Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

EPPP > Organizational Psychology > Flashcards

Organizational Psychology Flashcards

1
Q

what is ordinarily the first step of a job evaluation

A

job analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Hersey and Blanchard’s situational leadership theory proposes that the optimal leadership style depends on a subordinate’s ___

A

job maturity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

work or worker oriented?
type of job analysis that focuses on the tasks that must be accomplished to achieve desired job outcomes

A

work-oriented job analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Which theory (x/y) says that subordinates enjoy work, are self-directed and internally motivated, and seek responsibility and that a supervisor’s role is to provide subordinates with conditions that allow them to fulfill their own goals by achieving organizational goals. ­­­­

A

Theory Y

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

groups of employees who have total responsibility for and control over their own work, including budgeting, task assignments, methods for completing tasks, work schedules, employee selection and training, and performance appraisal

A

self-managed work teams

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

who (m/f) is more likely to engage in management-by-exception and laissez-faire leadership

A

male leaders

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

what 2 types of social power are most likely to elicit compliance from subordinates

A

reward and legitimate

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

characterized by reduced job satisfaction and organizational commitment, a sense of loss of control, somatic symptoms, anxiety, depression, insomnia, and guilt

A

downsizing survivor syndrome

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

weakest effect of flextime

A

self-rated job performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

In scientific management theory of organization, what did they believe workers are primarily motivated by

A

economic gain

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

this leadership model views leadership as a decision-making process

A

Vroom-Yetton-Jago’s contingency model

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

formative or summative: a structured evaluation to define the program, its participants, and potential outcomes

A

formative

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

If you need to make decisions about job design or redesign, what should you perform

A

job analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

of the three types of commitment, __ commitment is most highly and consistently correlated with a variety of job outcomes

A

affective

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

what is the Position Analysis Questionnaire (PAQ) used for

A

worker-oriented job analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

performance assessment where the rater rates an employee’s performance on several performance dimensions on a Likert-type rating scale – e.g., from 1 (poor performance) to 5 (excellent performance).

A

graphic rating scale

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

what situational leadership style is this: high-task, high-relationship

A

selling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

formative or summative: a secondary analysis to identify any new questions or methods not previously addressed

A

summative

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

this job evaluation strategy requires the rater to assign a certain percent of employees to prespecified performance categories for each dimension of job performance

A

forced distribution method

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

formative or summative:
an evaluability assessment to determine if an evaluation of the program’s effectiveness is possible and practical

A

formative

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

formative or summative: an impact evaluation to identify the intended and unintended effects of the program on the organization

A

summative

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

type of interactional justice regarding how people are treated in interactions

A

interpersonal

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

a work-oriented approach that involves having employees and supervisors develop a comprehensive list of job tasks, having subject matter experts rate the identified tasks in terms of frequency and importance, and then including tasks with high ratings in the job description

A

task analysis
(part of work-oriented job analysis)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

rating error that occurs when a rater’s ratings of an employee are affected by the performance of a previously evaluated employee

A

contrast error

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

who (m/f) is more likely to have a transformational leadership style but to also provide employees with contingency rewards

A

female leaders

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Four phases of the general model of planned change

A
  1. entering and contracting
  2. diagnosing
  3. planning and implementing
  4. evaluating and institutionalizing
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

involves identifying the unique and best aspects of the organization, followed by generating ideas about how to build on them”

A

appreciative inquiry

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

designing a job so it provides opportunities for responsibility, challenge, and advancement and other motivator (job content) factors that increase worker satisfaction and motivation

A

job enrichment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

what situational leadership style is this: high-task, low relationship

A

telling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

what 2 types of social power are most likely to elicit commitment from subordinates

A

expert and referent

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

approach to quality management … [that provides] training for employees and managers in statistical analysis, project management, and problem-solving methods to reduce the defect rate of products

A

six sigma

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

In Kirkpatrick’s evaluation model, what four things are evaluated in a training program, from least to most informative

A

reaction
learning
behavior
results

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

a leader is high in __ when they are task-oriented and focus on achieving performance gains

A

initiating structure

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

what type of procedures can an organization use for downsizing that reduce its negative effects

A

fair
clearly communicated

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

aspects of performance that are not assessed by the criterion

A

criterion deficiency

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

increased productivity was observed, regardless of changes made, based on attention workers received as research participants

A

Hawthorne effect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

type of job analysis: focuses on the knowledge, skills, abilities, and other characteristics (KSAOs) that are required to accomplish job tasks

A

worker-oriented job analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

If you wanted to write a job description, what do you need to performe

A

job analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

type of interactional justice related to how information is explained

A

informational

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

what situational leadership style is this: low-task, low-relationship

A

delegating

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

when an organization violates the psychological contract with downsizing, what occurs

A

downsizing survivor syndrome

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

formative or summative: an implementation evaluation to monitor the fidelity of the program

A

formative

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

if you closely monitor the behaviors of employees and take immediate action when necessary to keep mistakes or rule violations from becoming major problems, are you active or passive management-by-exception

A

active

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

of consideration and initiating structure, which leadership characteristic is more strongly associated with leader, group, and organization performance

A

initiating structure

45
Q

what type of social power: because of their knowledge and expertise

A

expert power

46
Q

formative or summative:
a needs assessment to determine the needs of the proposed participants and the methods for meeting those needs,

A

formative

47
Q

formative or summative: a meta-analysis to integrate all outcome estimates and derive a summary evaluation

A

summative

48
Q

In addition to formative evaluation and summative evaluation, what two additional evaluations are included in Dessinger-Moseley’s full-scope evaluation model

A

confirmative (long-term effects)
meta-evaluation (ongoing to assess the evaluations’ reliability and validity)

49
Q

an organizational tool that involves “a continuous process of measuring products, services and practices against major competitors or industry leaders”

A

benchmarking

50
Q

Four characteristics of transformational leadership

A

idealized influence
inspirational motivation
intellectual stimulation
individualized consideration

51
Q

what is job maturity determined by (per Hersey and Blanchard’s situational leadership theory)

A

willingness/motivation
ability to perform the job

52
Q

what type of subordinate is a delegating leader best for

A

high willingness, high ability

53
Q

component of a needs analysis that involves identifying organizational goals and determine if employee performance problems are due to a lack of training or to inadequate selection procedures or other factors

A

organizational analysis

54
Q

who is a participating leader best for

A

low willingness, high ability

55
Q

what format do project logic models most often take

A

flowchart

56
Q

in this job evaluation technique, the rater compares each employee to all other employees in pairs on each dimension of job performance (e.g., work quality, job knowledge, communication) by indicating which employee is best.

A

paired comparison

57
Q

this leadership model is based on the assumption that leader effectiveness and subordinate outcomes are determined by the quality of the interactions between the leader and the subordinate, and proposes that subordinates are treated as in-group or out-group members based on whether or not the leader perceives them as being competent, trustworthy, and willing to assume responsibility.

A

leader-member exchange theory

58
Q

which organizational theory focuses on inputs, throughputs, and outputs

A

Open-systems theory

59
Q

when raters give higher ratings to ratees they perceive to be similar to themselves

A

similarity bias

60
Q

four analyses included in a needs analysis

A

organizational analysis
task (job) analysis
person analysis
demographic analysis

61
Q

What organizational theory says that organizations are open systems that have the characteristics of other open systems

A

Open-system theory
(homeostasis, cycles, entropy)

62
Q

the human relations approach (Mayo) concluded that ___ factors were more important than ___ for motivation and productivity

A

social
physical work conditions

63
Q

an early sign of what?
is an increase in the time and effort put into work without an increase in productivity

A

burnout

64
Q

mall groups of employees who volunteer to meet regularly to identify problems related to quality, productivity, and other issues and discuss methods for resolving them. The employees then provide management with recommendations for alleviating the identified problems.

A

quality circles

65
Q

What type of subordinate is a telling leader best for

A

low in willingness and ability

66
Q

If you need to determine training needs for a position, what should you perform

A

job analysis

67
Q

It’s often used to establish comparable worth, which is the principle that workers performing jobs that require the same skills and responsibilities or that are of comparable value to the employer should be paid the same

A

job evaluation

68
Q

conducted specifically to facilitate decisions related to compensation

A

job evaluation

69
Q

a method of training those who will provide job assessments that includes ensuring that trainees understand the multidimensional nature of job performance and the organization’s definition of successful and unsuccessful performance and giving trainees opportunities to practice assigning ratings and receive feedback about their rating accuracy

A

frame-of-reference training

70
Q

this type of rating scale require the rater to evaluate an employee without considering the performance of other employees

A

absolute rating scale

71
Q

what two factors make intelligence a better predictor of leader effectiveness

A

low stress level
directive (vs. participative) leadership style

72
Q

a component of a needs analysis that involves identifying the training needs of specific groups of workers such as older versus younger workers

A

demographic analysis

73
Q

a systematic procedure for “identifying how a job is performed, the conditions under which it is performed, and the personal requirements it takes to perform the job”

A

job analysis

74
Q

What is the process of appreciative inquiry referred to as?

A

the 4D cycle:
discovery
dream
design
delivery/destiny

75
Q

Which step of Lewin’s three-step model of planned change involves implementing the desired changes to move the organization to a new state of equilibrium

A

changing (2)

76
Q

what are three individual contributors to job satisfaction

A

self-esteem
affective disposition
genetic predisposition

77
Q

development of this performance evaluation strategy involves having job incumbents, supervisors, and other subject matter experts identify essential dimensions of job performance and specific behaviors for each dimension that are associated with good, average, and poor performance.

A

BARS (behaviorally anchored rating scales)

78
Q

component of a needs analysis that involves identifying which employees have deficiencies that require training

A

person analysis

79
Q

three traits of hardy individuals

A

sense of control over life
sense of commitment to family and work
view new experiences as challenges rather than threats

80
Q

what type of social power: when they have control over punishments

A

coercive power

81
Q

If you needed to develop or identify appropriate job performance and selection measures, what should you perform

A

job analysis

82
Q

what transactional leadership strategy refers to how leaders intervene to correct mistakes or rules

A

management-by-exception

83
Q

Which theory (X/Y) says that subordinates are inherently lazy, dislike responsibility, resist change, and are concerned only about themselves and that supervisors must be directive and controlling to ensure that workers meet organizational goals

A

Theory X

84
Q

formative or summative: an outcome evaluation to determine if the program achieved its stated goals

A

summative

85
Q

type of organizational commitment: the extent to which an employee is loyal to the organization and feels obligated to stay with it

A

normative commitment

86
Q

This leadership theory is based on the assumption that effective leaders act as facilitators who help subordinates achieve their own goals

A

House’s path-goal theory

87
Q

what type of social power: when they’re respected and admired by subordinates

A

referent power

88
Q

formative or summative: a process evaluation to evaluate how the program was delivered

A

formative

89
Q

what type of social power is most likely to elicit resistance from subordinates

A

coercive

90
Q

if you do not closely monitor employee behaviors and take corrective action only when serious mistakes or rule violations have already occurred, are you active or passive management-by-exception

A

passive

91
Q

Lewin’s three-step model of planned change

A

Unfreezing
Changing
Refreezing

92
Q

over time, situational leadership theory says that leaders will be required to become ___ directive and ___ participative

A

less
more

93
Q

type of organizational commitment: the extent of an employee’s emotional attachment to the organization

A

affective commitment

94
Q

formative or summative: cost-effectiveness and cost-benefit analysis to assess program outcomes in terms of costs and benefits

A

summative

95
Q

when the criterion measure is affected by factors unrelated to job performance

A

criterion contamination

96
Q

what type of social power:
has control over financial and nonfinancial rewards

A

reward power

97
Q

what situational leadership style is this: low-task, high-relationship

A

participating

98
Q

Which step of Lewin’s three-step model of planned change involves integrating the desired change into organizational values and traditions to stabilize the new state of equilibrium and prevent regression to the prior undesirable state

A

refreezing (3)

99
Q

What does a leader match these leadership styles to in path-goal theory: directive
achievement-oriented,
supportive,
participative

A

(matched based on the characteristics of the subordinate and their task)

100
Q

a method of both job analysis and performance assessment. It involves identifying employee behaviors that are associated with exceptionally poor and exceptionally good performance by observing employees while they work or by interviewing people familiar with the job, then checking those that apply to each employee

A

critical incident technique

101
Q

three components of burnout

A

exhaustion
depersonalization and cynicism
sense of inefficacy

102
Q

Which step of Lewin’s three-stop model of planned change involves identifying and reducing forces that are maintaining an undesirable status quo and identifying and increasing forces that disrupt the status quo

A

unfreezing (1)

103
Q

what two OCEAN traits have the largest correlation with leader effectiveness

A

extraversion
conscientiousness

104
Q

a leader is high in __ when they are person-oriented and focus on fostering the trust and respect of subordinates

A

consideration

105
Q

the fairness of the way that outcomes are communicated to workers

A

interactional justice

106
Q

what type of subordinate is a selling leader best for

A

high willingness, low ability

107
Q

type of organizational commitment: the extent to which an employee believes he or she must stay with the organization for financial reasons or because of a lack of alternative opportunities

A

continuance commitment

108
Q

of leader consideration and leader initiating structure, which is more strongly associated with subordinate satisfaction and motivation

A

consideration

EPPP (9 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions