IO theories Flashcards
Super
self-concept is the key factor in career choice. His theory includes three components: self concept, life span, and life space.
according to super, job satisfaction, stability, and success depend on _____
the extent to which a job matches the individual’s self concept
career maturity
Super; describes a person’s ability to cope with the developmental tasks of their life stage
Who developed the life career rainbow?
Super
Holland
RIASEC model; emphasized a match between personality and the work environment
RIASEC model
Holland; six basic personality/work environment types: realistic, investigative, artistic, social, enterprising, conventional
Roe
links a person’s occupational choice to their basic needs and personality
Tiedeman and O’Hara
described vocational identity development as an ongoing process that is tied to ego identity development
who created the career decision making model?
Tiedeman and O’Hara
Krumboltz created what theory?
Social learning theory of career decision making
what makes social learning theory of career decision making different?
Kumboltz; does not focus on matching an individual to job characteristics, but promotes continued learning and self-development
Brousseau and Driver
created the decision dynamics career model which emphasizes a person’s career concept (how they envision their ideal career path)
Linear career concept
Brousseau and Driver; progressive upward movement in terms of authority and responsibility
expert career concept
lifelong commitment to an occupational specialty and focuses on developing their knowledge and skills within that speciality
spiral career concept
periodic moves across occupational specialties or disciplines
transitory career concept
frequent job changes, often to jobs in unrelated fields
Dawis and Lofquist
theory of work adjustment; job outcomes are due to the correspondence between the worker/environment on two dimensions: satisfaction and satisfactoriness
Taylor is known for what?
scientific management
scientific management
breaking jobs down into component parts, having each employee perform a single part, relies primarily on economic rewards (pay) to motivate employees
Human relations approach
acknowledges the impact of social relationships on productivity and morale, especially the role of informal work group norms
Theory X
believe employees dislike work and avoid it whenever possible; they must be directed and controlled
Theory Y
employee’s are capable of self-control and self direction; more likely to have a positive effect on employees and organizations
Who created theory X and Y?
McGregor
The differences between scientific management and human relations approaches can be seen in ____
theory x and theory y
Performance is a function of
ability + motivation + environment
Maslow’s needs
self actualization esteem social safety physiological
ERG theory
reduced Maslow’s needs to three: existence, relatedness, growth; may be motivated by more than one need at once
Who created ERG theory?
Alderfer
For McClelland, _____ is an important determinant of motivation
need for achievement
______ theory suggests that three basic needs often act as motivators in work settings
Need
Three basic needs according to McClelland
Need for: Achievement, Power, Affiliation
People high in need for achievement
prefer moderately difficult tasks and regard money as a source of feedback and recognition
Two factor theory was created by who?
Herzberg
Two factor theory addresses both ___ and ___
Herzberg; motivation and satisfaction
Two factor theory
Herzberg; proposes that dissatisfaction and satisfaction are independent factors and that dissatisfaction is affected by hygiene factors (job context), while satisfaction is related to the availability of motivator factors (job content)
Herzberg’s theor predicts that workers will be maximally motivated if they are provided with ___ jobs
enriched
job enrichment outcomes
strongest on satisfaction; effects vary from person to person (welcomed by young, well educated, skilled, high on nACH; causes anx and frustration with low nACH)
job enlargement can reduce ___
boredom. Does not usually impact satisfaction/motivation
Locke and Latham created
goal setting theory
Goal setting theory
employees are motivated to achieve goals they have consciously accepted and committed to.
Goal setting theory predicts what types of goals will be accomplished?
specific, moderately difficult, provided feedback
the positive effects of moderately difficult goals on productivity is strongest for ____
simple tasks
Adam is associated with
equity theory
equity theory
a worker’s motivation and productivity are affected by comparisons between his inputs and outcomes (input/outcome ratio) and those of others
Expectancy (VIE) theory
views motivation as a multiplicative function of expectancy, instrumentality, and valence.
Valence
a worker will work hard if they view the rewards as desirable (high valence)
Instrumentality
a worker will work hard if they believe that successful performance will lead to rewards (high instrumentality)
Expectancy
a worker will work hard if he believes that high effect will lead to successful task performance (high expectancy)
Bandura’s social cognitive theory
emphasizes self-regulation of bx through four processes: goal setting, self observation, self evaluation, self reaction
who developed contingency theory
Fiedler
Fiedler’s contingency theory
leadership effectiveness is the result of an interaction between the leader’s style and the favorableness of the situation
According the Fiedler, a leader’s style is ____
fixed
high LPC leaders are most effective
in moderately favorable situations
low LCP leaders are most effective
in very high or very low favorable situations
cognitive resource theory
proposes that the impact of a leader’s intelligence and experience on performance is moderated by the stressfulness of the situation. In low stress, IQ is more predictive of performance; high stress experience is
Path goal theory was created by
House
Path Goal theory
effective leader is one who can identify a path for subordinates that allows them to fulfill personal goals through achievement of group/organizational goals.
Hersey and Blanchard created
situational leadership model
situational leadership model
the choice of effective leadership style depends on the employee’s level of job maturity. Four types: telling, selling, participating, delegating
telling leader
high task/low rel; effective for employees who are low ability/low willingness
selling leader
high task/high rel; effective for employees low ability/high willingness
participating leader
low task/high rel; effective for employees who are high ability/low willingness
delegating leader
low task/low rel; effective for employees who are high ability/high willingness
Vroom-Yetton normative model
provides a decision tree to help leaders select an optimal decision making strategy
transformational leader
marked by an ability to recognize the need for change and the ability to create a vision that guides that change (value drive, empowers worker)
transactional leader
focuses more on stability than change; emphasizes normal work related activities, relies on rewards and punishments, appeals to self-interest for motivation
additive tasks
individual contributions of group members are added together to form the group product
compensatory task
inputs of group members are averaged together to create a single product
disjunctive task
group members must select the solution or decision offered by one of the group members (the best)
conjunctive task
group’s overall performance is limited by that of the worst-performing member
discretionary task
group members decide how to combine the contributions of individual members
Distributive justice
focused on the outcome
procedural justice
focused on the process of decision making. Employees focus most on this when evaluating fairness of salaries
Interactional justice
focused on the perception of interpersonal treatment
Lewin’s Planned Change theory
Three steps: unfreezing, changing, refreezing
Lewin’s Force Field Theory
examines patterns of interaction between the individual and the total field, or environment. B = f(p,e), meaning that behavior (B) is a function of the person (p) and their environment (e).
Demand Control Model
Karasek; identifies job demands and job control as primary contributors to job stress
