I/O Flashcards
What are the effects of flex time?
Positive effects: increase in job satisfaction and satisfaction with work schedule; increase in productivity; decrease in absenteeism
Unclear results on performance
What are the effects of the compressed work week?
Positive effects: boss’ ratings of sub performance; job satisfaction
No effects: absenteeism; objective measures of performance; productivity is UNaffected
What are the methods of job analysis?
Interviews
Questionnaires (PAQ-Position Analysis Questionnaire)
Observation
Work diaries
What are the elements of the PAQ?
Information input Mental processes Work output Relationships with others Job context Other job characteristics
What are the two types of performance evaluations?
Objective: direct, quantitative
Subjective: rely on judgment of rater
*Personnel Comparison Systems (paired comparison or forced distribution)
*Critical incidents
*BARS
*Behavioral-Observation Scales (BORS) -like BARS but with frequency
*Forced choice checklists
What is the most valid predictor of job performance?
Cognitive ability tests
Bio data: nearly as good as cognitive tests; predicts turnover
Job knowledge tests are good predictors, increase as job complexity increases
Work samples: better for motor skills than verbal; less discriminatory
Interviews: moderately accurate, better when structured
Assessment centers: used for management jobs; high validity coefficient, but also high criteria contamination and $$$
personality tests: conscientiousness most accurate predictor of job performance (out of Big 5)
interest tests: low validity; good for vocational counseling
Integrity tests: low validity for predicting job performance
What is incremental validity?
+ hit rate - base rate
OR
use Taylor-Russell tables: based on validity coefficient (large is good), base rate (moderate is good), and selection ratio (low is good).
What are Holland’s 6 personality and environment types?
Realistic: tools/machinery Investigative: analytic, curious Artistic: original Social: works with others Enterprising: manipulates others for organizational gain Conventional: data, records, materials
What are Super’s stages of career/life theory?
Growth (0-15 yrs): develop capacities and interests
Exploration (15-24): narrow career choices, occupation exploration, self examination
Establishment (25-44): permanent place in field
Maintenance (45-64): continue established patterns; maintain status
Decline (65+): decrease output; find nonvocational satisfaction; modify self-concept
What are 9 roles of Super’s Life Career Rainbow?
Child, student, worker, partner, parent, citizen, homemaker, leisurite, pensioner
What is Theory Z?
Takes the best elements of Theory A (American) and Theory J (Japanese) work ethics and combines them.
What is Houses’s Path Goal Theory of motivation?
Workers will increase satisfaction and motivation if leader is helping them set and achieve their goals.
What are House’s types of leaders?
Instrumental (directive): give specific guidelines/rules, structured
Supportive: establish supportive relationships
Participative: include workers in decisions
Achievement-oriented: set challenging goals, encourage high level of performance
What are Hersey & Blanchard’s 4 styles of situational leadership?
Telling
Selling
Participating
Delegating
What is the “telling” style?
HIGH in task orientation
LOW in relationship
Good for employees with low ability and low responsibility
What is the “selling” style?
HIGH in task orientation
HIGH in relationship
Good for employees with low ability and high responsibility
What is the “participating”style?
LOW in task orientation
HIGH in relationship
Good for employees with high ability and low responsibility
What is the “delegating” style?
HIGH in both
Good for employees high in both
What is the best style of leader, according to Hersey & Blanchard?
Depends on the “job maturity” of the subordinates.
Job maturity=ability + responsibility
What are the two types of leaders? What are their characteristics?
Transformational: charismatic influence, inspirational motivation, intellectually stimulating, change-focused, creates a vision, activates workers’ higher-order needs
Transactional: focus on stability, motivate with rewards, promises, threats, punishment
What is Vroom & Ywtton’s decision making model?
Autocratic
AI: don’t consult subordinates; make decisions on own
AII: do get info from subs; make decisions on own
Consultative
CI: discuss with individual subordinates, but make decision on own
CII: discuss with subs as a group, then make decision on own
GII: (group decision) discuss with group, decide as a group thru consensus
***use a “decision tree” to choose best model
What are the stages of Organizational Development (OD)?
Entry – identify problem
Contracting – terms and conditions
Diagnosis – assess problem, collect data ( interviews, questionnaires)
Feedback – give diagnostic info
Planning – develop corrective action plan
Intervention – plan implemented
Evaluation – assess progress
What are the hallmarks of OD intervention?
Systems approach (entire organization) Involves everyone Support of top management Change is planned and long-term Uses an internal or external change agent
What is QWL?
Quality of Work Life
OD intervention
Increases satisfaction, motivation, commitment
Examples: job restructuring, QCs ( quality circles)
Name OD interventions. Are they effective?
QWL
Organization surveys: increased job satisfaction, helps resolve problems
Process consultation: process between team members–focus on communication, decision-making, conflict resolution, individual roles in groups
Organizational change strategies: used for overcoming resistance to change
*empirical-rational–>give them info
*normative-reeducative –> change attitudes/relationships
*power-coercive –> reward, punish, authority
What are the 2 types of decision making models?
Rational-economic
Look for optimal solution, search all possible solutions, weigh all alternatives “MAXIMIZING”
Need: time, all info, unbiased
Administrative
Evaluate solutions as they become available
Select first minimally acceptable solution “SATISFICING”
What are 5 decision making styles?
Decisive: satisficing, unifocus (speed, efficient, inflexible, short sighted)
Flexible: satisficing, multifocus (speed, but flexible)
Hierarchical: maximizing, unifocus (all info, single plan of action)
Integrative: maximizing, multifocus (all info, variety of solutions)
Systemic: combo of hierarchical/integrative (maximizing, sometimes unifocus, sometimes multifocus)
What is prospect theory?
Based on loss aversion: people are not adverse to risk, they are adverse to LOSS.
They will take a risk to avoid loss OR recover from a loss
WhAt is McClelland’s need for achievement?
Need for achievement (nAch) is primary motivator
(nPOW) need to control others, status, prestige
(nAFF) need for affiliation, interpersonal relationships, avoids conflict and criticism
What is Herzberg’s 2-factor theory?
Motivation and satisfaction depend on hygiene factors and motivators
Hygiene: basic needs (salary, benefits, relations with coworkers)
When absent=dissatisfied; present=no effect
Motivators: responsibility, decision-making, growth
When absent=no effect; present=satisfied and motivated
What is Locke’s goal-setting theory?
Goals have 2 purposes: motivation, direct behavior
Must have conscious acceptance and commitment to goals
Goals should be specific and MODERATELY difficult, with frequent feedback
-––——–
MBO (management by objective)
Manager and employee agree on specific, measurable goals, time perios, then evaluate
What is equity theory?
Workers assess input/output and compare to others
Outcome justice–>fairness of outcomes
–vs–
Procedural justice–>how outcomes were determined
What is expectancy theory?
Effort=performance—>outcomes—>desirability of outcomes
Expectancy) (Instrumentality). (Valence
According to Fiedler, what is a high LPC leader?
Relationship-oriented leader
Describes LPC in positive terms
**most effective in MODERATELY favorable situations
According to Fiedler, what is a low LPC leader?
Task motivated leader
Describes LPC in negative terms
***most effective in VERY favorable or very UNfavorable situations
types of group tasks
additive: depends on sum effort
conjunctive: restricted by performance of WORST member
disjunctive: depends on performance of BEST member
compensatory: average of members’ efforts
In selection procedures, the rate of job-performance success employees would show if they were hired without the use of a given selection procedure is called…
base rate
A rating system in which the rater is required to distribute employees into a limited number of pre-determined categories (e.g., top 10%, bottom third), based on their performance relative to other employees.
forced distribution system
What is job analysis used for?
Used to develop job selection measures, performance appraisals, and job descriptions.
occurs when a worker displaces past or present personal problems onto a situation at work. It is thus, analogous to transferance in psychotherapy.
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