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EPPP Review > I/O > Flashcards

I/O Flashcards

1
Q

job evaluation

A

determines the financial worth of a job

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2
Q

critical incident technique

A

ascertaining the specific actions that lead to desirable or undesirable consequences

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3
Q

path-goal thoery

A

leader should increase personal payoffs for subordinates and make paths to payoffs easier

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4
Q

multiple regression approach is a _____ technique

A

compensatory

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5
Q

_____ power is based on identifying/admiring/liking the person

A

referent

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6
Q

the tendency for people to make riskier decisions in groups

A

risky shift

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7
Q

according to krumboltz, people choose careers based on

A

what they’ve learned through modeling and reinforcement

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8
Q

seeking concurrence more than seeking the best possible alternative

A

groupthink

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9
Q

risky shift

A

the tendency for people to make riskier decisions in groups

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10
Q

super’s theory

A

career is a combination of life roles, there are 5 major stages

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11
Q

performance is a function of

A

ability, motivation, opportunity

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12
Q

holland typology

A

realistic, investigative, artistic, social, enterprising, conventional

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13
Q

overlearning is useful for tasks that are

A

infrequently performed and performed under stress

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14
Q

_____ rewards are strongly correlated with performance and satisfaction

A

performance-contingent

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15
Q

vroom’s VIE theory says people

A

behave according to their reward expectancy

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16
Q

rating an employee on non-important aspects of the job

A

contamination errors

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17
Q

response polarization

A

tendency for people in groups to become more extreme in their views

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18
Q

method of controlling for halo effect and leniancy/strictness biases

A

forced choice

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19
Q

deficiency errors

A

excluding important aspects of job from evals

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20
Q

theory x

A

workers are lazy and must be coerced

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21
Q

multiple hurdle approach is a _______ technique

A

noncompensatory

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22
Q

consistency

A

how closely related the first two code letters are

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23
Q

expanding the variety of tasks without increasing responsibility

A

job enlargement

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24
Q

groupthink

A

seeking concurrence more than seeking the best possible alternative

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25
Q

job satisfaction _____ with age

A

increases

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26
Q

theory y

A

people find satisfaction with work, control and punishment not necessary

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27
Q

according to 2-factor theory, dissatisfaction results when ____ are not met, but satisfaction only results from meeting _____

A

lower-level needs, upper-level needs

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28
Q

tiedeman and o’hara’s theory focuses on

A

differentiation and integration

29
Q

when there are different criterion-related validity coefficients for different groups

A

differential validity

30
Q

expanding jobs to give employees a bigger role in planning and performing work

A

job enrichment

31
Q

interest tests predict

A

job satisfaction

32
Q

unfairness

A

when minorities and non-minorities score differently on the predictor yet perform similarly on the criterion

33
Q

congrience

A

match between personality type and work environment

34
Q

if leader rates least preferred coworker poorly, they are

A

low lpc, task oriented

35
Q

_____ power is based on hierarchy

A

legitimate

36
Q

what race reports more job satisfaction?

A

whites

37
Q

griggs vs. duke power company

A

can’t use broad testing

38
Q

job analysis

A

describes the component tasks performed by the workers on a job

39
Q

tendency for people in groups to become more extreme in their views

A

response polarization

40
Q

japanese management strategies

A

theory z

41
Q

centralized communication networks are nest for ____ tasks, while decentralized communication networks are best for ____ tasks

A

simple, problem-solving/communication

42
Q

erg theory divides needs into those based on

A

existence, relatedness, growth

43
Q

when minorities and non-minorities score differently on the predictor yet perform similarly on the criterion

A

unfairness

44
Q

% of minorities selected must be at least 4/5ths the percentage of non-minorities selected

A

adverse impact

45
Q

title VII

A

original EEO act, can’t discriminate

46
Q

maslow’s hierarchy

A

physiological, safety, social, esteem, self-actualization

47
Q

determines the financial worth of a job

A

job evaluation

48
Q

uniform guidelines

A

can’t use tests that discriminate

49
Q

differential validity

A

when there are different criterion-related validity coefficients for different groups

50
Q

hershey and blanchard’s situational leadership looks at

A

employee’s readiness to perform

51
Q

if leader rates least preferred coworker highly, they are

A

high lpc, relationship oriented

52
Q

ascertaining the specific actions that lead to desirable or undesirable consequences

A

critical incident technique

53
Q

describes the component tasks performed by the workers on a job

A

job analysis

54
Q

interviews have better criterion-related validity when

A

they’re structured, there are multiple interviewers, interviewers are trained

55
Q

management by objectives

A

mutual agreement between employees and supervisors on goals

56
Q

similarity between training and work situations

A

identical elements

57
Q

contamination errors

A

rating an employee on non-important aspects of the job

58
Q

_____ power is based on ability to punish

A

coercive

59
Q

identical elements

A

similarity between training and work situations

60
Q

adverse impact

A

% of minorities selected must be at least 4/5ths the percentage of non-minorities selected

61
Q

____ tasks are ones where the outcome is affected by the most effective group member, whereas ____ tasks are ones where the outcome is affected by the least effective group member

A

disjunctive, conjunctive

62
Q

ideal group size for decision-making is ____, and ____ is more effective in situations requiring deliberation

A

5-7, an even number

63
Q

excluding important aspects of job from evals

A

deficiency errors

64
Q

mccelland’s acquired needs theory describes 3 significant work-related needs

A

need for achievement, need for affiliation, need for power

65
Q

differentiation

A

degree to which person is represented by one personality type

66
Q

workers are lazy and must be coerced

A

theory x

67
Q

people find satisfaction with work, control and punishment not necessary

A

theory y

68
Q

multiple cutoff approach is a _______ technique

A

noncompensatory

69
Q

______ LPCs are most effective as leaders in highly favorable or unfavorable situations, _____ LPCs are most effective in moderately favorable situations

A

low, high

EPPP Review (10 decks)

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