I/O

Question 0

job enrichment

Answer 0

expanding jobs given to employees a greater role in planning and performing their work ,thus building motivators or satisfiers, preferred by those with high growth need

Question 1

Job satisfaction

Answer 1

neg correlated with turnover, higher edu and intelligence, whites higher

Question 2

job analysis

Answer 2

describes in specific terms the nature of the component tasks performed by workers on a particular job

Question 3

job enlargement

Answer 3

increase variety tasks without increasing responsibility or degree of challenge, increases satisfaction but not job performance

Question 4

adverse impact

Answer 4

employment law, higher minorities 4/5 less than white, can be backed up if business necessity or job relatedness

Question 5

sherif robbers cave study

Answer 5

11 year old boys, two separate groups, but in conflict, hostility reduced when need to accomplish common goal need each other for

Question 6

ERG theory of motivation 1969 clayton alderfer’s

Answer 6

existence, relational, and growth needs, no hiearchy

Question 7

Vroom’s expectancy theory 1964

Answer 7

people behave in ways based on their expectancy of rewards to follow, desirability of reward

Question 8

self-concept theory-vocational maturity- Donald Super

Answer 8

in job appropriate to chronological age

Question 9

Kahnema and Tversky’s loss aversion 1979

Answer 9

people prefer to avoid loss than to gain

Question 10

SCHEIN’S CAREER ANCHORS

Answer 10

Eight themes that people will have prioritized preferences for. Persons self concept acts as an anchor and stabilizing factor for making future occupational decisions

1. technical/functional competence- like to be challenged, use skill, doing job properly 2. general managerial competence: problem solving and dealing with responsibility and people 3. autonomy/independence-prefer work alone; 4. entrepreneurial creativity-invent, be creative 5. stability/security- avoid risk, lifers 6. service/dedication to a cause- more help others 7. pure challenge- constant stimulation, difficult problems can tackle 8. lifestyle-integrate, whole pattern of living

Question 11

rational economic model (classical decision theory)

Answer 11

compiling all info, investigating solutions, and then choosing the best one decision making, try and make maximum advantage though selecting best solution to a problem

Question 12

frame of reference training (FOR)

Answer 12

improve accuracy of performance ratings, also tends to improve agreement among raters. train the raters to accurately rate employees according to standards of the organization

Question 13

social facilitation

Answer 13

perform easy tasks better when others are looking

Question 14

social inhibition

Answer 14

task is done worse when others are around, normally with novel or complex tasks

Question 15

Deci- extrinsic rewards

Answer 15

can lower intrinsic motivation, depends on whether rewards are used to control (lowers) or inform (can increase)

Question 16

raven and french- 5 types of power

Answer 16

referent- like them as person or role model
legitimate- based on hierarchy- formal right
coercive- can punish for non-compliance
reward- compensate for compliance
expert- superior knowledge and skills

Question 17

principal of behavioral contrast

Answer 17

when two bxs are being reinforced, the one that no longer being reinforced will decrease, and the one still being reinforced will increase

Question 18

McClellands theory of needs

Answer 18

work related needs
nAch- achievement
nAff-affiliation
nPow-power (personal, institutional)
can change over time, can be trained for need for achievement

Question 19

fielders contingency theory

Answer 19

Looks at stress and leadership, intelligence less used in high stress situation. Dwell on on stressful relations with others. looks at how leader rates a least preferred coworker (have worked less well with). HIgh LPC = human relations orientations and low LPC= indicates task orientation. On average LPC would be about same, shows orientation rather than actual least preferred coworker. motivational type

Question 20

Tiedman and O’hara theory of career development 91963)

Answer 20

career decision making model- vocational identity development is an ongoing process of decision making that i tied to ego identity development (Eriksons psychosocial) ad involves repetitive process of differentiation and integration
1-anticipation (exploration, crystallization, choice)
2. implementation (induction, reformation, integration)

differentiation (self and environment) and integration (unifying to make better decisions goals and plans)

Question 21

Anne Cleary’s Model of test fairness

Answer 21

considered unfair if the slope and/or intercept of the regression line is different for one subgroup than another

Question 22

expectancy theory

Answer 22

predicts motivation

1. beliefs about relationship between effort and performance
2. beliefs about the relationship between performance and outcomes3. 3. valence (desirability of the job/outcomes)

Question 23

Hollands career typology-1959 (RIASEC)

Answer 23

heredity and life history of reacting to environmental demands- more attracted to particular occupation that meets their personal needs and provides them satisfaction
(persons and cultures can be divided into) hexagonal pattern, interaction of personality and environment

work in environment more similar to personality more likely to be successful and satisfied
Realistic
Investigative
Artistic
Social
Enterprising
Conventional

Question 24

social learning theory of career decision making (sltcdm)

Answer 24

behavior theory of making career decisions- four types of influences

1. genetic/special abilities- race, gender, physical appearance/chars
2. environmental conditions and events- social, cultural, political
3. learning experiences- instrumental and associative
4. performance standards and values/task approach skills-work habits, emotional responses, approach new problem

Question 25

Guilford’s structure of intellect (1955)

Answer 25

factor analysis to find 120 elements of intelligence organized on three dimensions

1. Operations- cognition, memory recording, memory retention, divergent production (multiple solutions), convergent (deduce single solution to a problem), evaluation
2. content dimension-figural (concrete), symbolic, semantic, behavioral
3. product dimension-apply operations to content: Units (single items of knowledge), classes (sets sharing units), relations (opposites or in associations, sequences or analogies), systems (multiple reaions), transformations (changes, perspectives, conversions, mutation), implications (predictions, inferences, consequences, anticipation)

Question 26

francis galton

Answer 26

intelligence is an inherited trait normally distributed across the population

Question 27

Thurstone: theory of primary mental abilities

Answer 27

individuals posses varying degrees of subcomponents of intelligence. Opposed notion of singular general intelligence. Influenced hierarchical models. WAIS and Stanford Binet based off of hierarchical models of intelligence
verbal comprehension, word fluency, number facility, spatial visualization, associative memory, perceptual speed and reasoning

Question 28

administrative model of leadership

Answer 28

find a satisfactory solution rather than the best solution. complete rationality is impossible, solves some problems, creates others

Question 29

5 stages of burnout- veninga and spradelys (1981)

Answer 29

1. honeymoon- abundance of energy, enthusiasm, and job satisfaction
2. fuel shortage/balancing act- clearly aware some days are better than others depending on how handle stress
3. 1 job dissatisfaction
4. 2 work inefficiency
5. 3 fatigue
6. 4 sleep disturbances
7. 5 escapist activities of choice
8. chronic-marked by an intensification of same indicators in 2
9. 1 chronic exhaustion
10. 2 physical illness
11. 3 anger depression
12. crisis- symptoms become critical
13. 1 physical symptoms intensify and increase in number
14. 2 obsession about work frustrations
15. 3 pessimism and self-doubt dominate thinking
16. 4 develop an escapist mentality
17. hitting the wall/enmeshent

Question 30

Behaviorally anchored rating scale

Answer 30

Rate performance, vertically, 5-9… Integrate narratives, critical incidents, quantified scale. Good, moderate, poor

Question 31

Work sample tests

Answer 31

Fair products of work performance. Move away from standardized

Question 32

Bio data

Answer 32

Biographical data, factual kinds of questions about life and work experience… Past behavior is best for predicting future behavior

Question 33

taylor and russel (1939) tables

Answer 33

sometimes tests can be very useful in selecting people even though the correlation between test scores and job performance was not very high. success/failure/reject/hire (job performance vertical axis/test scores horizontal axix) +/-