higher evaluations for those with characteristics similar to the rater
49
stereotyping
evaluations biased by generic characteristics of the person's social group
50
Openness
I am quick to understand things. I use difficult words. I am not interested in abstract ideas. (-)
51
conscientiousness
I follow a schedule. I get chores done right away. I pay attention to details.
52
extraversion
I am the life of the party. I feel comfortable around people. I start conversations.
53
agreeableness
I sympathize with others’ feelings. I insult people. (-) I take time out for others.
54
neuroticism (higher score= lower neuroticism)
I change my mood a lot. (-) I get upset easily. (-) I am relaxed most of the time
55
self serving bias
Taking credit for our successes and blaming failures on situational factors in order to maintain a positive view of ourselves.
56
When are employees the happiest, and, therefore, most productive?
- their supervisors are effective leaders - they are recognized appropriately for individual effort - they feel empowered - they set SMART goals - their work conditions are comfortable and user friendly - their coworkers "actively care" and show interdependence - they focus on the present with learning from the past, and a vision or purpose for the future
57
What three beliefs determine empowerment?
1. self efficacy ("I can do it") 2. response-efficacy ("It will work") 3. Outcome expectancy ("the effect is worth the effort")

psychology (6 decks)

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