MIDTERM 3

Question 1

What is a psychological contract

Answer 1

Employee’s perception of the relationship with the company

Question 2

Transactional Contract (Type of psych contract)

Answer 2

short-term, narrow and specific

Question 3

Relational Contract (Type of psych contract)

Answer 3

short-term, broad promises & obligations

Question 4

Breach Violation (Of psych contract)

Answer 4

Broken psych contract

Question 5

Consequences of Broken Contracts

Answer 5

Distrust 
Poor motivation/Performance 
Negative moods/Emotions
Job Satisfaction 
Intent to quit 
Actually Quit

Question 6

How to Avoid Violations in Psychological contracts

Answer 6

Realistic Job Preview

Question 7

2 Functions of Performance Appraisal

Answer 7

1. Developmental purposes

2. Evaluate, Decision making

Question 8

Developing a Performance Appraisal System (4 choices)

Answer 8

Choice 1: Mix of formal/informal appraisals
Choice 2: What factors to evaluate?
Choice 3: Methods of Appraisal
Choice 4: Who appraises performance

Question 9

3 Factors to evaluate

Answer 9

Traits, behavior, Results

Question 10

2 Methods of appraisal

Answer 10

Objective (Ex: # of new accounts)

Subjective (Ex: perceptions based on traits, behavior, and results)

Question 11

Who appraises performance

Answer 11

Supervisors
Self Appraisal
Peer appraisal 
Customer/Client
Subordinate
Multiple raters

Question 12

360 Appraisal

Answer 12

More than 1 review, different perspectives

Question 13

Different Pay plans

Answer 13

1. Merit Pay (based on performance) v. Seniority (based on time at organization)
2. Piece Rate (income based on how much you create/sell)
3. Profit Sharing (% of sales go back to employee)
4. Stock & Stock Options (discounted stocks to employees)

Question 14

Career Patterns

Answer 14

1. Steady State (teaching kindergarten for 30 years)
2. Linear (same career, keep getting promoted)
3. Spiral (compliment each other)
4. Transitory (career patterns nothing to do with each other)

Question 15

Group Cohesiveness

Determinants of Grop Cohesiveness

Answer 15

The attractiveness of a group to its members
Do you like being apart of your group?

-Group size, similarity, competition w/ other groups, success, exclusiveness
MODERATE cohesiveness results in high group performance

Question 16

Pooled task interdependence

Answer 16

group performance INDEPENDENT of one another ( A + B + C)

Question 17

Sequential Task interdependence

Answer 17

Performance DEPENDENT on the previous person (A -> B -> C-> group performance)

Question 18

Reciprocal Task Interdependence

Answer 18

DEPENDENT on one another to be successful
A
B C

Question 19

Process Gains (Group Effectiveness)

Answer 19

Performance INCREASES because of new ways of motivation and coordination
Synergy

Question 20

Process Losses (Group Effectiveness)

Answer 20

Group performance DECLINES becayse of

Question 21

Task and Group performance

Answer 21

Extent to which the work performed by one member affects what other group members do
3 types : pooled, sequential, reciprocal

Question 22

Social Loafing

Answer 22

Tendency for individuals to exert LESS EFFORT when working in a group

Question 23

Sucker Effect

Answer 23

Other members REDUCE their work load because 1 person is a social loafer

Question 24

How to reduce social loafing

Answer 24

Individual contributions identifiable
Valuable contribution
small-medium sized groups
peer evaluations

Question 25

Definition of a group

Answer 25

mutual | when people work together

Question 26

Types of work groups

Answer 26

Formal | Informal

Question 27

Formal Work group

Answer 27

set up by company - command groups (report to supervisor) - Task forces (group accomplishes goal, disband once goal is reached) - Teams (groups w/ interdependence) - Self-managed (assist themselves, no supervisor)

Question 28

Informal Work group

Answer 28

Organically made - Friendship (people who get along and share experiences together) - social support

Question 29

Five-Stage Model of group development

Answer 29

1. Forming (getting to know each other) 2. Storming ( conflict occurs) 3. Norming (unwritten rules) 4. Performing (accomplishing tasks) 5. Adjourning (disban/ turn in assignment)

Question 30

Work Group Characteristics

Answer 30

``` Group Size Group Composition Group Efficacy Social Facilitation Group function Group Status ```

Question 31

Group Size

Answer 31

smaller- get to know wachother, less conflict | larger- more resources, division of labor

Question 32

Group Composition

Answer 32

Homogeneous- low levels of conflict | Heterogeneous- a variety of resources, div. of views represented

Question 33

Group Efficacy

Answer 33

Groups shared belief in its abilities

Question 34

Social facilitation

Answer 34

other people are watching | presence of other group members enhances

Question 35

Group Function

Answer 35

work that a group contributes to organizations goals

Question 36

Group Status

Answer 36

percieved importance of what the group does for the organization

Question 37

Group Member control mechanism

Answer 37

Roles, Rules, Norms

Question 38

leadership

Answer 38

one member can influence the members of an organization to achieve its goals

Question 39

Trait Approach

Answer 39

intelligence dominance self-confident tolerance for stress

Question 40

Behavioral Approach

Answer 40

consideration | initiating structure

Question 41

Fielder's contingency Theory

Answer 41

Leadership effectiveness determined by: - leadership style - leader-member relations - task structure - position power

Question 42

Path goal leadership theory

Answer 42

leader behavior predicts employee motivation and satisfaction - situational factors also predict motivation and satisfaction

Question 43

Leader Behavior

Answer 43

Supportive Directive Particpative Achievement Anticipated

Question 44

Vroom & Yetton Model

Answer 44

Autocratic (makes decisions w/out employee input) Consultative Group (vote for a final decision) Delegated (everyone makes own choice)

Question 45

Leader Member Exchange model (LMX)

Answer 45

``` In group (preferfeational treatment, attention, opportunities) Out group (no preferential treatment, less attention, more training time) ```

Question 46

Antecedents of LMX

Answer 46

What predicts if employee is in the in group or out group

Question 47

Outcome of LMX

Answer 47

High LMX = inc. job performance, inc. satisfaction, dec. intent to quit

Question 48

Transformational Leadership

Answer 48

Is charismatic, is considerate, challenge followers intellectually