I/O Flashcards
job enrichment
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
Job satisfaction
neg correlated with turnover, higher edu and intelligence, whites higher
job analysis
describes in specific terms the nature of the component tasks performed by workers on a particular job
job enlargement
increase variety tasks without increasing responsibility or degree of challenge, increases satisfaction but not job performance
adverse impact
employment law, higher minorities 4/5 less than white, can be backed up if business necessity or job relatedness
sherif robbers cave study
11 year old boys, two separate groups, but in conflict, hostility reduced when need to accomplish common goal need each other for
ERG theory of motivation 1969 clayton alderfer’s
existence, relational, and growth needs, no hiearchy
Vroom’s expectancy theory 1964
people behave in ways based on their expectancy of rewards to follow, desirability of reward
self-concept theory-vocational maturity- Donald Super
in job appropriate to chronological age
Kahnema and Tversky’s loss aversion 1979
people prefer to avoid loss than to gain
SCHEIN’S CAREER ANCHORS
Eight themes that people will have prioritized preferences for. Persons self concept acts as an anchor and stabilizing factor for making future occupational decisions
- 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
rational economic model (classical decision theory)
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
frame of reference training (FOR)
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
social facilitation
perform easy tasks better when others are looking
social inhibition
task is done worse when others are around, normally with novel or complex tasks
Deci- extrinsic rewards
can lower intrinsic motivation, depends on whether rewards are used to control (lowers) or inform (can increase)
raven and french- 5 types of power
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
principal of behavioral contrast
when two bxs are being reinforced, the one that no longer being reinforced will decrease, and the one still being reinforced will increase
McClellands theory of needs
work related needs nAch- achievement nAff-affiliation nPow-power (personal, institutional) can change over time, can be trained for need for achievement
fielders contingency theory
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
Tiedman and O’hara theory of career development 91963)
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)
Anne Cleary’s Model of test fairness
considered unfair if the slope and/or intercept of the regression line is different for one subgroup than another
expectancy theory
predicts motivation
- beliefs about relationship between effort and performance
- beliefs about the relationship between performance and outcomes3. 3. valence (desirability of the job/outcomes)
Hollands career typology-1959 (RIASEC)
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
social learning theory of career decision making (sltcdm)
behavior theory of making career decisions- four types of influences
- genetic/special abilities- race, gender, physical appearance/chars
- environmental conditions and events- social, cultural, political
- learning experiences- instrumental and associative
- performance standards and values/task approach skills-work habits, emotional responses, approach new problem
Guilford’s structure of intellect (1955)
factor analysis to find 120 elements of intelligence organized on three dimensions
- Operations- cognition, memory recording, memory retention, divergent production (multiple solutions), convergent (deduce single solution to a problem), evaluation
- content dimension-figural (concrete), symbolic, semantic, behavioral
- 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)
francis galton
intelligence is an inherited trait normally distributed across the population
Thurstone: theory of primary mental abilities
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
administrative model of leadership
find a satisfactory solution rather than the best solution. complete rationality is impossible, solves some problems, creates others
5 stages of burnout- veninga and spradelys (1981)
- honeymoon- abundance of energy, enthusiasm, and job satisfaction
- fuel shortage/balancing act- clearly aware some days are better than others depending on how handle stress
- 1 job dissatisfaction
- 2 work inefficiency
- 3 fatigue
- 4 sleep disturbances
- 5 escapist activities of choice
- chronic-marked by an intensification of same indicators in 2
- 1 chronic exhaustion
- 2 physical illness
- 3 anger depression
- crisis- symptoms become critical
- 1 physical symptoms intensify and increase in number
- 2 obsession about work frustrations
- 3 pessimism and self-doubt dominate thinking
- 4 develop an escapist mentality
- hitting the wall/enmeshent
Behaviorally anchored rating scale
Rate performance, vertically, 5-9… Integrate narratives, critical incidents, quantified scale. Good, moderate, poor
Work sample tests
Fair products of work performance. Move away from standardized
Bio data
Biographical data, factual kinds of questions about life and work experience… Past behavior is best for predicting future behavior
taylor and russel (1939) tables
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) +/-
