ch 13 Flashcards
(22 cards)
Halo Effect
A cognitive bias in which our overall impression of a person influences how we feel and think about their character
-In the work place: A bias common in performance ratings, that occurs when a rater gives a person the same rating on all of the items being evaluated, even though the individual varies across the dimensions being assessed.
affirmative action
affects those it is designed to help, those who feel exlcuded by it, organizations that implement it, and interactions among these three groups
-women devalue own appearance when think they have been prefentially selected
-but reactions are more favorable when procedure are seen as fair, as when merit plays a role, and when recipients are seen as minorities as deserving
^people like softer affirmative action, not the hard and unfair type
Due-process Model
-perception of fairness, Folger and collegues
adequate notice- clear standards employees can understand
-fair hearing- eval by someone who knows their work
-should be based on evidence
Restriction of range problem
to limit the data in the population to some criterion, or use a subset of data to determine whether two pieces of information are correlated or connected
Pseudo-transformational leaders
those who appeal to emotions rather than to reason and manipulate ignorant followers to further their own personal interests
Authentic transformational leaders
morally uplift followers and help them transform their collective visions into realities
Normative Model of Leadership
the theory that leadership effectiveness is determined by the amount of feedback and participation that leaders invite from workers
Expectancy Theory
the theory that workers become motivated when they believe that their efforts will produce valued outcomes
Endowment effect
the tendency for people to inflate the value of objects, goods, or services they already own
Disposition Effect
a tendency for people to sell stocks that have declined too long
Escalation Effect
the tendency for people to persist in failing investments to avert loss, which causes losses to mount
Sunk-Cost Principle
the economic rule of thumb that only future costs and benefits, not past commitments, should be considered in making a decision
Contingency Model of Leadership
the theory that leadership effectiveness is determined both by the personal characteristics of leaders and by the control afforded by the situation
Structured Interviews
an interview in which each job applicant is asked a standard set of questions and evaluated on the same criteria
Industrial/organizational psychology
the study of human behavior in business and other organizational settings
Symbolic power of money
- research shows that money makes people feel more independent, more self sufficient, and less in need of others-study with college students primed with money
- as a result, exposure to money can mute the distressing effects of social rejection, ball tossing game, told they were excluded, less ditress with money
Classic Trait Approach
- one approach is to identify the traits that characterize people who appear to have leadership qualities
- situational theories are based on the notion that different situations call for different types of leaders
Supervisor Ratings
research shows that supervisor rating are based largely on job relevant characterisics
these ratings may be biased by halo effects, contrast effects, and individual differences in the tendency to give high low or neutral ratings on a numeric scale
Economic rewards model
on the economic side, Vrooms expectancy theory states that workers behave in ways designed to produce the most desirable outcome
various incentive programs are thus used to motivate by reward
google takes care of employees, people want to work for them
bonuses, bribes, and intrinsic motivation
-when people perceive a reward as a bribe and a means of controlling their behavior, they lose interest in the work itself
- but when a reward is presented as a bonus giving positive information about the quality of work, it can enhance intrinsic motivation
example: study on puzzle, once rewared, spent less time on task
equity considerations
equity theory says that the ratio between inputs and outcomes should be the same for all workers
- research shows that workers adjust their productivity levels upward when they feel overpaid and downward when they feel underpaid
- for various reasons, women accept as equitable a lower level of pay than men do, think deserve less, dont ask etc.
Insurance experiement- higher status assignment increased performance and vise versa
nurses underpaid had more sleep loss
commitment, entrapment, and escalation
people often become entrapped by their initial commitments and so stick to failing courses of action and throw good money after bad(escalation effect-)
at an organizational level, escalation can be minimized by removing those who made the initial losing investment from later decision making
individually, people can be taught deescalation strategies such as the rule that only future costs and benefits not cost csosts, are relaveent to economic decisions
