Industrial/Organizational Flashcards
The primary purpose of a \_\_\_\_\_\_\_\_ is to develop a description of the nature of a particular job including the knowledge and skills necessary to successfully perform the job; methods include interviews, direct observation, work diaries, and questionnaires (e.g., Position Analysis Questionnaire).
Job
analysis
In regards to job analysis, \_\_\_\_\_\_\_\_-oriented techniques focus on task requirements of a job, while \_\_\_\_\_\_\_\_-oriented techniques identify the personal characteristics, skills, abilities, and knowledge required for successful job performance.
Job;
worker
This is the process of evaluating a particular person's job performance, typically performed to assist in making decisions regarding promotions, placement, transfers, or dismissals.
Performance
evaluation
Of the 2 types of "\_\_\_\_\_\_\_\_ measures" used to evaluate employee job performance, \_\_\_\_\_\_\_\_ measures are quantitative and direct (e.g., number of items sold, salary), while \_\_\_\_\_\_\_\_ measures focus on less concrete aspects of job performance (e.g., motivation, ability to supervise) and rely more on the judgment of the rater.
Criterion;
objective;
subjective
What 2 subjective rating techniques involve 1) comparing each employee with every other employee on each job behavior, and 2) categorizing employees into predetermined groups (based on performance) then comparing the groups?
- Paired comparisons;
- Forced distribution;
These are generally
referred to as Personnel
Comparison Systems
\_\_\_\_\_\_\_\_ are descriptions of specific job behaviors that make a significant contribution to the job, either positive or negative, and are defined by supervisors who identify employee behaviors that demonstrate superior or inferior performance.
Critical
incidents (aka
behavioral
anchors)
This type of subjective rating technique involves a rater (e.g., supervisor) selecting the critical incident for each job dimension that best describes an employee's behavior, then using a Likert-type scale to rate the employee; construction usually involves the input of different groups of workers and supervisors.
Behaviorally
Anchored
Rating Scales
(BARS)
This subjective rating technique differs from Behaviorally Anchored Rating Scales (BARS) in that the rater only indicates how often the employee performs each critical incident, rather than rating performance on numerous dimensions.
Behavioral-Observation
Scales (BOS)
A supervisor who, on a subjective rating of an employee's performance, gives a high rating on "punctuality" and subsequently rates other unrelated dimensions of job behavior highly is demonstrating what type of rater bias?
Halo Effect (can be either positive or negative), whereby all aspects of a person's behavior is based on a single attribute
The \_\_\_\_\_\_\_ refers to the inclination for a rater to assign only average ratings for all ratees; the \_\_\_\_\_\_\_\_ is the tendency to rate all ratees positively; and the \_\_\_\_\_\_\_\_ is the tendency to provide only negative ratings.
Central
tendency;
leniency bias;
strictness bias
Assigning erroneously low ratings to an employee after rating numerous employees who demonstrate exceptionally good job performance is an example of what rater bias?
Contrast
Effect
Of personnel selection procedures, these are regarded as the most valid predictors of job performance across jobs and settings, with validity increasing as job complexity increases.
General Mental Ability Tests, such as cognitive ability tests and general intelligence measures
If an employer wants to measure the knowledge and abilities required to effectively perform job tasks of an employee seeking promotion, what selection procedure is most likely to be used?
Job Knowledge Tests, which provide a good predictor of performance for people with prior experience or training
A person seeking employment as a court stenographer is asked demonstrate their typing skills in a situation similar to that in which they will be working, providing a \_\_\_\_\_\_\_\_ for the potential employer.
Work
sample
One way to prevent unreasonable expectations about a job in order to reduce turnover is to conduct this, which often includes work samples.
Realistic
job preview
Research on interviews indicates \_\_\_\_\_\_\_\_ interviews are more valid than \_\_\_\_\_\_\_\_ interviews, which are more valid than psychologically-based interviews.
Situational;
job-related
What types of interviews are associated with the highest corrected validity, according to research?
Structured board
interviews using
consensus
ratings
Often highly predictive of job success, as well as turnover, \_\_\_\_\_\_\_\_ includes information about an applicant's education, work history, personal interests, and skills.
Biodata
(biographical
information)
These are used for the selection, promotion, and training of administrative and managerial level employees, and may involved observing how a participant responds to the kinds of tasks actually encountered on the job.
Assessment
centers
One possible downside to assessment centers is \_\_\_\_\_\_\_\_, which occurs when a rater's knowledge of a person's performance on a predictor affects how the rater evaluates the person's performance once on the job, leading to an artificial increase in the correlation between the predictor and criterion (or validity coefficient).
Criterion
contamination
While having low validity for predicting job success, these types of tests are quite useful at predicting job satisfaction, job persistence, and job choice.
Interest tests (e.g., Strong-Campbell Interest Inventory [SCII] and Kuder Occupational Interest Survey)
What type of test might be administered to select employees with a lower probability of non-productive job behaviors (e.g., stealing, drinking, etc.)?
Integrity
tests
According to the Equal Employment Opportunity Commission, \_\_\_\_\_\_\_\_ occurs when a hiring procedure produces significantly different rates of selection for different groups of people based on race, gender, age, etc.
Adverse
impact
Adverse impact is determined using the \_\_\_\_\_\_\_\_, which states that adverse impact is occurring when the selection rate for a minority group is less than 4/5ths that of the majority group.
80%
(4/5ths)
rule
TRUE or FALSE: Adverse impact is permitted in cases where an employer demonstrates a valid reason for hiring a significantly larger proportion of a specific group (e.g., job requires physical strength, so more men tend to be hired)
TRUE: This is referred
to as a Bona Fide
Occupational
Qualification (BFOQ)
Two main causes of adverse impact are \_\_\_\_\_\_\_\_ and \_\_\_\_\_\_\_\_; the former occurs when a selection procedure validly predicts job performance for one group and lacks validity for another group, while the latter occurs when one group's scores on a selection test are lower than another's, even though job performance is the same.
Differential
validity;
unfairness
Separate cutoffs, within group norming, and banding are methods that might be implemented in what situation?
When selection test scores of one group tend to be lower than those of another group, thereby compensating for bias
TRUE or FALSE: Based on the Americans with Disabilities Act, not providing reasonable accommodations, regardless of whether it would impose a hardship on the organization, is considered discrimination.
FALSE: Reasonable accommodations must be made unless the organization can demonstrate it would lead to hardship
The gain in validity resulting from adding new predictors to an existing selection system is referred to as what?
Incremental
validity (=
positive hit rate
- base rate)
A selection procedure's incremental validity is greatest when the base rate is \_\_\_\_\_\_\_\_ (about .50), the selection ratio is \_\_\_\_\_\_\_\_, and the validity coefficient is \_\_\_\_\_\_\_\_.
Moderate;
low; high
An organization interested in assessing the cost-effectiveness of a particular selection procedure would likely employ \_\_\_\_\_\_\_\_, whereby the selection procedure being used is compared to others in regards to dollar gain in job performance.
Utility analysis
(or cost-utility
analysis)
When combining predictors into a single selection test, it is important that each predictor have a \_\_\_\_\_\_\_\_ correlation with the criterion and \_\_\_\_\_\_\_\_ correlation with the other predictors (to avoid redundancy).
High;
low
What term refers to predictors on a combined predictor selection test being highly correlated and thereby redundant?
Multicollinearity
What method of combining predictors is being used if an organization requires applicants to complete 3 types of measures then uses the combined scores to predict job performance (e.g., amount of sales in a 3 month period)?
Multiple regression, which is a "compensatory" technique, meaning a low score on one predictor can be compensated for by higher scores on the other predictors
This method of combining predictors requires applicants to score above a minimum limit on all predictors in order to be hired; it is noncompensatory in that a low score on one predictor eliminates one's chance of being hired regardless of scores on other predictors.
Multiple cutoff, which is useful when success requires competence in multiple domains
What is the difference between multiple cutoff and multiple hurdle methods of combining predictors?
Applicants complete all predictors at the same time with multiple cutoff, while multiple hurdle occurs when each predictor is given only after an applicant successfully completed the previous one
An organization considering employee training would likely perform a \_\_\_\_\_\_\_, which helps to determine if and what kind of training is necessary and involves organization, task, person, and demographic analyses.
Needs
analysis
What type of training involves having trainees perform a job under the supervision of an experienced supervisor, employee, or training instructor and is typically more economical than other training methods?
On-the-job-
training
A person training to be an airline pilot is required to successfully and safely complete a set number of hours in a flight simulator before receiving their commercial pilot's license. This is an example of what type of training?
Vestibule training, which is very useful for jobs where consequences of errors are significant or repeated practice is necessary to learn the task
This is a systematic method for collecting, analyzing, and using data to develop answers to basic questions about projects, policies, and programs.
Program
evaluation
One common approach to program evaluation is
Kirkpatrick’s model, which posits 4 levels of
training outcomes: 1. ________ focuses on what
participants thought/felt about the program, 2.
________ provides a quantifiable measure of
what has been learned during the program, 3.
________ addresses the impact the program
had on a participant’s performance/behavior in
the workplace, and 4. ________ measures the
effects of the program on broader organizational
goals and objectives.
Reaction criteria;
learning criteria;
behavior criteria;
results criteria
Phillips proposed this "level 5" evaluation be done at all 4 of Kirkpatrick's levels of criteria, which essentially calculates the money gained or lost as a result of program implementation.
Return on
investment
(ROI)
Career counseling might involve the administration of \_\_\_\_\_\_\_\_, which help determine and measure one's potential for learning a specific set of skills through future training.
Aptitude
tests
Regarding aptitude tests, ________ are used to
assess particular abilities required for a specific
job, such as psychomotor abilities (e.g., Purdue
Peg Board, O’Connor Finger Dexterity Test), and
have a high degree of specificity (i.e., different
aptitudes do not correlate); ________ measure
different aptitudes through the administration of
numerous tests (e.g., Differential Aptitude Test,
General Aptitude Test Battery).
Special Aptitude
Tests; Multiple
Aptitude
Batteries
What type of tests are intended to measure one's previously learned skills and knowledge about a particular domain and might be used in career counseling to determine if a person has the required skills to effectively perform a certain job?
Achievement
tests
What theory proposes that career choice is ultimately a function of one's personality and social environment?
Holland’s
Personality and
Environment
Typology
The 6 personality types delineated by Holland’s
Personality and Environment Typology include
________ (practical, physical, hands-on),
________ (analytical, intellectual, scientific),
________ (creative, original, nonconforming),
________ (cooperative, supportive, nurturing),
________ (competitive, persuasive,
manipulative), and ________ (detail-oriented,
organized, clerical).
Realistic; Investigative; Artistic; Social; Enterprising; Conventional (acronym = RIASEC)
According to Holland, \_\_\_\_\_\_\_\_ refers to the fit between one's personality type and occupational environment, while \_\_\_\_\_\_\_\_ occurs when a person scores high on 1 of the 6 interests and low on all others.
Congruence;
differentiation
TRUE or FALSE: Regarding Holland's Personality and Environment Typology, personality-environment match most accurately predicts job-related outcomes when there is a low degree of differentiation.
FALSE: Higher degrees of differentiation lead to more accurate predictions
What are some tests a career counselor might use to measure the personality types as described by Holland's Personality Typology?
Strong-Campbell Interest Inventory; Vocational Preference Inventory; Self-Directed Search
This theory of vocational choice posits that parenting orientation affects children's needs and personality traits, which subsequently influences occupational outcome.
Roe’s Fields
and Levels
Theory
What are the 3 parenting orientations distinguished by Roe's Fields and Levels Theory?
1. Overprotective, 2. Avoidant, 3. Acceptant; This theory also delineates 8 occupational fields (e.g., business, science) and 6 occupational levels (e.g., managerial, skilled)
This theory states that career development occurs in a series of predictable stages and that the tasks of each stage must be mastered before a person progresses to the next stage.
Super’s Career
Development
Theory
What are the 5 stages of career development distinguished by Super's Career Development Theory?
- Growth (birth - 15
years); 2. Exploration
15-24 y/o); 3.
Establishment (25-44 y/o); - Maintenance (45-64
y/o); 5. Decline (65+ y/o)
According to Super's Career Development Theory, \_\_\_\_\_\_\_\_ refers to the extent to which a person has accomplished the tasks at a certain developmental stage, while \_\_\_\_\_\_\_\_ refers to the different social roles adopted and varying points during one's life.
Career
maturity;
life space
Super utilizes the \_\_\_\_\_\_\_\_ to illustrate the 9 developmental life roles (child, student, worker, partner, parent, citizen, homemaker, leisurite, pensioner) a person adopts during the 5 developmental stages of career development, while the \_\_\_\_\_\_\_ illustrates the personal and environmental factors that combine to determine one's career path.
Life Career
Rainbow; Archway
of Career
Determinants
This model of vocational choice is based on Erikson's psychosocial theory of ego identity and poses career-related correlates to each of Erikson's 8 psychosocial crisis resolutions; it was developed as a reaction against Super's self-concept model.
Tiedman and
O’Hare’s
Decision
Making Model
The Miller-Tiedeman and Tiedman's Decision Making Model differentiates between \_\_\_\_\_\_\_ reality and \_\_\_\_\_\_\_\_ reality, the former referring to thought or behavior that one feels is right for themselves, the latter referring to what "they" expect of the person.
Personal;
common
This theory addresses the extent to which gender and prestige influence and limit one's choice of careers and suggests that, starting in childhood, people 1) begin to progressively eliminate least preferred career options as they become more aware of occupational differences in gender and prestige, and 2) expand career preferences in recognition of and accommodation to external constraints.
Gottfredson’s
Theory of
Circumscription
and Compromise
This theory suggests that career transitions
occur as a result of learning experiences from
planned and unplanned encounters with the
people, institutions, and events in each
individual’s specific environment, distinguishing
between the following 4 influences on career
decision making: 1) genetic characteristics and
special abilities, 2) environmental conditions and
events, 3) learning experiences (instrumental
and associative), and 4) task approach skills.
Krumboltz’s Social
Learning Theory of
Career Decision
Making (SLTCDM)
This theory of management analyzes and synthesizes workflows with the purpose of improving productivity; underlying this theory are the assumptions that 1) performance is influenced by worker motivation, 2) most workers are motivated exclusively by economic incentives, and 3) most workers require constant supervision.
Scientific
Management
(F. Taylor), or
Taylorism
The \_\_\_\_\_\_\_\_ approach contrasts against scientific management in that it assumes worker performance is influenced primarily by social factors (e.g., attitudes toward supervisors and co-workers, informal work group norms) rather than economic factors.
Human
relations
This term refers to the phenomenon whereby an aspect of a person's performance improves due simply to the fact that they are being observed and receiving greater attention.
Hawthorne
Effect
Organizations taking this approach tend to assume that workers have diverse needs; organizations differ in terms of structure, culture, and other characteristics; and no single managerial strategy works universally well for all people and all organizations.
The
Systems
Approach
This theory attempts to combine the best aspects of American organizational styles with the best aspects of Japanese organizational styles, advocating for consensual decision-making, slow promotion, long-term employment, and holistic knowledge of the organization.
Theory Z
(Ouchi and
Jaeger)
Skill variety (workers trained to perform
numerous skills); task variety (workers work on
entire product or component of a product and
see how it fits into big picture); autonomy,
participation, and power (workers make
decisions; task significance (workers
communicate with external customers); and
feedback (coming directly from work process
rather than management) are characteristics of
what management approach?
Total Quality
Management
According to Lewin, Lipitt, and White, \_\_\_\_\_\_\_\_ leaders make decisions alone and instruct subordinates what to do, \_\_\_\_\_\_\_\_ leaders involve subordinates in the decision-making process, and \_\_\_\_\_\_\_\_ leaders provide minimal guidance and allow subordinates to make decisions on their own.
Autocratic;
democratic;
laissez-faire
Research on leadership styles has shown that \_\_\_\_\_\_\_\_ leadership in routine work environments tends to increase productivity.
Autocratic
Under what style of leadership, as distinguished by Lewin, Lipitt, and White, do subordinates tend to be most satisfied, more creative, have better relationships with the leader, and more likely to continue working in the absence of the leader?
Democratic
A supervisor who tends toward a more person-oriented approach to leadership and emphasizes human relations would be said to have the \_\_\_\_\_\_\_\_ structure, whereas a supervisor who is more task-oriented and focuses on goal-setting, rules, and role clarification demonstrates the \_\_\_\_\_\_\_\_ structure.
Consideration;
initiating
TRUE or FALSE: Research has shown that there are certain personality characteristics that distinguish good leaders from poor ones.
FALSE: No single trait or set of traits distinguishes good leaders from poor ones, rather effectiveness of a leader is influenced by numerous factors (e.g., supervisee characteristics, type of task)
According to McGregor, ________ managers
believe work is inherently unenjoyable, workers
require direction due to lacking ambition, and
workers are motivated by lower-level needs (e.g.,
financial incentive); alternatively, ________
managers believe workers are self-directed and
responsible, work can be enjoyable under proper
conditions, and workers require freedom and
autonomy.
Theory X (e.g., Scientific Management); Theory Y (e.g., Human Relations approach) - McGregor theorized a Theory Y approach was more effective
This theory of leadership postulates that
a leader’s effectiveness is determined by
the interaction between 2 factors: 1) style
of leadership, which is measured using
the Least Preferred Coworker (LPC)
scale, and 2) situational
favorableness/control, or the degree to
which a situation enables the leader to
control or influence subordinates.
Fiedler’s
Contingency
Theory (LPC
Theory)
What theory of leadership postulates that the satisfaction, motivation, and performance of subordinates is contingent on the leader's behavior, further stating that leaders engage in behaviors that complement subordinates' abilities and compensate for deficiencies.
Path-Goal
Theory of
Leadership
(House)
The Path-Goal Theory of Leadership suggests 4
leader styles: ________ leaders establish clear
rules and tells subordinates how to perform
tasks; ________ leaders set challenging goals
and expect subordinates to perform at their
highest level; ________ leaders consult with
subordinates and seek their suggestions when
making decisions; and ________ leaders
demonstrate concern for the needs and
preferences of subordinates.
Instrumental (or directive); achievement-oriented; participative; supportive
According to Hersey and Blanchard's Situational Leadership Model, optimal leader style is largely dependent on subordinates' \_\_\_\_\_\_\_\_ and \_\_\_\_\_\_\_\_ to accept responsibility, or job maturity.
Ability;
willingness
According to the Situational Leadership
Model, determine the optimal leader style
for these 4 “job maturity” levels: 1) ability
and willingness to accept responsibility
are both low, 2) low ability but high
willingness to accept responsibility, 3)
high ability but low willingness to accept
responsibility, 4) ability and willingness to
accept responsibility are both high.
1. Telling (high task orientation, low relationship orientation); 2. Selling (high task and relationship orientations); 3. Participating (low task orientation, high relationship orientation); 4. Delegating (low task and relationship orientation)
Inspirational motivation, focus on change, appeals to higher ideals and values, and intellectual stimulation are characteristics of \_\_\_\_\_\_\_\_ leadership, while the use of rewards and punishments, threats of disciplinary action, and a focus on stability is more characteristic of a \_\_\_\_\_\_\_\_ leadership style.
Transformational;
transactional
This situational leadership theory distinguishes
between 5 styles of leadership based on the
extent to which the leader includes group
members in the decision-making process,
arguing that each of the leadership styles have
both costs and benefits and that the best style
depends on situational characteristics; uses a
“decision tree” to indicate optimal leader style
based on the leader’s answers to questions
about situational attributes.
Vroom and
Yetton’s Normative
(Decision-Making)
Model
What theory emphasizes that not all subordinates (members) of an organization achieve the same quality of relationship with leaders, explains how relationships with various subordinates can develop, and suggests the subordinate-leader relationship determines "in group" or "out group" status of the subordinate?
Leader Member
Exchange
Theory
What are the 7
phases of
organizational
development?
Entry (identify need for change), contracting (consultant specifics terms and conditions of participation), diagnosis (problem assessed and data collected), FEEDBACK (help organization understand diagnostic information so it can begin to address problem), planning (corrective-action plan developed), intervention (plan implemented), and evaluation (progress assessed)
What quality of work life intervention involves having workers from the same department voluntarily meet regularly to discuss how their work can be improved?
Quality
circles
With the purpose of helping team members understand and alter processes that are undermining their interactions, \_\_\_\_\_\_\_\_ focuses on decision-making, communication, conflict resolution, and individual roles in groups.
Process
consultation
Chin and Benne posit 3 strategies for
overcoming resistance to organizational change:
________ (assumes people are rational and act
in accord with their self-interests), ________
(assumes social norms underlie organizational
behavior patterns, thus change in
attitudes/values leads to acceptance of
organizational change), and ________ (rewards,
punishments, and legitimate authority used to
coerce employees to comply with organizational
change).
Empirical-Rational;
Normative-Reeducative;
Power-Coercive
TRUE or FALSE: When employees are asked to participate in decisions regarding organizational change, they become less likely to support the change.
FALSE: When allowed to fully participate, employees tend to support the change enthusiastically
A ________ communication network involves all
communication going through one
person/position (e.g., chain of command), while a
________ communication network is
characterized by information flowing more freely
between individuals (e.g., the circle); the former
is more efficient for simple mundane tasks, the
latter is more efficient when tasks require
cooperation and are more complex.
Centralized;
decentralized
Regarding individual decision-making within an
organization, a person utilizing the ________
model gathers all relevant information and must
process the information accurately without bias
in order to find the optimal solution; a person
utilizing the ________ model evaluates solutions
as they become available and selects the first
one that is minimally acceptable, as perfect
rationality is understood to be impossible.
Rational-economic;
administrative
According to Driver, Brousseau, and Hunsaker, \_\_\_\_\_\_\_\_ make decisions based on the least amount of information necessary and choose 1 or more adequate solutions, while \_\_\_\_\_\_\_\_ use all of the time and resources necessary to consider all relevant information before settling on a solution.
Satisficers;
maximizers
The 5 decision making styles proposed by Driver, Brousseau, and Hunsaker are: \_\_\_\_\_\_\_\_ (satisficing and uni-focus), \_\_\_\_\_\_\_\_ (satisficing and multi-focus), \_\_\_\_\_\_\_\_ (maximizing and uni-focus), \_\_\_\_\_\_\_\_ (maximizing and multi-focus), and \_\_\_\_\_\_\_\_ (maximizing and both uni-focus and multi-focus).
Decisive style; flexible style; hierarchic style; integrative style; systemic style
This primary concept of Prospect Theory refers to the tendency for people to be more influenced by potential losses than potential gains when making decisions; essentially, people prefer avoiding losses more than acquiring gains.
Loss aversion
(people are
more adverse to
loss than to risk)
The degree to which workers perceive they are being treated fairly is referred to as \_\_\_\_\_\_\_\_ and involves these 3 dimensions: \_\_\_\_\_\_\_\_ (perceived fairness of outcomes such as hiring and raise requests), \_\_\_\_\_\_\_\_ (perceived fairness of processes/methods used to allocate outcomes), and \_\_\_\_\_\_\_\_ (perceived fairness of interpersonal treatment).
Organizational justice; distributive justice; procedural justice; interactional justice
What dimension of organizational justice is the best predictor of work performance and counterproductive work behavior?
Procedural
justice
According to Schein, there are 3 levels characterizing this concept: 1) behavior and observable artifacts (e.g., physical layout of workplace, dress codes), 2) values (e.g., organizations ideologies, norms, goals), and 3) underlying assumptions (e.g., unconscious thoughts, emotions, assumptions).
Organizational
culture
TRUE or FALSE: Physically attractive women, when competing with equally qualified women who are less attractive, are usually deemed less suitable for the job by male executives.
TRUE: Though physically attractive males are usually deemed more suitable
According to research, how are women managers, particularly those who utilize stereotypically male leadership styles, evaluated?
Only slightly less favorable, while men using stereotypically female leadership styles are not evaluated any differently
The notion that men and women should receive equal pay for performing jobs that have equivalent worth is referred to as what?
Comparable
worth
TRUE or FALSE: Based on research findings, males and females in leadership roles do not consistently differ in terms of their leader style.
TRUE: There is some evidence, however, that women adopt a more participatory style while men are more autocratic/directive
What is utilized to help an organization determine the worth of jobs in order to set salaries and wages?
Job
evaluation
These are used to assess employee attitudes and opinions and can provide valuable information and solutions to help solve organizational problems, which usually leads to increased employee satisfaction.
Employee
surveys
This theory, when applied to the workplace, suggests that workers are motivated by need deficiencies, thereby exerting effort to meet their lowest unsatisfied need (e.g., higher-level workers motivated by esteem needs while lower-level workers motivated by physiological needs); empirically, there is not much support for this theory.
Maslow’s
Hierarchy of Needs
(as applied to work
motivation)
Alderfer's ERG theory proposes what 3 needs, which do not arise in hierarchical order as Maslow suggests, contribute to work motivation?
Existence,
relatedness,
and growth
According to McClelland, \_\_\_\_\_\_\_\_ is the primary motivator in work situations, whereby people with high levels desire autonomy, personal responsibility, and recognition for their efforts; those with a high \_\_\_\_\_\_\_\_ are motivated by control, prestige, and status, while those with a high \_\_\_\_\_\_\_\_ are motivated by good interpersonal relationships and the avoidance of conflict.
Need for achievement
(nACh); need for
power (nPOW); need
for affection (nAFF)
This theory proposes that: the absence of
hygiene factors (e.g., pay, benefits) leads
to worker dissatisfaction, while the
presence has no effect on satisfaction;
the presence of motivator factors (e.g.,
decision-making authority, responsibility)
leads to satisfaction and motivation, while
the absence does not cause
dissatisfaction.
Herzberg's Two-Factor Theory (note: there is some empirical support that motivators are more effective than hygiene factors, though little support for the distinction between factors that produce satisfaction and dissatisfaction)
According to Herzberg's Two-Factor Theory, redesigning a job to provide a worker with increased responsibility, decision-making authority, opportunities for advancement, and challenge is referred to as what?
Job
enrichment
This term refers to simply increasing the number and variety of tasks a worker performs in order to reduce boredom without the intent of increasing job motivation and satisfaction.
Job
enlargement
According to the Job Characteristics Model,
________ (job meaning increases with skill
requirement), ________ (jobs constituting whole
pieces of work rather than pieces of a whole are
more meaningful), ________ (important jobs are
more meaningful), ________ (independence,
freedom, decision-making authority increases
meaning), and ________ (regular reviews
increase meaning) all influence motivation and
job satisfaction.
Skill variety; task identity; task significance; autonomy; feedback
According to Goal-Setting Theory, which suggests that conscious acceptance of and commitment to goals are the most important factors in a worker's willingness to achieve goals, what conditions maximize goal attainment?
Goals are specific and moderately difficult, and regular feedback about progress toward goal attainment is provided
An employee and his manager agree to a particular set of measurable goals that the employee will accomplish during a certain period of time. At the end of this time period, the employee's progress toward these goals is evaluated and changes in goals or work behaviors are made. This exemplifies what technique based on Goal-Setting Theory?
Management
by Objective
TRUE or FALSE: Setting goals and receiving regular feedback has been shown to positively effect performance, while adding incentives does not appear to increase performance.
TRUE: This suggests extrinsic motivation does not necessarily improve performance
This cognitive theory of work motivation posits that workers assess both their contributions to (input) and rewards of (outcomes) their work, unconsciously comparing this input/outcome ratio to that of other workers; workers are motivated to create ratios comparable to that of other workers
Equity
Theory
According to Equity Theory, an employee given a pay raise will be motivated to increase the quality and quantity of their work if they believe the raise resulted in what?
Them being
overpaid
compared to
other employees
The 3 concepts underlying Expectancy Theory (Vroom) are \_\_\_\_\_\_\_\_ (belief that increased effort leads to better job performance), \_\_\_\_\_\_\_\_ (belief that better job performance leads to certain outcomes/rewards), and \_\_\_\_\_\_\_\_ (rewards are desired/valued by the worker).
Expectancy;
instrumentality;
valence
Similar in principle to Operant Conditioning, what reinforcement theory of work motivation places particular importance on extrinsic rewards, especially material rewards (e.g., salary, benefits)?
Incentive
Theory
TRUE or FALSE: A young, Hispanic, lower-level employee is likely to report greater satisfaction with his job than an older, White, manager.
FALSE: In terms of job satisfaction, older age, higher-level jobs, and being white are correlated with lower reports of job dissatisfaction
Researchers have found that the strongest predictor of job success for a number of jobs was what?
The employees’
ability to utilize
their skills
The correlation between job satisfaction and job performance is \_\_\_\_\_\_\_\_ and \_\_\_\_\_\_\_\_.
Positive;
weak
This term refers to an employee's psychological attachment to their place of work, or the extent to which they identify with their workplace and are willing to help it achieve its goals; higher levels are negatively correlated with absenteeism and turnover.
Organizational
Commitment
TRUE or FALSE: When working interdependently on a task, it is best to develop both individual and group goals.
FALSE: Research indicates individual plus group goals are no better than group goals alone
One main focus of engineering (ergonomic) psychology is the \_\_\_\_\_\_\_\_, which refers to the extent to which humans and machines must work together to accomplish a job.
Person-Machine
Systems
Regarding work schedules, working a 10 hour per day, 4 day per week schedule is an example of what?
Compressed
work week
(CWW)
Employees who are allowed to determine their own daily schedules as long as they work the required number of hours and are at work during specific core times are on a \_\_\_\_\_\_\_\_ work arrangement.
Flextime
Research indicates that people working a \_\_\_\_\_\_\_\_, a type of shift-work schedule, are more prone to making errors and having serious accidents; even worse, people on a \_\_\_\_\_\_\_\_ shift have lower productivity, higher accident rates, and more health problems (physical and mental).
Night-shift;
rotating
One way to combat work \_\_\_\_\_\_\_\_, or the subjective tiredness due to physical or mental exertion, is to take periodic \_\_\_\_\_\_\_\_, which help to reduce work-related accidents and increase employee satisfaction.
Fatigue;
rest breaks
Work stress is typically caused by \_\_\_\_\_\_\_\_ (too much work to do in available time), \_\_\_\_\_\_\_\_ (work is too difficult), and/or \_\_\_\_\_\_\_\_ (not enough work/work is too easy).
Quantitative overload; qualitative overload; work underload
What is the single most stressful aspect of work for psychotherapists, which could lead to burnout, according to research?
Lack of
therapeutic
success
This term refers to the physical and emotional exhaustion that can be caused by chronic work stress and is usually accompanied by a sense of reduced personal accomplishment and a tendency to think in impersonal terms.
Burnout
Who is most
likely to
experience
burnout?
Women, employees who are single or divorced, those who work frequently with others
Problems that occur as a result of role expectations at work and at home being incompatible is referred to as \_\_\_\_\_\_\_\_, which can lead to burnout, lowered work productivity, depression, and marital/family dissatisfaction.
Work-family
conflict
TRUE or FALSE: To make sure employees are operating in a safe fashion, it is recommended organizations utilize tactics to frighten the employees, such as posting graphic details of what could happen if something is done out of safety code.
FALSE: Research indicates positive themed programs with a specific point are more effective
\_\_\_\_\_\_\_\_, \_\_\_\_\_\_\_\_, and \_\_\_\_\_\_\_\_ noises are more distracting than \_\_\_\_\_\_\_\_, \_\_\_\_\_\_\_\_, \_\_\_\_\_\_\_\_ noises.
Intermittent; irrelevant; meaningful (e.g., conversations); constant; relevant; non-meaningful (e.g., construction noise)
What is the best way to reduce employee complaints about distracting noise?
Provide them
some control
over the noise
This type of
training is useful
for improving
rater accuracy.
Frame-of-reference
training
