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I/O > Midterms > Flashcards

Midterms Flashcards

1
Q

study of behavior in work settings and the application of psychological principles to change work behavior

A

I/O Psychology

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2
Q

determines the competencies needed to perform a job

A

Industrial Psychology

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3
Q

creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment

A

Organizational Psychology

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4
Q

involves developing screening tests to determine if job applicants are qualified for a particular position

A

employee selection

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5
Q

involves designing procedures and equipment designed to maximize performance and minimize inquiry

A

ergonomics

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6
Q

I/O psychologists in this area help improve organizations

A

organizational development

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7
Q

I/O psychologists in this area develop assessments and techniques to determine if their employees are doing their jobs well

A

performance management

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8
Q

professionals in this area often determine what type of skills are necessary to perform specific jobs as well as develop and evaluate employee training programs

A

training and development

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9
Q

area focused on improving employee satisfaction and maximizing the productivity of the workforce

A

work-life

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10
Q

a written explanation that outlines the essential responsibilities and requirements for a vacant position

A

job description

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11
Q

describes the nature of the job

A

job title

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12
Q

describes the nature and purpose of the job

A

summary

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13
Q

list all tools and equipment used to perform the work activities

A

tools and equipment used

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14
Q

describes:
- job environment
- work schedule
- degree of supervision
- ergonomic information

A

job content

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15
Q

describes how:
- performance is evaluated
- what work standards are expected

A

work performance

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16
Q

describes the:
- exempt status
- salary grade
- other compensable factors used to determine salary

A

compensation information

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17
Q

the knowledge, skills, abilities, and other characteristics (KSAOs)

A

job competencies

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18
Q

process of defining a job; gathering and analyzing information about the content and the human requirements of the job

A

job analysis

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19
Q

phenomenon in which the skills possessed by a certain employee are not completely aligned with each other

A

job mismatch

20
Q

[type of mismatch]

may have the right level of education but don’t necessarily have the ideal level of expertise

A

horizontal mismatch

21
Q

[type of mismatch]

level of expertise doesn’t match the level of education needed for a job; overqualification and under qualification

A

vertical mismatch

22
Q
  • provides a clear and organized way to gather information about job roles
  • revised version of Position Analysis Questionnaire (PAQ)
A

job structure profile

23
Q

one of the methods of providing information about competencies

A

occupational information network

24
Q

detailed examination of an individual’s abilities and overall qualification compared to the demands and expectations of their specific position within a larger structure

A

functional job analysis

25
Q

detailed account of the qualifications, skills, and experience required to perform a job

A

job specification

26
Q

systematic process for determining the relative worth of jobs within an organization

A

job evaluation

27
Q

broader analysis of the various jobs within a specific occupation or industry

A

occupational analysis

28
Q

structured tool used to gather detailed information about job content and requirements

A

position analysis questionnaire

29
Q

what employees do to redesign their own jobs in ways that can foster job satisfaction, as well as engagement, resilience, and thriving at work

A

job crafting

30
Q

changing the
- type
- scope
- number of tasks

A

task crafting

31
Q

modifying the nature and extent of interactions and relationships with others

A

relational crafting

32
Q

altering one’s mindset or perception about the job

A

cognitive crafting

33
Q

measures standards of performance against others doing similar work

A

benchmarking

34
Q

comparing an organization’s performance metrics to those of its direct competitors

A

competitive benchmarking

35
Q

comparing similar function or processes across different organizaztions

A

functional benchmarking

36
Q

comparing performance metrics and processes within different departments of the same organization

A

internal benchmarking

37
Q

comparing work processes

A

process benchmarking

38
Q

comparing strategic initiatives and long-term plans with those of leading organizataions

A

strategic benchmarking

39
Q

to determine employees’ mobility within an organization (e.g., job promotions)

A

personpower planning

40
Q

system used to analyze job titles within a company

A

job classification

41
Q

group of jobs that share similar functions

A

job families

42
Q

ranking system that assigns a level/tier to a job

A

job grade

43
Q

group of related jobs that share a common progression of duties and responsibilities

A

job series

44
Q

established criteria and standards

A

classification standards

45
Q

job evaluation technique that assigns point values to specific job factors

A

point factor method

46
Q

competencies of an I/O practitioner

A
  • listening
  • problem-solving
  • negotiation and persuasion
  • data analysis
  • writing and reading comprehension
  • business acumen
  • social skills
  • teaching and learning
  • management
  • communication
47
Q
A

I/O (2 decks)

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