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IO theories Flashcards

1
Q

Super

A

self-concept is the key factor in career choice. His theory includes three components: self concept, life span, and life space.

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2
Q

according to super, job satisfaction, stability, and success depend on _____

A

the extent to which a job matches the individual’s self concept

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3
Q

career maturity

A

Super; describes a person’s ability to cope with the developmental tasks of their life stage

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4
Q

Who developed the life career rainbow?

A

Super

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5
Q

Holland

A

RIASEC model; emphasized a match between personality and the work environment

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6
Q

RIASEC model

A

Holland; six basic personality/work environment types: realistic, investigative, artistic, social, enterprising, conventional

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7
Q

Roe

A

links a person’s occupational choice to their basic needs and personality

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8
Q

Tiedeman and O’Hara

A

described vocational identity development as an ongoing process that is tied to ego identity development

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9
Q

who created the career decision making model?

A

Tiedeman and O’Hara

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10
Q

Krumboltz created what theory?

A

Social learning theory of career decision making

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11
Q

what makes social learning theory of career decision making different?

A

Kumboltz; does not focus on matching an individual to job characteristics, but promotes continued learning and self-development

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12
Q

Brousseau and Driver

A

created the decision dynamics career model which emphasizes a person’s career concept (how they envision their ideal career path)

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13
Q

Linear career concept

A

Brousseau and Driver; progressive upward movement in terms of authority and responsibility

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14
Q

expert career concept

A

lifelong commitment to an occupational specialty and focuses on developing their knowledge and skills within that speciality

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15
Q

spiral career concept

A

periodic moves across occupational specialties or disciplines

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16
Q

transitory career concept

A

frequent job changes, often to jobs in unrelated fields

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17
Q

Dawis and Lofquist

A

theory of work adjustment; job outcomes are due to the correspondence between the worker/environment on two dimensions: satisfaction and satisfactoriness

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18
Q

Taylor is known for what?

A

scientific management

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19
Q

scientific management

A

breaking jobs down into component parts, having each employee perform a single part, relies primarily on economic rewards (pay) to motivate employees

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20
Q

Human relations approach

A

acknowledges the impact of social relationships on productivity and morale, especially the role of informal work group norms

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21
Q

Theory X

A

believe employees dislike work and avoid it whenever possible; they must be directed and controlled

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22
Q

Theory Y

A

employee’s are capable of self-control and self direction; more likely to have a positive effect on employees and organizations

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23
Q

Who created theory X and Y?

A

McGregor

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24
Q

The differences between scientific management and human relations approaches can be seen in ____

A

theory x and theory y

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25
Performance is a function of
ability + motivation + environment
26
Maslow's needs
``` self actualization esteem social safety physiological ```
27
ERG theory
reduced Maslow's needs to three: existence, relatedness, growth; may be motivated by more than one need at once
28
Who created ERG theory?
Alderfer
29
For McClelland, _____ is an important determinant of motivation
need for achievement
30
______ theory suggests that three basic needs often act as motivators in work settings
Need
31
Three basic needs according to McClelland
Need for: Achievement, Power, Affiliation
32
People high in need for achievement
prefer moderately difficult tasks and regard money as a source of feedback and recognition
33
Two factor theory was created by who?
Herzberg
34
Two factor theory addresses both ___ and ___
Herzberg; motivation and satisfaction
35
Two factor theory
Herzberg; proposes that dissatisfaction and satisfaction are independent factors and that dissatisfaction is affected by hygiene factors (job context), while satisfaction is related to the availability of motivator factors (job content)
36
Herzberg's theor predicts that workers will be maximally motivated if they are provided with ___ jobs
enriched
37
job enrichment outcomes
strongest on satisfaction; effects vary from person to person (welcomed by young, well educated, skilled, high on nACH; causes anx and frustration with low nACH)
38
job enlargement can reduce ___
boredom. Does not usually impact satisfaction/motivation
39
Locke and Latham created
goal setting theory
40
Goal setting theory
employees are motivated to achieve goals they have consciously accepted and committed to.
41
Goal setting theory predicts what types of goals will be accomplished?
specific, moderately difficult, provided feedback
42
the positive effects of moderately difficult goals on productivity is strongest for ____
simple tasks
43
Adam is associated with
equity theory
44
equity theory
a worker's motivation and productivity are affected by comparisons between his inputs and outcomes (input/outcome ratio) and those of others
45
Expectancy (VIE) theory
views motivation as a multiplicative function of expectancy, instrumentality, and valence.
46
Valence
a worker will work hard if they view the rewards as desirable (high valence)
47
Instrumentality
a worker will work hard if they believe that successful performance will lead to rewards (high instrumentality)
48
Expectancy
a worker will work hard if he believes that high effect will lead to successful task performance (high expectancy)
49
Bandura's social cognitive theory
emphasizes self-regulation of bx through four processes: goal setting, self observation, self evaluation, self reaction
50
who developed contingency theory
Fiedler
51
Fiedler's contingency theory
leadership effectiveness is the result of an interaction between the leader's style and the favorableness of the situation
52
According the Fiedler, a leader's style is ____
fixed
53
high LPC leaders are most effective
in moderately favorable situations
54
low LCP leaders are most effective
in very high or very low favorable situations
55
cognitive resource theory
proposes that the impact of a leader's intelligence and experience on performance is moderated by the stressfulness of the situation. In low stress, IQ is more predictive of performance; high stress experience is
56
Path goal theory was created by
House
57
Path Goal theory
effective leader is one who can identify a path for subordinates that allows them to fulfill personal goals through achievement of group/organizational goals.
58
Hersey and Blanchard created
situational leadership model
59
situational leadership model
the choice of effective leadership style depends on the employee's level of job maturity. Four types: telling, selling, participating, delegating
60
telling leader
high task/low rel; effective for employees who are low ability/low willingness
61
selling leader
high task/high rel; effective for employees low ability/high willingness
62
participating leader
low task/high rel; effective for employees who are high ability/low willingness
63
delegating leader
low task/low rel; effective for employees who are high ability/high willingness
64
Vroom-Yetton normative model
provides a decision tree to help leaders select an optimal decision making strategy
65
transformational leader
marked by an ability to recognize the need for change and the ability to create a vision that guides that change (value drive, empowers worker)
66
transactional leader
focuses more on stability than change; emphasizes normal work related activities, relies on rewards and punishments, appeals to self-interest for motivation
67
additive tasks
individual contributions of group members are added together to form the group product
68
compensatory task
inputs of group members are averaged together to create a single product
69
disjunctive task
group members must select the solution or decision offered by one of the group members (the best)
70
conjunctive task
group's overall performance is limited by that of the worst-performing member
71
discretionary task
group members decide how to combine the contributions of individual members
72
Distributive justice
focused on the outcome
73
procedural justice
focused on the process of decision making. Employees focus most on this when evaluating fairness of salaries
74
Interactional justice
focused on the perception of interpersonal treatment
75
Lewin's Planned Change theory
Three steps: unfreezing, changing, refreezing
76
Lewin's Force Field Theory
examines patterns of interaction between the individual and the total field, or environment. B = f(p,e), meaning that behavior (B) is a function of the person (p) and their environment (e).
77
Demand Control Model
Karasek; identifies job demands and job control as primary contributors to job stress

EPPP Study Materials (20 decks)

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