I/o

Front 1

What theory did John Holland propose?

Back 1

Personality-Job fit theory.

Front 2

What is Holland's typology?

Back 2

Six types:

Realistic - Physical (Mechanic)

Investigative - Thinking (journalist)

Artistic - creative (artist)

Social - Helping and developing others (psychologist)

Enterprising - Influence/power (business)

Conventional - Orderly (accountant)

Front 3

What are three key concepts in Holland's personality-job fit theory?

Back 3

Key concepts:

Congruence - match between personality and job environment

Consistency - how close someone's two letters are

Differentiation - how much a profile is just one letter

Front 4

What theory did Donald Super propose?

Back 4

Life/career rainbow. Developmental theory.

Front 5

What are Super's stages?

Back 5

Posits five stages:

-Growth,

-Exploratory,

-Establishment,

-Maintenance,

-Decline

Front 6

What are two main facets of Super's theory?

Back 6

-SES, abilities, etc determine career pattern.

-People express their self-concept via career.

Front 7

Tiedman and O'Hara proposed what theory?

Back 7

Career Development theory.

Key terms: differentiation, integration, decision-making (anticipation, implementation-adjustment).

Front 8

Schein proposed what theory?

Back 8

Career anchor theory. Self-concept acts as career anchor.

Eight anchors (lifestyle, dedication to cause, security/stability, etc).

Front 9

Fiedler proposed what theories?

Back 9

LPC - Least Preferred Co-worker.

Supervisors are either task or people oriented. If people oriented, they rate the LPC relatively highly.

Front 10

What are the benefits of a realistic job preview?

Back 10

Increases longevity of employment.

Front 11

What is the contrast effect?

Back 11

when the rating of one employee/applicant is affected by the prior applicant (e.g., first applicant did very poorly on interview, then next applicant is rated higher)

Front 12

Define McClellands theory.

Back 12

Acquired Needs Theory (three needs)

1) Power

2) Affiliation

3) Achievement. He defined these as being acquired over time

Also showed that the need for achievement can be taught.

Front 13

What theory did Herzberg propose?

Back 13

Two-factor theory

Front 14

What are Herzberg's two-factors?

Back 14

Job context factors (Lower level needs): pay, satisfactory working relationships, working conditions, supervision.

Job content factors (Upper level needs): achievement, responsibility, opportunity.

Front 15

What happens if lower level or upper levels needs are not met (according to Herzberg?)

Back 15

If lower needs met, this does not produce satisfaction, but means that the worker will not be dissatisfied (if lower level needs not met, then dissatisfaction occurs).

If upper level needs are met, then satisfaction can occur (if these needs are not met, then person is not dissatisfied).

Front 16

What is job enrichment?

Back 16

Job enrichment involves increasing employee's role in planning and performing their work, allowing for greater autonomy, authority and freedom.

Front 17

What are the benefits of job enrichment?

Back 17

Increased satisfaction, performance. Decreased turnover and absenteeism.

Front 18

What type of employee prefers job enrichment?

Back 18

High need for growth, and those who are knowledgeable and skilled at their job.

Front 19

What theory did Adam's propose?

Back 19

Equity theory of motivation. (Inputs, outputs)

Front 20

What is ERG theory?

Back 20

Existence, Relatedness and Growth (ERG)

All needs can influence a person at the same time

Based on Maslow, but has empirical support.

Front 21

What is VIE theory?

Back 21

Valence, Instrumentality, Expectancy (VIE) (aka, General Expectancy Theory)

Front 22

Define VIE theory.

Back 22

Expectancy - Expectancy of success on task

Instrumentality - Anticipation of rewards (employees ask - will rewards follow my work?)

Valence -Value of rewards to employee