I/O Flashcards

Question

Need Hierarchy Theory | Maslow

Answer 1

Maslow's need hierarchy theory proposes that people have five basic needs that are arranged in a hierarchical order such that a need higher in the hierarchy doesn't serve as a source of motivation until all lower needs have been fulfilled. These needs, in order, are: 1. physiological 2. safety 3. social 4. esteem 5. self-actualization The research has not been very supportive of Maslow's theory.

Answer 2

Mediation and arbitration are methods of alternative dispute resolution that involve the use of a **neutral third-party**. However, a mediator cannot dictate an agreement between disputants but, instead, **helps clarify the issues**, facilitates communication, and **offers alternatives** and a recommended solution. In contrast, an arbitrator has more authority than a mediator and controls **both the process** and **outcome** of conflict resolution.

Answer 3

TQM is a management theory that emphasizes **customer service, employee involvement** (especially teamwork), and **continuous improvement** in goods and services.

Answer 4

The **Vroom-Yetton-Jago** normative model of leadership distinguishes between five decision-making strategies that vary in terms of degree of employee participation in the decision-making process and provides a **decision tree** to help leaders select the optimal strategy for their situation.

Answer 5

Fiedler's contingency theory proposes that a leader's effectiveness is related to an interaction between the leader's style and the nature (favorableness) of the situation. Low LPC leaders (leaders who describe their **least preferred coworker** in *negative* terms) are most effective in very unfavorable or very favorable situations; while high LPC leaders (leaders who describe their least preferred coworker in *positive* terms) are better in moderately favorable situations.

Answer 6

Tuckman and Jensen distinguish between five stages of group development - 1. forming 2. storming 3. norming 4. performing 5. adjourning

Answer 7

Work-family conflict refers to conflicts caused by **incompatible work and family role demands**. It is associated with a number of negative consequences including **reduced job, marital, and life satisfaction, job burnout, job turnover, decreased job productivity, and mental and physical health** problems.

Answer 8

The theory of work adjustment describes satisfaction, tenure, and other job outcomes as the result of the correspondence between the worker and his/her work environment on two dimensions - **satisfaction and satisfactoriness**: A worker's satisfaction with the job depends on the degree to which the characteristics of the job correspond to his or her **needs and values**, while the worker's satisfactoriness depends on the extent to which the **worker's skills correspond to the skill demands** of the job.

Answer 9

A realistic job preview is a method of providing accurate and complete information about the job and the organization to job applicants. Its primary goal is to **reduce turnover** by reducing **disillusionment caused by unrealistic expectations** about the job.

Answer 10

A job analysis is a systematic process of determining **how a job differs from other jobs** in terms of required **responsibilities, activities, and skills**. It is often the first step in the development of a predictor or criterion and is used for other purposes including identifying training needs and determining the causes of accidents. Job analysis must not be confused with job evaluation, which may begin with a job analysis but is **conducted for the purpose of setting wages and salaries**.

Answer 11

Incremental validity refers to the increase in **decision-making accuracy** resulting from the use of a new predictor. It is maximized when the **predictor's validity coefficient is high**, the selection ratio is low, and the base rate is moderate.

Answer 12

The selection ratio is the ratio of number of jobs to job applicants

Answer 13

is the proportion of successful decisions without the new predictor

Answer 14

Social loafing is the tendency of an individual to **exert less effort** when acting as a member of a team than when working alone. It can be alleviated by ensuring that the **individual's contribution is identified and rewarded**.

Answer 15

Differential validity exists when the **validity coefficient of a predictor** is significantly different for one subgroup than for another subgroup (e.g., lower for African American job applicants than for White applicants).

Answer 16

Unfairness occurs when members of the minority group consistently **score lower on a predictor but perform approximately** the same on the criterion as members of the majority group. Differential validity and unfairness are potential causes of **adverse impact.**

Answer 17

Tiedeman and O'Hara's career decision-making model describes **vocational identity development** as an ongoing process that is tied to **ego identity** development and distinguishes between **two phases of decision-making:** 1. anticipation 2. implementation/adjustment.

Answer 18

Adverse impact occurs when use of a **selection test** or other employment procedure results in substantially **higher rejection rates** for members of a legally protected (minority) group than for the majority group. The 80% rule can be used to determine if adverse impact is occurring. When using this rule, the hiring rate for the majority group is **multiplied** by 80% to determine the minimum hiring rate for the minority group.

Answer 19

According to Schein, organizational culture can be described in terms of three basic levels 1. artifacts 2. espoused values and beliefs 3. basic underlying assumptions

Answer 20

Karasek's demand-control model predicts that job demand and job control are the primary contributors to job stress. Jobs associated with the highest levels of stress are characterized by a combination of **high job demand** and **low job control** and include machine-paced jobs and service jobs.

Answer 21

Downsizing occurs when an organization attempts to reduce its costs by reducing the size of the work force and/or by eliminating entire divisions or businesses. Workers who are not "downsized" may exhibit **survivor syndrome**, which is characterized by depression, anxiety, guilt, stress-related illnesses, and decreased job satisfaction and organizational commitment

Answer 22

Krumboltz's social learning theory focuses on career decision-making and proposes that a person's decisions are influenced by four factors * genetic endowment and special abilities * environmental conditions and events * learning experiences * task approach skills

Answer 23

The compressed workweek is an alternative work schedule that involves decreasing the number of work days by increasing the number of hours worked each day. It is associated with **better supervisor ratings** of employee performance, employee **overall job satisfaction**, and employee satisfaction with the work schedule, with the effects being strongest for employee attitudes.

Answer 24

According to Hofstede, the culture of nations can be described in terms of five dimensions: * power distance * uncertainty avoidance * individualism * masculinity * long-term orientation

Answer 25

Job enrichment is a method of job redesign that is based on Herzberg's two-factor theory and involves making a job more challenging and rewarding in order to increase job motivation and satisfaction.

Answer 26

involves increasing the number and variety of tasks included in a job without increasing the worker's autonomy, responsibility, etc.

Answer 27

Utility analysis is used in organizations to evaluate the **effectiveness of training programs** and other programs and procedures and involves using a mathematical equation to obtain an **estimate of the program's financial return on investment**.

Answer 28

High levels of satisfaction are associated with certain worker and job characteristics; e.g., **older employees, higher-level employees**, and employees whose jobs **allow them to use their skills** and abilities tend to be most satisfied. In addition, twin studies suggest that there is a **genetic component** to job satisfaction. The relationship between **pay and satisfaction is complex** and seems to be related more to the perception that **one is being paid fairly** than to the actual amount of pay. In terms of job outcomes, the strongest relationship is between **satisfaction and turnover (r = -.40)**.

Answer 29

Criterion contamination occurs when a criterion measure **assesses factors *other* than those it was designed to measure.** For example, contamination is occurring when a rater's knowledge of a ratee's performance on a predictor affects how the rater rates the ratee on the criterion. It can artificially inflate the criterion-related validity coefficient.

Answer 30

Relative techniques are subjective measures of job performance that compare an employee's performance to that of other employees. When using the **paired comparison** technique, the rater compares **each ratee with every other ratee in pairs** on one or more dimensions of job performance. When using the **forced distribution** technique, the rater assigns **ratees to a limited number of categories** based on a predefined normal distribution on one or more dimensions of job performance.

Answer 31

Self-managed work teams are **autonomous work groups** whose members are trained in the skills needed to effectively perform the group task. Their function is to make **hiring, budget, and other decisions** that were previously made by managers.

Answer 32

Organizational commitment refers to the strength of an **employee's identification with the organization**. Although commitment seems to have **minimal effects on productivity**, a high degree of affective commitment is related to higher levels of motivation and satisfaction, **lower rates of absenteeism and turnover**, and a greater willingness to make sacrifices for the company.

Answer 33

Social facilitation refers to the **increase in learning and performance** that occurs in the presence of others; it is most likely to occur when the task is simple or well-learned. Social inhibition refers to the **decrease in learning and performance** that occurs in the presence of others; it is most likely to occur when the task is new or complex.

Answer 34

Frame-of-reference training is a type of rater training that emphasizes the **multidimensional nature** of job performance and **focuses on the ability to distinguish** between good and poor work-related behaviors. It is useful for **eliminating rater biases**.

Answer 35

Holland's career theory emphasizes the importance of a good personality/work environment match and distinguishes between six personality and environment types ("RIASEC") - * realistic * investigative * artistic * social * enterprising * conventional A personality-environment match is most accurate as a predictor of job outcomes when the individual exhibits a high degree of differentiation - i.e., has clear interests as evidenced by a high score on one of Holland's six types and low scores on all others.

Answer 36

Overlearning refers to practicing or studying **beyond the point of mastery** and is associated with enhanced recall.

Answer 37

Group polarization is the tendency of groups to make **more extreme decisions** (either more conservative or more risky) than individual members would have made alone.

Answer 38

According to McGregor, **Theory X** managers believe that employees **dislike work and avoid it** whenever possible and, as a result, must be **directed and controlled.** In contrast, **Theory Y** managers view work as **being "as natural as play"** and assume that employees are capable of **self-control and self-direction**.

Answer 39

Hersey and Blanchard's situational leadership model proposes that the best leadership style depends on the job maturity of the workers, which is a function of ability and **willingness to assume responsibility**. It distinguishes between four leader styles: 1. telling 2. selling 3. participating 4. delegating

Answer 40

Providing identical elements - i.e., ensuring that **training and performance environments are similar** in terms of materials, conditions, etc. - maximizes transfer of training.

Answer 41

A change agent is a person who is **responsible for guiding a change effort**. An internal change agent is a member of the organization, is already familiar with the company's **culture, norms, and power structure**, and has a personal interest in the change effort. An external change agent (consultant) is often able to see the situation more objectively, to bring in a new perspective, and to be better received by the members of the organization **because of his/her impartiality**.

Answer 42

Training in organizations can be **on-the-job** or **off-the-job**. Job rotation is an example of the former; **behavioral modeling** and **vestibule training** are examples of the latter. Vestibule training takes place in a **simulated work** environment and is useful when on-the-job training would be too dangerous or disruptive.

Answer 43

Person-organization **(P-O)** fit refers to the degree to which a person's values and beliefs match those of the organization's culture. A good fit is associated with a number of benefits including higher levels of job satisfaction, motivation, and organizational commitment and lower levels of stress and voluntary turnover.

Answer 44

Goal-setting theory proposes that employees will be more motivated to achieve goals when they have **explicitly accepted those goals** and are committed to them. It also proposes that **assigning specific, moderately difficult goals** and providing employees with feedback about their progress toward achieving goals increases productivity.

Answer 45

Needs assessment is also known as **needs analysis** and is a systematic process of identifying job performance requirements and employee performance deficits for the purpose of identifying training needs and the content of training programs. It includes organizational, task (job), person, and demographic analyses.

Answer 46

Rater biases are contaminating factors in the rating process that are related to the way that the rater assigns ratings. Common biases include the: 1. **central tendency bias** - tendency of people to rate most items towards the middle of the scale 2. **the leniency/strictness bias** - going too hard or too easy on someone intentionally 3. **the halo bias** - your overall impression of a person ("He is nice!") impacts your evaluations of that person's specific traits ("He is also smart!") The best way to reduce rater biases is to provide raters with adequate training, especially training that helps them observe and distinguish between different levels of performance (e.g., **frame-of-reference training**).

Answer 47

The Hawthorne effect refers to an **improvement in job** performance resulting from **participation in a research study** (i.e., due to the novelty of the situation, increased attention, etc.). The Hawthorne effect has also been used to generally describe an **alteration in behavior due to being observed**, but its origins are in reference to phenomenia identified during research studies conducted in **Hawthorne**, Illinois.

Answer 48

McClelland's research using the Thematic Apperception Test (TAT) revealed that three basic needs underlie work motivation: 1. need for **affiliation** 2. need for **power** 3. need for **achievement.** Employees with high need for achievement (nACH) usually choose tasks of **moderate difficulty** and **risk**, apparently because success on these tasks depends more on effort than on uncontrollable factors. They also prefer **frequent, concrete feedback**, and, although their motivation does not depend on money, they view monetary rewards as a source of feedback and recognition.

Answer 49

According to the **rational-economic model**, decision makers attempt to **maximize benefits** by systematically searching for the best decision or solution. In contrast, the **bounded rationality** (administrative) model proposes that rational decision-making is limited by **internal and external constraints** so that decision makers often satisfice rather than optimize (i.e., they consider decisions or solutions until a fairly good one is encountered and then stop searching due to limited time and resources).

Answer 50

Comparable worth is also known as **pay equity** and refers to the principle that jobs that require the same education, experience, skills, and other qualifications should **pay the same wage/salary** regardless of the employee's age, gender, race/ethnicity, etc.

Answer 51

Centralized communication networks are **best for simple tasks**; while decentralized communication networks are better for **complex tasks** and are associated with greater overall satisfaction.

Answer 52

Tasks performed by groups can be classified in terms of five types 1. additive, 2. compensatory 2. disjunctive 2. conjunctive 2. discretionary

Answer 53

Kirkpatrick identified four levels of criteria for **evaluating the effects of a training program** - 1. reaction 2. learning 3. behavioral 4. results

Answer 54

According to Super's life-space, life-span theory, the selection of a job involves **finding a job that matches one's self-concept** (which reflects one's values, personality, interests, etc.). The theory also emphasizes the importance of career maturity, which is the ability to cope with the developmental tasks of one's life stage. The Life-Career Rainbow relates an individual's **major life roles to five life stages** and is useful for helping a career counselee recognize the impact of current and future roles and stages on career planning.

I/O Flashcards

(78 cards)