The most important theories Flashcards
Employee psychology is focused
focused why employee behave the way they do performing their role:
Motivational directions
refer to the factors that motivate an employee’s behavior in the workplace. These can include both tangible and intangible rewards, such as pay, recognition, job satisfaction, and a sense of accomplishment.
Instrumental directions
specifically refer to the tangible rewards that an employee receives for their performance, such as pay, bonuses, promotions, or benefits. These rewards are typically tied to specific performance measures, such as sales targets or production quotas
Conditional directions
refer to the conditions that an employee must meet in order to receive rewards or recognition, such as achieving specific goals or meeting certain performance standards. These conditions may be set by the organization or by the employee’s manager, and may vary depending on the nature of the job or the employee’s level of experience.
Self-determination theory (SDT
is a theory of motivation that suggests that people are motivated when they feel a sense of autonomy, competence, and relatedness. Autonomy is the sense that individuals have control over their own lives and actions. When it comes to employee motivation, SDT suggests that when employees are given autonomy and control over their work, they are more likely to feel motivated and engaged.
the halo effect
The Halo Effect is a cognitive bias in which a person’s overall impression of a person, product, or company influences their evaluations or judgments of that person’s specific traits or abilities.
For example, if a manager has a positive overall impression of an employee, they may rate that employee’s performance higher than it deserves on specific job-related tasks. Similarly, if a customer has a positive overall impression of a brand.
The Dunning-Kruger
The Dunning-Kruger effect is a cognitive bias in which individuals who have low ability or knowledge in a particular area tend to overestimate their abilities, while those who have high ability or knowledge tend to underestimate their abilities. This can result in unskilled individuals believing they are more competent than they are, while skilled individuals may doubt their abilities.
The horn effect
The Horn effect is a cognitive bias that occurs when a negative impression of a person or entity influences the overall evaluation of their abilities or characteristics. This bias leads to an overall negative perception of the person or entity, even if their specific actions or traits do not warrant such a negative evaluation.
For example, if a manager has a negative impression of one of their employees due to a mistake they made in the past, they may evaluate all of the employee’s work in a negative light, even if it is not justified. This can lead to the employee being overlooked for promotions or other opportunities, despite their actual performance.
An example of the horn effect may be that an observer is more likely to assume a physically unattractive person is morally inferior to an attractive person, despite the lack of relationship between morality and physical appearance.
lookism
Lookism refers to prejudice or discrimination on the basis of a person’s physical appearance, particularly their attractiveness. It involves judging or valuing someone based on their physical characteristics, such as their body weight, height, facial features, or other physical traits, rather than their abilities, skills, or qualifications. In the workplace, lookism can manifest in hiring, promotion, and other employment decisions, leading to unfair treatment of employees or job candidates who may be considered less attractive or physically appealing.
human error
is an action when a person do an error that is not intended maybe because of lack of knowledge or experience
team error
error that increase in the groups, dipendency increase the error
Poka-yoke
mistake proofing or inadvertent error prevention. A poka-yoke is any mechanism in a process that helps an equipment operator avoid mistakes and defects that by preventing, correcting, or drawing attention to human errors as they occur.
Core contempency theory
Make or buy desicion
