Occupational Flashcards
What are the 3 levels of stress management?
Primary stress management - removing the problem with occupational psychology e.g. fitting someone to the job
Secondary stress management - fitness programs, gym memberships
Tertiary stress management - employee assistance programs, workplace counselling
What are the 2 types of theories of work motivation?
Content theories - ‘what’ motivates people
Process theories - ‘how’ people are motivated
State 3 content theories of work motivation
Taylor’s money motive
Hertzberg Hygiene factors - work environment, pay, etc are hygiene factors which are extrinsic, however intrinsic factors are also need e.g. skill use
Hackman & Oldman job characteristics model (1976) - There are more factors to motivate people rather than incentives - skill variety, task identity, autonomy (freedom to do the task), job feedback, task significance (e.g. does it make an impact?) all can provide motivation
State 3 process theories of motivation
Expectancy theory (Vroom, 1964) - an individual will be motivated depending on the outcome of the task e.g. will be highly motivated if the outcome is important
Goal setting theory (Locke, 1981) - commitment and acceptance of a goal will be determined by goal specificity and goal difficulty
Reinforcement theory (Skinner) - positive behaviours can be rewarded to increase positive behaviours (e.g. incentives) and bad behaviours can be punished to reduce the problem behaviour
How can motivation have individual differences
Maslow’s hierarchy of human needs display that people may be at different levels of the hierarchy so will be motivated by different things
Need for achievement - people have different levels of need to achieve
Why might theories of motivation lack reliability/validity?
They are all theory based - there is a lack of research to support the theories
What are the 2 types of leadership theories
Task-oriented/people-oriented and contingency theories - contingency takes into account of the situation
State 2 people/task-oriented theories
Ohio leadership studies (1940s) leaders should show consideration and have an initiating structure (e.g. direction of tasks)
HSE management competencies for reducing stress at work (2009)
State 2 contingency theories
Fiedler (1967) model states that there is not one most effective leadership style, it depends on the situation → first identify leadership ability by rating LPC (least prefered coworker) - lower score is better for leadership, then assess the situational factors
What does Warr (1979) suggest?
Good employee wellbeing improves performance
What does Michie (2001) suggest?
Key stressors in the workplace: overworking/long hours, lack of control of work and lack of participation in decision making, unclear management and communication, poor social support
State research on a homogeneity approach to improve stress at work
Tajfel - social identity theory
Seong (2015) shows working in a group task-orientated way increases group performance in private firms in Seoul
How can incentives help reducing stress?
Provide incentives (not always financial) to make performances visible and make people feel valued - will help reduce stress and decrease level of social loafing (Karau, 1993)
How can workplace interventions reduce stress?
Workplace interventions have shown to be useful in enhancing work team climate, reducing depressive symptoms and somatization in people at risk of leaving their job (Heaney, 1995)
What does House’s (1970) Goal Path theory suggest?
Good leaders should put their subordinates in the paths of their goals to help them achieve them
