Final - Chapter 14 Flashcards
Purposeful work
Work that aligns with an individual’s personal values, goals, and sense of meaning
Flow
A completely involved, focused state, with diminished awareness of self and time
Intrinsic rewards
Rewards that come from within an individual; based on personal values and motivations
Knowledge work
Work that relies on the application of knowledge and understanding to solve complex problems
Personnel (industrial) psychology
A field of psychology that helps with job seeking, and with employee recruitment, selection, placement, training, appraisal, and development
List the Big 5 personality traits (OCEAN)
Openness
Conscientiousness
Extraversion
Agreeableness
Neuroticism
Structured interviews
An interview process that asks the same job-relevant questions of all applicants, each of whom is rated on established scales
Unstructured interviews
Interview that does not have a set of prearranged questions, and instead uses open-ended questions to assess an individual
Performance appraisals
The systematic evaluation of an employee’s job performance and contributions
Formal evaluations can have long-term…
Consequences
360-degree feedback
An individual receives evaluations from multiple sources around them
Leniency errors
Occur when evaluations are inflated to avoid negative consequences
Halo effect
After an initial positive impression, follow-up opinions are favorable
Affective reactions
Evaluations are influenced by the rater’s personal feelings toward the individual
Attributional bias
Evaluations are biased by presumed degree of effort or motivation
Similar-to-me error
Higher evaluations for those with characteristics similar to the rater
Stereotyping
Occurs when evaluations are biased by generic characteristics of the person’s social group
Recency bias
The tendency to overemphasize the importance of recent events over past ones
Contrast bias
Occurs when something is judged relative to something else instead of being evaluated on its own merits
Organizational psychology
A field of psychology that examines organizational influences on worker satisfaction and productivity and facilitates organizational change
Job satisfaction
The attitude/feelings an employee has towards their job
Burnout
A state of emotional, physical, and mental exhaustion that results from prolonged stress
The Gallup workplace questionnaire
A survey used to assess workers’ perceptions of their work environment, satisfaction, and commitment to their job
Goal setting
The systematic process of defining a behavior-focused SMARTS goal
Workplace goals should be…
(three)
- Specific
- Measurable
- Challenging
Transactional leadership
A leadership style that uses a system of rewards and punishments to motivate and direct followers
Transformational leadership
A leadership style that focuses on inspiring and motivating followers to achieve high levels of perfomance
Organizational citizenship behavior
Employees’ voluntary actions that go beyond their job requirements and contribute positively to the organization
Human factors engineering
A field of psychology that explores how people and machines interact, and how machines and physical environments can be made safe and easy to use
A leader should delegate when…
The employee’s need for motivation and direction are both low
A leader should support when…
An employee’s need for direction is low but their need for motivation is high
A leader should instruct when…
An employee’s need for direction is high but their need for motivation is low
A leader should coach when…
An employee’s need for direction and motivation are both high
Self-efficacy
An individual’s belief or confidence that they have the knowledge, skill, and ability to perform the behaviors needed to accomplish a task
Response-efficacy
An individual’s belief or confidence that performing one or more behaviors will contribute to achieving a desirable outcome, mission, or long-term vision
Outcome-expectancy
The anticipated consequences that will result from a behavior
Flow experiences are supported by…
Intrinsic positive reinforcers
____ psychologists aid in the selection of the best employees.
Personnel/industrial
____ psychologists aid the cultivation of a maximally productive work culture
Organizational
Which Big 5 personality traits reflect tightness?
(three)
- Conscientiousness
- Agreeableness
- Neuroticism (emotional stability)
Which Big 5 personality traits reflect looseness?
(two)
- Openness
- Extraversion
Interviewers display the interviewer illusion when they…
Are overconfident in their ability to select employees with unstructured interviews
____ are more predictive of job success and use the same job-relevant questions for all applicants.
Structured interviews
List seven biases that performance appraisals are vulnerable to.
- Halo
- Leniency
- Recency
- Attributional
- Affective
- Stereotyping
- Contrast
360-degree feedback is very effective, but it is not…
Efficient
Empowerment is determined by…
(three)
- Self-efficacy (training)
- Response-efficacy (education)
- Outcome-expectancy (motivation)
List the six characteristics of SMARTS goals.
- Specific
- Motivational
- Achievable
- Relevant
- Trackable
- Shared
The degree of direction and motivation needed by an employee determines…
Whether a leader should delegate, support, instruct, or coach
____ leaders manage behavior.
Transactional
____ leaders inspire self-motivation.
Transformational
____ is AC4P behavior in the workplace.
Organizational citizenship behavior
(OCB)
____ psychologists contribute to making appliances, machines, and work settings safe and user-friendly.
Human factors
