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EPPP Study Materials > IO theories > Flashcards

IO theories Flashcards

1
Q

Super

A

self-concept is the key factor in career choice. His theory includes three components: self concept, life span, and life space.

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2
Q

according to super, job satisfaction, stability, and success depend on _____

A

the extent to which a job matches the individual’s self concept

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3
Q

career maturity

A

Super; describes a person’s ability to cope with the developmental tasks of their life stage

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4
Q

Who developed the life career rainbow?

A

Super

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5
Q

Holland

A

RIASEC model; emphasized a match between personality and the work environment

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6
Q

RIASEC model

A

Holland; six basic personality/work environment types: realistic, investigative, artistic, social, enterprising, conventional

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7
Q

Roe

A

links a person’s occupational choice to their basic needs and personality

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8
Q

Tiedeman and O’Hara

A

described vocational identity development as an ongoing process that is tied to ego identity development

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9
Q

who created the career decision making model?

A

Tiedeman and O’Hara

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10
Q

Krumboltz created what theory?

A

Social learning theory of career decision making

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11
Q

what makes social learning theory of career decision making different?

A

Kumboltz; does not focus on matching an individual to job characteristics, but promotes continued learning and self-development

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12
Q

Brousseau and Driver

A

created the decision dynamics career model which emphasizes a person’s career concept (how they envision their ideal career path)

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13
Q

Linear career concept

A

Brousseau and Driver; progressive upward movement in terms of authority and responsibility

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14
Q

expert career concept

A

lifelong commitment to an occupational specialty and focuses on developing their knowledge and skills within that speciality

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15
Q

spiral career concept

A

periodic moves across occupational specialties or disciplines

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16
Q

transitory career concept

A

frequent job changes, often to jobs in unrelated fields

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17
Q

Dawis and Lofquist

A

theory of work adjustment; job outcomes are due to the correspondence between the worker/environment on two dimensions: satisfaction and satisfactoriness

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18
Q

Taylor is known for what?

A

scientific management

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19
Q

scientific management

A

breaking jobs down into component parts, having each employee perform a single part, relies primarily on economic rewards (pay) to motivate employees

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20
Q

Human relations approach

A

acknowledges the impact of social relationships on productivity and morale, especially the role of informal work group norms

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21
Q

Theory X

A

believe employees dislike work and avoid it whenever possible; they must be directed and controlled

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22
Q

Theory Y

A

employee’s are capable of self-control and self direction; more likely to have a positive effect on employees and organizations

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23
Q

Who created theory X and Y?

A

McGregor

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24
Q

The differences between scientific management and human relations approaches can be seen in ____

A

theory x and theory y

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25
Q

Performance is a function of

A

ability + motivation + environment

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26
Q

Maslow’s needs

A 
self actualization
esteem
social
safety
physiological
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27
Q

ERG theory

A

reduced Maslow’s needs to three: existence, relatedness, growth; may be motivated by more than one need at once

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28
Q

Who created ERG theory?

A

Alderfer

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29
Q

For McClelland, _____ is an important determinant of motivation

A

need for achievement

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30
Q

______ theory suggests that three basic needs often act as motivators in work settings

A

Need

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31
Q

Three basic needs according to McClelland

A

Need for: Achievement, Power, Affiliation

32
Q

People high in need for achievement

A

prefer moderately difficult tasks and regard money as a source of feedback and recognition

33
Q

Two factor theory was created by who?

A

Herzberg

34
Q

Two factor theory addresses both ___ and ___

A

Herzberg; motivation and satisfaction

35
Q

Two factor theory

A

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)

36
Q

Herzberg’s theor predicts that workers will be maximally motivated if they are provided with ___ jobs

A

enriched

37
Q

job enrichment outcomes

A

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)

38
Q

job enlargement can reduce ___

A

boredom. Does not usually impact satisfaction/motivation

39
Q

Locke and Latham created

A

goal setting theory

40
Q

Goal setting theory

A

employees are motivated to achieve goals they have consciously accepted and committed to.

41
Q

Goal setting theory predicts what types of goals will be accomplished?

A

specific, moderately difficult, provided feedback

42
Q

the positive effects of moderately difficult goals on productivity is strongest for ____

A

simple tasks

43
Q

Adam is associated with

A

equity theory

44
Q

equity theory

A

a worker’s motivation and productivity are affected by comparisons between his inputs and outcomes (input/outcome ratio) and those of others

45
Q

Expectancy (VIE) theory

A

views motivation as a multiplicative function of expectancy, instrumentality, and valence.

46
Q

Valence

A

a worker will work hard if they view the rewards as desirable (high valence)

47
Q

Instrumentality

A

a worker will work hard if they believe that successful performance will lead to rewards (high instrumentality)

48
Q

Expectancy

A

a worker will work hard if he believes that high effect will lead to successful task performance (high expectancy)

49
Q

Bandura’s social cognitive theory

A

emphasizes self-regulation of bx through four processes: goal setting, self observation, self evaluation, self reaction

50
Q

who developed contingency theory

A

Fiedler

51
Q

Fiedler’s contingency theory

A

leadership effectiveness is the result of an interaction between the leader’s style and the favorableness of the situation

52
Q

According the Fiedler, a leader’s style is ____

A

fixed

53
Q

high LPC leaders are most effective

A

in moderately favorable situations

54
Q

low LCP leaders are most effective

A

in very high or very low favorable situations

55
Q

cognitive resource theory

A

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

56
Q

Path goal theory was created by

A

House

57
Q

Path Goal theory

A

effective leader is one who can identify a path for subordinates that allows them to fulfill personal goals through achievement of group/organizational goals.

58
Q

Hersey and Blanchard created

A

situational leadership model

59
Q

situational leadership model

A

the choice of effective leadership style depends on the employee’s level of job maturity. Four types: telling, selling, participating, delegating

60
Q

telling leader

A

high task/low rel; effective for employees who are low ability/low willingness

61
Q

selling leader

A

high task/high rel; effective for employees low ability/high willingness

62
Q

participating leader

A

low task/high rel; effective for employees who are high ability/low willingness

63
Q

delegating leader

A

low task/low rel; effective for employees who are high ability/high willingness

64
Q

Vroom-Yetton normative model

A

provides a decision tree to help leaders select an optimal decision making strategy

65
Q

transformational leader

A

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)

66
Q

transactional leader

A

focuses more on stability than change; emphasizes normal work related activities, relies on rewards and punishments, appeals to self-interest for motivation

67
Q

additive tasks

A

individual contributions of group members are added together to form the group product

68
Q

compensatory task

A

inputs of group members are averaged together to create a single product

69
Q

disjunctive task

A

group members must select the solution or decision offered by one of the group members (the best)

70
Q

conjunctive task

A

group’s overall performance is limited by that of the worst-performing member

71
Q

discretionary task

A

group members decide how to combine the contributions of individual members

72
Q

Distributive justice

A

focused on the outcome

73
Q

procedural justice

A

focused on the process of decision making. Employees focus most on this when evaluating fairness of salaries

74
Q

Interactional justice

A

focused on the perception of interpersonal treatment

75
Q

Lewin’s Planned Change theory

A

Three steps: unfreezing, changing, refreezing

76
Q

Lewin’s Force Field Theory

A

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).

77
Q

Demand Control Model

A

Karasek; identifies job demands and job control as primary contributors to job stress

EPPP Study Materials (20 decks)

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