IO Flashcards
Least preferred co-workers:
high LPCs do best in ____ favorable situations, while low LPCs do best in _____ favorable situations
high LPCs do best in moderately favorable situations, while low LPCs do best at the extremes (either highly favorable or highly unfavorable situations).
leniency bias
occurs when a rater gives all employees high ratings, regardless of their actual job performance.
technique requires the rater to compare each employee to all other employees in pairs on each dimension of job performance. A disadvantage of this technique is that it can be very time-consuming to use when there are many employees to rate.
paired comparison method of performance assessment
Quality circles
B. provide management with recommendations for resolving the work-related problems they’ve identified.
80% (four-fifths) rule
adverse impact is occurring when the hiring rate for a legally protected group is less than 80% of the hiring rate for the majority group
if male hiring rate is 50%, then the female hiring rate needs to be 40% (or 80% of 50….. .50*.80)
According to Donald Super, the primary determinant of a person’s occupational choice is
self-concept
halo effect
a rater’s rating of an employee on one dimension of job performance affects how the rater rates the employee on all other dimensions, even when they’re unrelated to that dimension (me giving mosher positive on everything or giving Siddiqi neg on everything)
Behavioral vs. situational interviews
Behavioral: ask questions about PAST events
Situational: ask interviewees how they would respond to hypothetical situations
Of the big 5, what is the biggest predictor or job performance? Biggest predictor of leader effectiveness?
Job performance: conscientiousness
Leader eff: conscientiousness + extraversion
Range of a reliability or correlation coefficient
0 to 1
the extent to which a predictor adequately samples the knowledge or skills it’s intended to measure
content validity
the extent to which a predictor measures the construct (hypothetical trait) it was designed to measure
construct validity
the degree to which scores on the predictor correlate with scores on the criterion
Criterion-related validity; how well does it predict future performance (ranges from - 1 to +1)
even when a predictor’s validity coefficient is low to moderate, adding a new measure can have incremental validity when the:
selection ratio is low (.1 = 1/10 applications will be hired) base rate (percent of employees who were hired using the current selection procedure w/ good performance) is moderate = .5
Taylor Russell tables tell you
How useful a new tool will be (incremental validity) in hiring
Formative and summative program evaluations
Formative: goal = training improvement
Summative: goal = establishing whether the training was successful
the various life roles a person assumes at different times and in different contexts (e.g., child, student, worker, parent)
life-space (life career rainbow = depicts the relationship between a person’s life stages and major life roles over his/her lifespan.)
• 1) genetic endowment and special abilities
• 2) environmental conditions and events
• 3) learning experiences, and
• 4) task approach skills.
all influence career choice in what model
Krumboltz’s (1979) social learning theory of career decision-making
Tiedman’s career decision making model is based off of Erikson’s psychosocial stages of ego-identity development and includes the following phases
anticipation and implementation
Hawthorne effect
(Mayo study of Western Electric) worker productivity increased while the workers were being studied regardless of physical changes
Does flextime increase job satisfaction and productivity
Yes and it decreases tardiness and absenteeism
organizational decisions that are non-repetitive and complex, require unique or creative solutions, and rely on the decision-maker’s judgment and problem-solving skills
Non-programmed ( vs. programmed that are routine and often made by lower level employees)
considering alternatives only until a minimally acceptable alternative is found
satisfice
Despite factors like group think and group polarization, group decisions are better than individual decisions when
the task is complex and group members have complementary skills
individual decisions are better when the task doesn’t have much structure and requires a lot of creativity
Factors that increase groupthink (strivings for unanimity override their motivation to realistically appraise alternative courses of action)
high cohesiveness
strong directive leader
isolated from outside opinions
need decision fast
Group polarization means that groups make ____ decisions than individuals, particularly due to social comparison and exposure to persuasive arguments
more extreme (either risk (risky shift) or more cautious)
Leaders who are task-oriented and focus on achieving performance goals are high in ____
Initiating structure
leaders high in consideration are person-oriented and focus on fostering the trust and respect of subordinates
Is a task oriented leader low or high on the LPC scale
Low
In Fiedler’s contingency model of leadership (LPCs, favorableness of situation), should leaders change to fit style of employee
No, change situation to fit leadership style (which is relatively stable)
favorableness of situation
how much control a leader has over subordinates
According to the situation leadership model, leadership style should depend on a subordinate’s
job maturity (willingness + ability)
Which theory views interactions between boss and employee as either in-group or outgroup interactions
Leader-member exchange
Maslow's hierarchy of needs 1. physiological 2. safety 3. 4. 5. self-actualization
- physiological
- safety
- social
- self-esteem
- self-actualization
the lowest unfulfilled need is the strongest motivator
opportunities for responsibility, challenge, and advancement are what factors in Herzberg’s 2 factor theory
motivator factors (also called job content factors; higher order needs)
According to Herzberg’s 2 factor theory: when ____ is not met, dissatisfaction results; whereas when ___ is met, satisfaction results
inadequate hygiene factors - produce dissatisfaction
adequate motivating factors - produce satissfaction
_____ increases satisfaction and work performance more than ____
Job enrichment (enriched responsibility/autonomy) > enlargement (larger # of tasks)
Workers with high growth-need strength (those that need to fulfill higher order needs) are more likely than those with low GNS to be positively affected by a job that has
the 5 core job characteristics: skill variety task identity task significance autonomy feedback
According to equity theory, what will motivate a worker to increase the quality or quantity of their work?
Overpayment (they perceive that their input to outcome ratio is less than others; they are being overrewarded for less work)
According to expectancy theory (VIE), what will result in high motivation among workers
- worker values outcome (Valence)
- instrumentality - successful performance leads to the outcome
- increased effort = successful performance (expetancy)
Second stage of General Adaptation Syndrome (Selye):
- Alarm stage: sympathetic rx
- Exhaustion (SNS dysfunction)
Resistance: body adapts to stress; some functions return to normal while cortisol stays high; immune system is elevated
survivors syndrome
those not laid off during downsizing exhibit reduced job satisfaction and organizational commitment, a sense of loss of control, somatic symptoms, anxiety, depression, insomnia, and guilt about being a survivor.
Exhaustion
Depersonalization/cynicism
Inefficacy
all produce what
job burnout; early sign = increase in the time and effort put into work without an increase in productivity
a sense of control over one’s life, a sense of commitment to family and work, and a tendency to view new experiences as challenges rather than threats are the three main factors of
hardiness
What is the difference between competency modeling and job analysis?
Competency modeling is similar to job analysis but focuses on the core competencies that are required to successfully perform all jobs or a subset of jobs within an organization and are linked to the organization’s values, goals, and strategies.
Longitudinal research has found that the job satisfaction of individuals is:
A. stable over time only for those who stay in the same job.
B. stable over time only for those who stay in the same job or career.
C. stable over time and across jobs and careers.
D. unstable over time regardless of job or career stability.
The research has found that a person’s level of job satisfaction tends to be the same over time even when he/she changes jobs and careers
Organizational analysis, task analysis, person analysis, and demographic analysis are components of
needs analysis
idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration are all components of
transformational leadership
Lewin’s model of planned change describes change as involving three phases:
unfreezing, changing, and refreezing
Overlearning is most useful for
skills and knowledge that will be used infrequently on-the-job
time and motion analysis
what is it and what theory of leadership is it associated with
evaluation of efficiency of industrial process. associated with Taylor’s scientific management - thought time and motion analysis would help figure out the best way to do the job
When a predictor has a reliability coefficient of .64, you can conclude that its criterion-related validity coefficient can be no larger than:
.8
criterion-related validity coeff <= sq, rel.
In the context of Dawis and Lofquist’s (1984) theory of work adjustment, a worker’s job satisfaction is determined by the correspondence between the worker’s:
needs and reinforcements provided by the job
The Position Analysis Questionnaire
allows employer to compare activities ACROSS jobs
structured worker-oriented job analysis questionnaire that addresses six categories of work activity: information input, mental processes, work output, relationships with other people, job context, and other characteristics
