IO Aamodt: A-C Flashcards
1
Q
A performance appraisal system in which feedback is obtained from multiple sources such as supervisors, subordinates, and peers.
A
360-degree feedback
2
Q
A basic capacity for performing a wide range of
different tasks, acquiring knowledge, or developing
a skill.
A
Ability
3
Q
The actual salary paid for a
particular job.
A
Absolute amount
4
Q
The fourth and final stage of emotional reaction to downsizing, in which employees accept
that lay-offs will occur and are ready to take steps to
secure their future.
A
Acceptance stage
5
Q
The conflict style of a person
who tends to respond to conflict by giving in to the
other person.
A
Accommodating style
6
Q
In path–goal theory, a
leadership style in which the leader sets challenging
goals and rewards achievement.
A
Achievement-oriented style
7
Q
The fourth stage of change, in which employees try to adapt to new policies and procedures.
A
Adaptation
8
Q
Tasks for which the group’s performance is equal to the sum of the performances of each individual group member.
A
Additive tasks
9
Q
An employment practice that results in members of a protected class being negatively affected at a higher rate than members of the
majority class. Adverse impact is usually deter mined
by the four-fifths rule.
A
Adverse impact
10
Q
An ergonomic job analysis method developed
in Germany (Arbeitswissenschaftliches
Erhebungsverfahren zur Tätigkeitsanalyse).
A
AET
11
Q
Feelings or emotion.
A
Affect
12
Q
The extent to which an
employee wants to remain with an organization and
cares about the organization.
A
Affective commitment
13
Q
The motivation to lead
as a result of a desire to be in charge and lead others.
A
Affective identity motivation
14
Q
A psychological need involving the tendency to approach and interact with others.
A
Affiliation
15
Q
A leadership style in which the individual leads by caring about others and that is
most effective in a climate of anxiety.
A
Affiliation style
16
Q
The process of ensuring
proportional representation of employees based on
variables such as race and sex. Affirmative-action
strategies include intentional recruitment of minority applicants, identification and removal of employment
practices working against minority applicants and
employees, and preferential hiring and promotion of
minorities.
A
Affirmative action
17
Q
A federal law that, with its amendments, forbids
discrimination against an individual who is over
the age of 40
A
Age Discrimination in Employment Act (ADEA)
18
Q
The extent to which two
forms of the same test are similar.
A
Alternate-forms reliability
19
Q
A federal law,
passed in 1990, that forbids discrimination against
the physically and mentally disabled.
A
Americans with Disabilities Act (ADA)
20
Q
A job analysis method in which a group of job experts identifies the objectives and
standards to be met by the ideal worker.
A
Ammerman technique
21
Q
The second stage of emotional reaction to
downsizing, in which employees become angry at
the organization.
A
Anger stage
22
Q
An organizational climate in which worry predominates.
A
Anxiety
23
Q
Measurement of the effectiveness of training by determining the extent to which employees apply the material taught in a training
program.
A
Application of training
24
Q
Recruitment ads that instruct
applicants to apply in person rather than to call or
send résumés.
A
Apply-in-person ads
25
A training program, usually found in the craft and building trades, in which employees combine formal coursework with formal on-the-job training.
Apprentice training
26
A method of resolving conflicts in which a
neutral third party is asked to choose which side is
correct.
Arbitration
27
Research that involves the use of previously collected data.
Archival research
28
29
An intelligence test developed during World War I and used by the army for soldiers who
can read.
Army Alpha
30
An intelligence test developed during World War I and used by the army for soldiers who
cannot read.
Army Beta
31
A method of selecting employees in which applicants participate in several job-related
activities, at least one of which must be a simulation,
and are rated by several trained evaluators.
Assessment center
32
A description of a message in which the information has been modified to fit the
existing beliefs and knowledge of the person
sending the message before it is passed on to
another person.
Assimilated
33
A type of rating error in which raters base
their rating of an employee during one rating period
on the ratings the rater gave during a previous
period.
Assimilation
34
A form of upward communication in
which a survey is conducted to determine employee
attitudes about an organization.
Attitude survey
35
A test developed
by Geier and Downey that measures individual
listening styles.
Attitudinal Listening Profile
36
The extent to which a leader is appealing to look at.
Attractiveness
37
The effect on behavior when one or more people passively watch the behavior of another person.
Audience effects
38
Leaders use available information
to make a decision without consulting their
subordinates.
Autocratic I strategy
39
Leaders obtain necessary
information from their subordinates and then make
their own decision.
Autocratic II strategy
40
A model proposed by
Anderson that postulates that our impressions are
based more on the average value of each impression
than on the sum of the values for each impression.
Averaging versus adding model
41
The conflict style of a person who reacts
to conflict by pretending that it does not exist.
Avoiding style
42
A statistical technique based on the standard
error of measurement that allows similar test scores
to be grouped.
Banding
43
The total number of potential work hours
available each day.
Bandwidth
44
Statements, such as those used in
astrological forecasts, that are so general that they
can be true of almost anyone.
Barnum statements
45
Percentage of current employees who are
considered successful.
Base rate
46
The level of productivity before the
implementation of a gainsharing plan.
Baseline
47
The first step in Maslow’s needs
hierarchy, concerning survival needs for food, air,
water, and the like.
Basic biological needs
48
A training technique in which
employees observe correct behavior, practice that
behavior, and then receive feedback about their
performance.
Behavior modeling
49
A method of
performance appraisal in which supervisors rate the
frequency of observed behaviors.
Behavioral observation scales (BOS)
50
A method of performance appraisal involving the
placement of benchmark behaviors next to each
point on a graphic rating scale.
Behaviorally anchored rating scales (BARS)
51
Standard answers to interview questions, the quality of which has been agreed on by job experts.
Benchmark answers
52
A method of resolving conflicts in which a neutral third party is asked to choose which side is correct and in which neither party is allowed
to appeal the decision.
Binding arbitration
53
A method of selection involving application
blanks that contain questions that research has shown will predict job performance.
Biodata
54
Recruitment ads that instruct applicants
to send their résumé to a box at the newspaper;
neither the name nor the address of the company is
provided.
Blind box ads
55
A website in which the host regularly posts
commentaries on a topic that readers can respond to.
Blog
56
A selection requirement that is necessary for the
performance of job-related duties and for which
there is no substitute.
Bona fide occupational qualification (BFOQ)
57
Evaluation of a training program by determining if the organization actually saved money as a result of the training.
Bottom-line measure
58
A technique in which ideas are generated by people in a group setting.
Brainstorming
59
A publication with the goal of
bridging the gap between the research conducted by academics and the practical needs of practitioners.
Bridge publication
60
A method of downward communication in which informal or relatively unimportant written information is posted in a public place.
Bulletin board
61
The psychological state of being overwhelmed
with stress.
Burnout
62
The transmission of business-related information among employees, management, and customers.
Business communication
63
An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an
organization.
Business game
64
A method of evaluating the effectiveness of training by determining whether the goals of the training were met.
Business impact
65
The interpretation of a law by a court through a verdict in a trial, setting precedent for subsequent court decisions.
Case law
66
A training technique in which employees, usually in a group, are presented with a real or hypothetical workplace problem and are asked to propose the best solution.
Case study
67
The result of a well-controlled experiment about which
the researcher can confidently state that the
independent variable caused the change in the dependent variable.
Cause-and-effect relationship
68
A type of rating error in which
a rater consistently rates all employees in the middle
of the scale, regardless of their actual levels of
performance.
Central tendency error
69
A person who enjoys change and makes changes for the sake of it.
Change agent
70
A person who is not afraid of change but makes changes only when there is a compelling reason to do so.
Change analyst
71
A person who hates change and will do anything to keep change from occurring.
Change resister
72
The positive or negative way in which a person views himself or herself as a whole.
Chronic self-esteem
73
A résumé in which jobs are
listed in order from most to least recent.
Chronological résumé
74
The 24-hour cycle of physiological functions maintained by every person.
Circadian rhythm
75
A type of structured interview question that clarifies information on the résumé or application.
Clarifier
76
An office arranged so that
a visitor must sit across from the person behind the desk.
Closed desk arrangement
77
A pattern of grapevine communication
in which a message is passed to a select group of people
who each in turn pass the message to a few select
others.
Cluster grapevine
78
A method of training in which a new
employee receives on-the-job guidance from an
experienced employee.
Coaching
79
The effect on behavior when two or more
people are performing the same task in the presence
of each other.
Coaction
80
A statistic used to determine internal reliability of tests that use interval or ratio scales
Coefficient alpha
81
Leadership power that comes from the leader’s capacity to punish others.
Coercive power
82
A leadership style in which the individual
leads by controlling reward and punishment; most
effective in a climate of crisis.
Coercive style
83
Abilities involving the knowledge and
use of information such as math and grammar.
Cognitive ability
84
Tests designed to measure the level of intelligence or the amount of knowledge
possessed by an applicant.
Cognitive ability test
85
The conflict style of a person who wants a conflict resolved in such a way that both
sides get what they want.
Collaborating style
86
An aim or purpose shared by members of a group.
Common goal
87
Physical, cultural, and
psychological obstacles that interfere with successful
communication and create a source of conflict.
Communication barriers
88
The medium by which a
communication is transmitted.
Communication channel
89
The manner in which
members of a group communicate with one another.
Communication structure
90
The idea that jobs requiring the same level of skill and responsibility should be paid
the same regardless of supply and demand.
Comparable worth
91
The effect when an individual working on a task compares his or her performance with that of another person performing the same task
Comparison
92
Factors, such as responsibility
and education requirements, that differentiate the
relative worth of jobs.
Compensable job factors
93
A method of making
selection decisions in which a high score on one test
can compensate for a low score on another test. For
example, a high GPA might compensate for a low
GRE score.
Compensatory approach
94
The knowledge, skills, abilities, and other characteristics needed to perform a job.
Competencies
95
A cause of conflict that
occurs when the demand for resources is greater
than the resources available.
Competition for resources
96
A form of upward communication in which employees are asked to place their complaints in a box.
Complaint box
97
A single score that is the sum of the scores of several items or dimensions.
Composite score
98
Work schedules in which
40 hours are worked in less than the traditional
five-day workweek.
Compressed workweeks
99
A style of resolving conflicts in
which an individual allows each side to get some of
what it wants.
Compromising style
100
A type of test taken
on a computer in which the computer adapts the difficulty level of questions asked to the test-taker’s success in answering previous questions.
Computer-adaptive testing (CAT)
101
A type of
programmed instruction presented through a
computer.
Computer-based training (CBT)
102
A form of criterion validity
that correlates test scores with measures of job
performance for employees currently working for an
organization.
Concurrent validity
103
The psychological and behavioral reaction to
a perception that another person is either keeping
you from reaching a goal, taking away your right
to behave in a particular way, or violating the
expectancies of a relationship.
Conflict
104
Tasks for which the group’s
performance is dependent on the performance of
the least effective group member.
Conjunctive tasks
105
The degree to which leaders act in a warm and supportive manner toward their
subordinates.
Consideration
106
Korman’s theory that employees will be motivated to perform at levels consistent
with their levels of self-esteem.
Consistency theory
107
The extent to which a test actually measures the construct that it purports to measure.
Construct validity
108
Leaders share the problem on an individual basis with their subordinates and then
make a decision that may or may not be consistent
with the thinking of the group.
Consultative I strategy
109
Leaders share the problem
with the group as a whole and then make a decision
that may or may not be consistent with the thinking
of the group.
Consultative II strategy
110
The condition in which a criterion score is affected by things other than those under
the control of the employee.
Contamination
111
The extent to which tests or test items sample the content that they are supposed to
measure.
Content validity
112
The effort employees make to get along with their peers, improve the organization,
and “go the extra mile.”
Contextual performance
113
The extent to which
employees believe they must remain with an
organization due to the time, expense, and effort
they have already put into the organization.
Continuance commitment
114
When the performance of one
applicant affects the perception of the performance
of the next applicant.
Contrast effect
115
A type of rating error in which the rating
of the performance level of one employee affects the
ratings given to the next employee being rated.
Contrast error
116
A group of employees who do not
receive a particular type of training so that their
performance can be compared with that of
employees who do receive training.
Control group
117
A nonrandom research sample
that is used because it is easily available.
Convenience sample
118
One of five categories
from the trait approach to scoring letters of
recommendation.
Cooperation-consideration
119
A method of resolving
conflict in which two sides get together to discuss a
problem and arrive at a solution.
Cooperative problem solving
120
The hours in a flextime schedule during
which every employee must work.
Core hours
121
A term usually found with
meta-analysis, referring to a correlation coefficient
that has been corrected for predictor and criterion
reliability and for range restriction. Corrected
validity is sometimes called “true validity.”
Corrected validity
122
A statistical procedure used to measure
the relationship between two variables.
Correlation
123
A statistic, resulting from
performing a correlation, that indicates the
magnitude and direction of a relationship.
Correlation coefficient
124
An event that affects one member
of a group will affect the other group members.
Corresponding effects
125
The amount of money spent on
a recruitment campaign divided by the number of
people that subsequently apply for jobs as a result
of the recruitment campaign.
Cost per applicant
126
The amount of money
spent on a recruitment campaign divided by the
number of qualified people that subsequently apply
for jobs as a result of the recruitment campaign.
Cost per qualified applicant
127
A method of controlling for order
effects by giving half of a sample Test A first,
followed by Test B, and giving the other half of the
sample Test B first, followed by Test A.
Counterbalancing
128
A style of leadership in which
the leader is concerned about the well-being of
employees but is not task oriented.
Country club leadership
129
A letter that accompanies a résumé or job
application.
Cover letter
130
A critical time or climate for an organization
in which the outcome to a decision has extreme
consequences.
Crisis
131
A measure of job performance, such as
attendance, productivity, or a supervisor rating.
Criterion
132
Division of employees into groups
based on high and low scores on a particular criterion.
Criterion group
133
The extent to which a test score is
related to some measure of job performance.
Criterion validity
134
The job analysis
method developed by John Flanagan that uses
written reports of good and bad employee
behavior.
Critical Incident Technique (CIT)
135
A method of performance appraisal
in which the supervisor records employee behaviors
that were observed on the job and rates the
employee on the basis of that record.
Critical incidents
136
A person who, when under stress, focuses on his or her negative aspects as well as
those of the situation.
Critical judge
137
Teams consisting of
representatives from various departments
(functions) within an organization.
Cross-functional teams
138
Teaching employees how to perform
tasks traditionally performed by other employees.
Cross-training
139
A method of hiring in which an
applicant must score higher than a particular score
to be considered for employment.
Cutoff approach
