I/O Flashcards
Fiedler’s “Least Preferred Coworker”
Fielder’s LPC theory is a tool used to determine a leader’s style and effectiveness in a given situation: a supervisor is asked to rate how much they like working with their least preferred coworker.
Ultimately, there are high LPCs, indicating those that rate even their LPC highly. These tend to be relationship-oriented leaders. By contrast, low LPCs (who rate their LPC lowly) tend to be task-oriented leaders, meaning they emphasize how well you do your task (and so, if you’re the LPC and inherently are not doing tasks well).
Low LPCs tend to do best in either highly favorable or unfavorable situations; high LPCs tend to best in moderately favorable situations
Theory X and Y
Relates to scientific management (Theory X) and human relations management (Theory Y). The former evolved in the factories of the early 1900’s, which viewed employees are lazy, stupid, dislike work, and so must be directed and controlled. The latter evolved in the 1930’s in studying a General Electric plant, and found that employees are capable of self-control and self-direction (the latter is also where the Hawthorne effect was found, as well as finding that informal work group norms have significant impact on worker productivity).
Job enrichment and job enlargement
Job enrichment = increases employees’ responsibility and involvement. It has been found to increase both satisfaction and performance.
Job enlargement = increasing the variety of tasks but not responsibility or degree of challenge. It has been found to increase satisfaction but does not improve performance.
What is the significance of Griggs v. Duke Power Company?
It was ruled that certain general mental ability tests (e.g., Wonderlic) can cause unintentional discrimination against POC, but, they could still be used as long as the tests were valid, measured job-related variables, and were a business necessity.
General mental ability tests for hiring and promotion are ALLOWED or NOT ALLOWED? Moreover, how effective are they in prognosticating success?
Allowed, so long as the tests used are valid, measure job-related variables, and are a business necessity.
Their use are linked to higher performance and productivity, and decreased turnover within companies.
