IO Flashcards
What are the differences between centralized and decentralized decision making?
Centralized is associated with autocratic and bureaucratic leadership styles. More formal.
All communication goes through one person.
More efficient when tasks are simple and mundane.
Ie. wheel, chain of command
Decentralized associated with democratic style and improved job morale, employee participation, and organizational innovation.
Info flows more freely between individuals.
Best when tasks are complex and cooperation is needed to complete the task.
Ie. circle
More individual satisfaction.
Which theory did Donald super apply to career development?
- Self esteem theory
- Self concept theory
- Social learning theory
- Two factor theory
Two factor theory is a theory of job motivation
Describe herzberg’s two factor theory or motivation hygiene theory.
There are different sources of satisfaction and dissatisfaction. Upper and lower level needs.
Lower are hygiene factors or dissatisfiers…relate to job context, like pay, working conditions, supervision. Dissatisfied when not present. Don’t produces satisfaction.
Upper level needs..motivators or satisfiers..relate to job content and include…need for achievement, responsibility and opportunity. They increase satisfaction and motivation. Failing to meet does not produce dissatisfaction.
You provide quarterly performance appraisals and promote employees. A potential problem is:
- Halo effect
- Recency effect
- Criterion contamination
- Central tendency bias
- Criterion is subjectively scored and rater had knowledge if predictor scores. Scores can be influenced. Results in spuriously high criterion related validity coefficient.
Halo..generalize from one characteristic of a person to other aspects.
Central tendency…rate all about average.
Selection test results in 40
Percent black and 45 white hired. Conclude:
1. Adverse impact occurred
2. Adverse impact and test has differential validity
3. Unfair test
4. Test may or may not have differential validity
4
Adverse impact when percent of minorities is less than 4/5 ths of non minorities hired.
Nonminority x .8 equals 36 percent
45 percent x .8 exceeds 36 percent
Pg 26 test a academic review
Comparing satisfaction w performance and satisfaction w length of employment:
Both weak and positive
Both moderate and positive
First weak and positive, second moderate and positive
First weak and positive, second moderate and positive
- .15 w performance
Moderate negative correlation w satisfaction and turnover
Relationship between morality and criminal behavior is measured based on the rate of church attendance. Many non goers have no criminal record. Due to: A. Criterion contamination B. criterion deficiency C. Criterion relevance D. Criterion related validity
- Criterion is deficient. Concept criterion is the theoretical construct.
Relevance is extent criterion measures the concept
Contamination…known predictor score affects criterion scores
Criterion related validity is degree correlation between predictor and criterion.
Using n theory y: Allow employees take part in decisions Set firm rules about tardiness, absenteeism, loafing Believe workers are motivated by pay Follow premise of scientific mgmt
Theory x..workers are lazy and must be coerced
Theory y..people are industrious, creative and seek responsibility
Comparing job enrichment to job enlargement:
A. Both saitisfy motivator needs
B. enrichment involves more responsibility; enlargement increases variety
C. Enrichment increases variety; enlargement increases decision making
D. Both impact satisfaction and performance.
B. enlarge means to increase variety but not responsibility or degree of challenge. Increases satisfaction but not improve performance.
Enrichment increases responsibility and involvement. Increases satisfaction and performance.
According to fielders LpC theory:
- Hi LpC do best in moderately favorable sit; low LpC do best in either hi favorable or unfavorable situations
- Low LpC best in mod fav sit; hi LpC best in either hi favorably or unfavorable sit
- High LpC best in hi favorable sit; low LpC best unfavorable conditions.
- Hi LpC better at increasing satisfaction, low better increase productivity.
- Must know!
Curvilinear relationship
LpC is least preferred coworker
If leader never the less rates coworkers highly, leader is considered a hi LpC leader and to be relationship oriented.
Job analysis is:
A. Procedure in which information about a jobs tasks , skills, and requirements is gathered thru formal methods of data collection and analysis.
B. develop a job description
C. Identify training needs
D. Identify causes of accidents
E. first step in developing a predictor or criterion.
All
Job analysis techniques provide what 3 kinds of information?
What are the methods of job analysis? 4
Job oriented..task requirements
Lifting, installing,…
Worker oriented..identify knowledge and skills , ability needed for success
Diploma, 20/20 vision,…
Combo
Methods of job analysis
Interview….current workers, supervisors, ppl who know
Questionnaires
PAQ..positions analysis questionnaire (job rated on importance of 6 elements)
Direct observation..may include video
Work diary or log
What is the purpose if performance evaluations?
What are the types if appraisal and their strengths and weaknesses.
Make decisions about
Bonus/raises
Promotion/dismissal
Performance feedback
Measures can be objective (quantified) or subjective (ratings)
Measures often called criterion measures Objective...direct, quantitative # sold, #won, salary, days missed Limit..doesn't measure important stuff..motivation, ...; limit by situational factors (equip prob, economy..); may not be good for compelx jobs
Subjective…rater judgement
Good for complex, less concrete aspects of job
Limits..rater bias, rater doesn’t know scale well
What is 360 degree performance measures?
Subjective performance evaluation that incorporates ratings from multiple raters. Useful for management development
Also note that peer appraisals have been valid at predicting job performance.
Describe the following subjective rating techniques: Personnel comparison systems Critical incidents Behaviorally anchored rating scales Behavioral observation scales Forced choice checklists
PCS. Compare to other employees Rank order best to worst Paired comparison on ea job behavior Forced distribution (predetermined like place in top 10, ...) Adv...reduce rater bias
Critical incidents
Description of job behaviors associated w good and bad performance
Origins..supervisor observed and tallied each; later likert scale w anchor of specific description
BARS
Several dimensions rated
For ea dimension a set of anchors or descriptors/incidents are used and tied to a number point.
Different grps contribute to identifying dimensions and critical incidents and where they rank
Adv..good for employee feedback, may improve ratings
Disadv..time consuming, very specific
BoS..similar above incl adv and dis
Indicate how often perform incident (vs pick incident)
Forced choice check list
Statements grouped
Reduce bias and social desirability
Describe the types of rater bias Halo effect Recently effect Leniency bias Central tendency bias Contrast effect
Halo effect…judge all on single thing
Positive or negative
Recency effects Leniency bias...give all ratees + Strictness bias..give all negative Central tendency..give ave to all Contrast effect..compare to other ratees.
Reduce bias
Format of rating scale
Adequately train raters..focus on accuracy (not errors)
Free of reference training used to help recognize multidimensional nature of job and same conceptualization.
Personnel selection is to make sure the person has what?
What are selection techniques and what are they called?
Knowledge
Skills
Ability
Personnel characteristics
Ksap
Used to predict job performance and facilitate hiring decisions. Predictors
Define the selection procedures. What ones have the best validity for job selection purposes across different jobs? Lowest validity? Work samples Interviews Biographical inventories Assessment centers Standardized tests
Cognitive ability tests and job knowledge tests highest validity
Interest tests have lowest validity
General (or cognitive) mental ability tests. More valid as the complexity of job increases
Job knowledge tests…job specific
Often experience, training.
More valid as complexity of job increases and job test similarity increases.
Work samples…measured in standardized job like condition. More validity for motor skills than verbal.
Eg. Short hand, in basket
Adv..acceptable to applicants
..less likely to discriminate
Other uses..train ability…who may benefit so period of learning and evaluation
..part of realistic job preview…to prevent unrealistic expectations and decrease turn over.
Interviews…most common but only moderately accurate
Situational interviews higher validity than job related validity which have higher than psychological interviews
Structured higher validity than unstructured
Structured board interviews using consensus highest corrected validity.
Biodata (see other ?)
Assessment centers..administration and managers
Done in grps w multiple assessments like tests, work samples, interviews .
Eval by team…rate in many dimensions
Hi validity ESP when correlated w future promotions (threat criterion contamination)
Personality tests
Interest tests. Low validity for performance but useful for satisfaction, persistence and job choice.
Integrity tests..low validity
Good id counterproductive
What are critical incidents?
Supervisors identify employee behaviors that show excellent or inferior performance
Supervisor ident typical behavior employee performs
Employee ident behaviors demo excellent and inferior
Employee id typical behavior perform
A. Originally identified by observations from supervisors.
Describe bio data
Advantages
Disadvantages
Give two
Job selection procedure
Bio inventories ask for info about work hx, education, interests, skills.
When empirically validated highly predictable of job success. That is when items R included bc correlate highly w performance. Many believe only slightly less valid than cognitive tests.
Adv.. Predicts turnover Equally predicts turnover for black and whites. Disadv..specific to job Specific to org made for Lack face validity
Empiracal forms Weighted app blank. Items diff wts based on correlation w job. Sum. Total Biographical info blank. Bib Wider range attitude and behaviors Multiple choice
Criterion contamination
Associated w adverse impact
Is a problem w personality tests
Produces artificially hi validity coefficient
Reduces a predictors incremental validity
C. Rater knows performance on a predictor influences how rate on criterion
Artificially increases the correlation between predictor and criterion
Discuss personality tests in regard to job selection.
Challenging the earlier conclusion that personality tests are not good predictors of job performance.
Big 5. Conscientiousness is accurate predictor of job performance and training success across a wide range of settings.
Measure specific characteristics more accurate than those measuring global traits.
Better predictors of contextual performance, such as effort And other behaviors that contribute to social and psych environ while the cognitive ability tests predict task performance.
What is adverse impact?
Is adverse impact ever permitted?
Standard defined by eeocs uniform guidelines on employee selection procedures to determine when a selection process might be discriminatory.
Occurs when hiring rate for that group is less than 80% of the hiring rate for the majority group.
Ie. if 60 % of male applicants are hired , 48% females must be hired.
.8 x .6 = .48
Allowed when the selection criteria is a bona fide occupational qualification BFOQ. In other words, if there is a valid reason for hiring a substantially larger proportion of a subgroup. So if job related and business necessity, despite adverse impact, may be ok. Ie heavy lifting
What are the causes of adverse impact? Differential validity and unfairness
Are there ways to compensate for that?
Differential validity..selection procedure is valid predictor of one grp and less valid or not valid for another grp. Rare and affects majority as much as minority.
Unfairness…one grp consistently scores lower but both perform equally well at job. Those score lower may not be hired as much.
May compensate with score adjustments .
Separate cut offs
Within group norming (diff raw scores but converted to norm ref scores so ok)
Banding..those in a range considered equivalent
What is the foundation of the Americans with disabilities act?
Prohibits discrimination due to disability in regard to job app, hiring, advancement, or discharge, compensation, training …
Person can perform essential fx if job w or wo reasonable accommodation.
Protects past substance abusers but not current.
What is incremental validity?
Usefulness of a selection test in terms of decision making accuracy
Resulting from the use if a particular predictor.
Determine by: 1. Subtract + hit rate by base rate Ie. 50% good workers aka base rate Study shows hit rate 70% 70% - 50% = 20% Pos hit rate - base rate = incremental validity. Here it means new selection test will increase decision accuracy by 20%
- Taylor Russell tables
Incremental validity is maximized when validity coefficient is large
Base rate is moderate
Selection ratio is low.
High validity coefficient is preferred because it means test scores are accurate predictors of job performance.
Mod base rate (50%) suggests new predictor may be helpful
Low selection ratio..many applicants which helps ensure many qualified apps to chose from.
What is a base rate?
Selection ratio?
Proportion of employees hired using current techniques who Are successful.
Moderate base rate suggests new predictor will be helpful
Hi base rate the current procedure is doing its job.
Low base rate then something other than the selection is the problem (standard too hi..)
Selection ratio..ratio of number of job openings to total number of applicants or percent to be hired.
If 100 apps…selection ratio is low
If 3 ppl applying, selection ratio hi
What is utility analysis?
What are the methods?
Cost effectiveness of a selection procedure.
Utility is dollar gain in job performance when using the selection procedure (vs alternative)
Mathematical formulas
When selecting personnel multiple predictors are preferred. Why?
What is multicollinearity?
Multiple give more info about applicant than just one predictor.
To be useful, ea predictor should have hi correlation w criterion and low correlations with each other (so don’t overlap)
Multicollinearity is when predictors are highly correlated. Do not want.
Describe the methods for combing predictors for selection tests.
Multiple regression
Multiple cutoff
Multiple hurdle
Multiple regression. Estimate applicants score on a criterion on the basis of 2 or more predictors.
Put in equation
Compensatory..if lo on one can make up for it on another predictor.
Multiple cutoff.
Must score above minimum cutoff on ea predictor
Not compensatory
Good when minimum level of competence is needed in diff domains
Multiple hurdle
Meet minimum stds on multiple predictors. Administered one at a time, predetermined order, ea only given if passed previous one
Not compensatory
Saves time and $$
What are the reasons for training in organizations?
What are the three steps in training program development?
Occupational specific training
Computer related training
Managerial-supervisor training
3 steps
Needs analysis
Program design
Program evaluation
What is a needs analysis?
Determine if and what kind of training is needed.
Organizational analysis
Is training what need to solve the problems?
Task analysis
Determine what knowledge, skills, abilities needed to perform satisfactorily. Yields objectives that form goals.
Person analysis.
Determine if person had deficits in areas identified by task analysis
Demographic analysis
Id training needs of employees from diff grps
When training employees what is entailed in program design?
What types are there?
This is choosing the right training program. In general, one that most closely approximates the actual job has the most transfer of training.
Types?
On the job training…under someone experienced….Job rotation to increase range of skills.
Adv..economy
Disadv..carelessly planned and executed, slow production rates, accident rates may increase. Current workers may not make best trainers
Vestibule training…combo on and off job training. Train in physical replication or simulation.
Adv..when need repeated practice, special coaching..
Classroom training
Simulated work environment in separate place. Only train so no worry about production. No worries about mistakes, damage, errors. More personalized attention.
Programmed instruction
Info in broken down logical sequences. Paper and pencil to computer instruction.
Adv..content knowledge ESP rote, own pace
Disadv..not good complex skills
What are the 3 dimensions of program evaluation?
1. Formative evaluations Internal program evals (trainee assessment, satisfaction, degree of learning). Purpose to identify necessary changes so can make changes while in progress. 2. Summative evals. Assess effectiveness after program done. 3. Cost effectiveness
What are kirpatricks framework of four levels for program evaluation?
What did Philips add to it?
Four training outcomes
Level 1. Reaction
Participants response to training. Assess affective responses to quality or relevance of training
Level 2: learning criteria.
Quantifiable measure what learned
Often pre/post tests and end tests
Level 3: behavior criteria. Impact of training on performance at work
Level 4: results criteria
Impact of training on broader organizational goals/objectives.
Often on finances
Philips made
Level 5: return on investment
Done for each of above levels
Career counseling includes achievement tests, aptitude tests, and interest inventories.
Aptitude measures potential. Special aptitude tests have a hi degree of specificity. Ie psychomotor abilities. Also multiple aptitude batteries. Measures multiple aptitudes.
Achievement measures how much content mastered in a domain. May use to see if have general reading ability for a job.
Some say use ability test to refer to both.
Theories of career choice focus on personality variables , Hollands personality and environmental typology, or stages of career development, Supers career and life development theory.
Describe Hollands theory. Riasec
All behaviors including career are a fx of personality and social environment. 6 personality types
Realistic...machines and tools Investigative..analytical, precise Artistic...expressive, nonconformist Social..like others. Avoid systematic Enterprising. Manipulate others Conventional..systematic manipulation of data, filing, reproducing
These in hexagon. Adjacent most similar. Opposite most dissimilar.
Fit w occupational environment is congruent
Score hi on one and low on all others..hi level of differentiation. Most accurate then.
Measure w inventories gives profile
High points of some of the career choice models:
Roes fields and levels theory
Roes..links children’s experiences with their parents to later job choice and level they achieve
Tied man and ohare.
Making of a life in addition to making a living. Based on Ericksons ego identity stages.
Miller tied man and tiedmans decision making model…expanded
Personality reality and common realty. Aware of both for career
Gottfredsons theory of circumscriotion and compromise
Gender and prestige influence and limit career. 4 stages of cognitive development. Job process of elimination.
Krumboltz social learning theory of career decision making
Learn from planned and unplanned encounters in enviornment. Develop works view and beliefs about self and aspirations.
Discuss supers career and life development theory
Predictable stages
Task at ea must be mastered to go
Life span life space theory
Job satisfaction when express self and develop self concept thru work
5 stages: Growth birth to 15 Exploration 15 to 24. Narrow Establishment 25 to 44 Maintenance 45 to 64 Decline 65 plus. Modify self concept
Career maturity
Extent mAster tasks related to developmental stage
Measure w inventory
Life space..varied social roles adopted at diff pts
Life career rainbow…9 major roles adopt during the 5 life stages
Archway. Personal and environmental factors that combo to determine career path
Scientific management and human relations approach have influence on Organizational psychology. Define them.
Scientific management.
Scientific principles applied to design of jobs to improve performance. Improve productivity by: sx method det best way to do job, divide jobs into elementary parts, use piece rate incentives to motivate.
Assumptions.. motivation of workers affects their performance.
Workers motivated primarily by economic incentives.
Ave worker needs supervision.
Human relations approach
Workers motivated by social factors
Including attitudes toward supervision and co workers and informal work grp norms.
Hawthorn investigators found special attention and tx of workers not exptal variables caused productivity improvement.
Hawthorn effect.
Define webers bureaucracy and the systems approach to organizations.
Weber..
Organizational effectiveness is maximized when adopt a bureaucratic structure w formal rules, division of labor, impersonal, rational, efficient approach.
Systems
Org is an open system gets info from w in and out
Change one part effects others
Whole greater than sum
Influence situational or contingency approach which sees workers w diverse needs, variable organizations, and no one strategy will work for all at all times.
What are the differences between the Japanese and American management philosophies?
A or American philosophy Short term duration Individual decisions Individual responsibility Rapid promo Specialized career path Segmented knowledge
J Japanese theory Long term duration. Consensual decisions Collective responsibility Slow promo Nonspecialized Holistic organizational knowledge
Theory Z. Combo A and J Consensual Slow promo Holistic knowledge Long term job Individual responsibility Moderately specialized
What is the influence of total quality management, a Japanese influence?
Emphasis on product quality
Usually involves change in organizational structure and culture and in job characteristics.
Flattening of traditional managerial hierarchy
Increase teamwork
Reduced rate or mgr to nonmgr
Increase cooperation and fairness to employees.
Jobs have:
Skill variety. Constant develop. Cross train to increase range of skill
Task variety. Fit big pic. Work on whole product.
Autonomy, participation, and empowerment. Make decisions
Task significance. Customers
Feedback. From work process
What are the 3 leadership styles?a
Autocratic
Make decisions in own; tell do
Greater productivity ESP work is routine
Democratic
Involve ppl in decision making
Greater satisfaction, creativity, better relat w leader, work when leader gone
Laissez faire
Ppl decisions on own w little help
Describe the consideration vs orientation structure of leadership.
Independent dimensions. Can be high or low on both or one or the other.
High consideration leaders
Person oriented
Focus human relations aspect of supervision
Hi initiating structure
More task oriented
Focus on setting goals
Ensure subordinates follow
Clarifies roles
