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81 Cards in this Set
- Front
- Back
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A ________ is a systematic method for collecting the information needed to identify 1 the nature of the job 2 the knoledge, skills, abilities and other characteristics that people must have todo the job and 3 the measure with which job performance can be evaluated. The results of this is to seve as the baiss for developing criterion meausres and provice informaiton that faciliates work force planning and training program design.
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job analysis
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An example of a worker-oriented job anaysis is the _______________________ which is completed by the job holder, the supervisor, or a job anaylst and provides infomraiton on six dimensions of worker activity. It is helpful for designing training programs and deriving criterion measure sthat provice usful employee feedback.
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The Position Anaylsis Questionaire
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Job analysis is sometimes eroneously confused with ______________. While job analysis is performned to clarify the requirments of the job, the other is conducted specifically to determine the relative worth of jobs in order to set salaries and wages.
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job evaluation
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Some experts recommend that job evaluatio techniques be used to establish _____________ to overcome gender differesnes in wages that are due to discrimination. This involves extablishing wages ont he basis of each job's inherent value rather than on the jobe title or on who usually performas the job by using the same job evalation technique for all jobs within an organization. Jobs that recieve equal evaluations points are then assignmed equal salaries.
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Comparable worth
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____________ measures of job performance includes quantitative measures of production such as units produced, sold, or rejected, and certain types of personnel data includeing accidents, absenteeism, tardiness, and salary and promotion history. Although these measures provide direct information about an employee's performance, they are often inadequete: may be biased by situational factors such as differences in equipment, territory, or supplies, which makes it difficult to compare te performance of different employees or the performance of te same employee at differnt times or in different situatios.
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objective masures
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____________ measures are the most frequently used perfomrance asessment techniques in organizations and usually take the form rating scales that reflect the judgment of the rater.
Although ratings by an employee's immediate supervisor are, by far, the most common type of rating, peer and self-ratings are sometimes used. Supervisor ratings are most reliable. |
Subjective measures
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Subjective measures are assosicated with several problems includes ______________ biases which occur when a rater tends to avoid the middle range of a rating scale, and instead, rates all employees as eighter ghih or low on all dimensions of job performance. _____________ bias refers to rater's consistent use of only the middle range of the rating scale, and ___________ is when the rater's evaluation of an employee on one dimension of job performance affects other dimensions (positive or negative._
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leniency?strictness
central tendency Halo effect |
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The best way to improve rating accuracy is to provie rates with adequate _________ that identifies and distinguishing between differnt levels of performance. ___________________ for example, provides raters with a comon conception of the multidimensional nature of job performance and of what consititutes effective and ineffective performance on each dimension.
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training
Frame-of-reference training |
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Rater biases can also be reduced by having raters rate behaviors rather than global behaviors. Behaviors can be defined in terms of _____________, which are descriptions of specific job behaviors that lead to either successful or unsuccessful job performance. Examples are "gives suggetions to subordinates on how they can improve their performance" "yells and insults employees"
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critical incidents
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Two type of rating scales include _______________ which require the rater to compare the peformance of two or more employees. They help alleviate central tendency, leniency, and strictess biases, but these techniqes are also associated with disadvantages such as forcing the rater to place some ratees at high or low performance, they prohibited by law for the federal jobs, diliked.
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relative techniqes
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The ____________ combines critical incidents and rater scales, which gives raters information for specific feedback to employees.
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behaviorally-achored rating scale
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_________________ occurs when the rating of an employee's peformance on a criterion is affected by irrelevant factors. Knowledg of an employee's predictor performance is one source. It occurs when ther rater's knowledge of teh emloyee's predictor performance affects how the rater rates the employee on the criterion.
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criterion contamination
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Steps in extablishing criterion-related validity include 1 conduct a job analysis 2 select or develop the predictors 3 ______________ 4 correlate predictors and criterion scores 5______________ 6 evaluate incremental validity (determine if use of the predictor increases the proportion of corect decisions. and 7_________________ - pefrom steps 3 through 6 with a new sample.
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administer the predictor and criterion
check for differential validity and unfairness cross-validate |
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__________ refers to the increase in decision-making accuracy an employer will achieve by using the predicotr to make selection decisions.
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incremental validity
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The ___________ can be used to estimate the percent of new hires who will be successful as employees given various combinations ov validity coeffecients, selection ratios, and base rates.
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Taylor-Russel tables
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According to the Uniform Guildines, an employment procedure might be discriminating against a minority group when it is having an __________. This occurs when use of a procedure results in a substantially different selection, placement, or promotion rate for members of a subgroup. the____________ is often used to determine if a procedure is having an adverse impact.
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adverse impact
80% rule |
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Two reasons why procedures can result in adverse impact include ______________which occurs when a measure is valid for one group but is not valid for another group and __________ which occurs when members of one group consistently obtain lower scores on a predictor than members of another group, bt the differences in predictor scores are nto feflected in differences in actual job peformance.
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differential validity
unfairness |
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Of the various predictors _______________ consistaently produce the highest validity coefficients across jobs and job settings.
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general mental (cognitive ability) abililty
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OUt of the "big five" personality traits - _______________ has been found to be the best predictor of job performance across different jobs settings, and criterion measures.
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conscientiousness
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The use of _______ as a selection tool is based on the assumption that the best predictor of future behavior is past behavior, and this assumption has been confirmend by studies finding biographical informaiton to be amoung the most vlaid preictors across organizations, occupations, and samples.
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biodata
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_________ are, by far the most commonly used method for obtaining infomraiton about job applicants, although they generally hve lower levels of reliablity and validity than many other selction techniques.
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interviews
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Work samples are sometimes used as part of a ___________ which may also include a writen description of the job, a viddeo, discussions with current workers, and other strategies. Helps with reducing turn over in that applicates get a realistic picture of job.
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realistic job preview (RJP)
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_____________ are used to evaluate managerial-level personnel, most often to determine if lower-level managers should be promoted to higher-level positions or to identify a manger's needs for training and personal develoment.
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Assessment Centers
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Training program development begins with a ________________, which consists of four elements 1) an orgainizaiton analysis to identify organizational goals and determine if it is training that is needed to achieve those goals 2) a task anayslis to identify what must be done to perform the job successfully 3) a personal analysis to determin which employees require training and what knowlege, skills, and abilities they need to acquire and 4) a demographic analysis to identify the training needs of different groups of workers.
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needs assessment
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Principles of effective training includes ______________, foster ___________, which occurs when an individual practices a new skill or studies material beyond the pont of mastery, provide frequet opportnities for active practice, and promote transfer of training.
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provide feedback
fostor overlearning |
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Off the job techniqes of trianing include _________, which is based on Banduras social learning theory, person obeserves a skilled worker perform the target behavior and then is provided opportunity to practice and _________ which makes use of a physical replication or simulation of the work environemnt.
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Behavioral Modeling
Vestibule training |
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Kirkpatrick distinguies between four levels of criteria that can be used to assess the effectiveness of trianing programs in organizaions: 1 Reaction criteria 2 ___________ 3 behavioral criteria 4___________
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learning criteria
results criteria |
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An individuals's _________ is a product of inherited aptitudes, physical makeup, and social learning experiences and is defnided as a "picture of the self in some role, situaito, or position, performing some set of functions, or in some web of relationships."
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self-concept
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________ has proposed a life=space, life-span theory of career development that integrates self concept, life span, and life space.
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Super
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Super uses the term _________ to describe a person's ability to cope with the develpmntal tasks of his or her life stages
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career maturity
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Holland distingquishes between six basic personality/work environemtn types: realistic, invenstigative, artistic, social, enterprising, and conventional RIASEC. A person who is primariy ___________ is best suited for a job that is systematic organization and the manipulation of data (accountant). Holland also proposed that the perosnality-environment match is most accurate as a predictor of job-related outcomes when the individual exhibits a high degree of ___________ - has clear interests as evidance by a high score on Holland's six intersts and low scores on all others.
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conventional
Differentiation |
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Taylors ______________ beleived that employees are primarily motivated by economic self-interst and argued that money is the most effetive motivator.
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Scientific Management
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The improvement in job performance resultig from participation in a research study (the novelty of the situation, increased attention) is referred to as the ___________________
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Hawthorne effect
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McGregor distinguishes between Theory X and Theory Y mangers and proposed that a _______ approach is most effective because it adopts a more positive view of workers and assumes they are capable of self- _______.
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theory y
control and direction |
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Out of the three needs basic needs for job motivation _______________ is the most investigated. These individuals make good entrapenuars and not managers.
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need for achievement
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Herzberg's __________________ is a theory of both satisfaction and motivation, and, in contrast to most other theories, it describes satisfaction and dissatisfaction as indepedent attitudes. His two basic needs include ________ which have little effect on job satisfaction and motivation but produce dissatisfaction when they are unfuliffled - pay, benefits, co-worker relationships, supervision, job security, and physical work conditions. ____________ increase job satisfaction and motivation when they are fulfilled but do not casue dissatisfaction when they are unfulfilled - opportunties for responsiblity, advancement, recognition, and achievement.
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Two-factor theory
Lower-level needs Higher- level needs |
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____________ is a method of job redesign that involves combining several jobs into a larger job so that the employee performs a meaningful unit of work and is given greater responsiblity, freedom, autonomy, and control.
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Job enrichment
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___________ involves increasing a job's vertical job loading by giving an employee more higher-level tasks, while job enlargment entails increasing the job's horizontal loading by increasing the number of verity of tasks.
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job enlargment
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The ______________ describes a job in terms of five core dimensions that have an impact on three "critical psychological states" _____________ is found to be the single-most important factor.
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job characteristics model
performance feedback |
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According to Locke's ___________ employees are otivated to achieve goals they have consciously acepted and are therefor, committed to. Moderately difficult goals and specific goals will produce higher levels of performance than easy, general goals.
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goal-setting theory
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Adam's ___________ emphasized the impact of social comparison on motivation and proposes that employees compare the ratio of their inputs to outcomes to input/outcome of others who are performing similar jobs.
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equity theory
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According to _____________ an employee will work hard if he or she 1) beleives that high effort will lead to successful task performance 2) beliees that successful performance will lead to rewards 3) views the rewards as desirable. Persons motivation is a funciton of expectancy, instrumentatlity, and valence.
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expectancy theory
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Bandura's social cognitive theory emphasizes the self-regulation of behavior and proposes that self regulation involves four process:
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Goal setting
Self-Observation Self-Evaluation Self-Reaction |
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_______________ refers to the strenght of an employee's indentification iwht the organization. Experts distinguish between ttwo types. _______________ refers to worker's desire to stay with the company adn concern for the company's wlefare and _______ reers to w aworker's intention to stay with the compay becasue he/shecannot afford to leave.
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organizational commitment
affective commitment continuance commitment |
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Reserach at Ohio State U. identified two basic and independent dimensions of leadership behavior: ________ refers to the amount of warmth, concern, rapport and suport displayed by the leader - these individuals are person-orieted. __________ refers to the extent to which a leader definds, directs, and structures his or her own role and the roles of suordinates - task orientd.
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consideration
initiating structure |
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The ____________ proposes that leadership effectiveness is the result of an interaction between the leader's style and the favorableness of the situation.
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contingency theory
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House's __________ proposes that an effective leader is one who can help carve a path for suordinates that allows them to fulfill personal goals through the acievement of group and organizational goals.
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path-gaol theory
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_________ to group norms is greater in ambiguous situations, highly complex situaitons, and situations involving a problem that has no solution.
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conformity
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Types of group tasks include an __________ task, where the individual contributions of group members are added together to form the group product. A ________ task, the inputs of group members are averaged together to create a single product. For a ________ task, group members must select the solution or decision offered by one of the group members. __________ task, the group's overall performance is limited by that of the worst-performing member.
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additive
compensoatory disjunctive conjuctive |
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Five stages of group development - Tuckman and Jensen
1_______ during this stage members become acquinted and attempt to establish "ground rules". 2_________ this stage is characterized by conflict as group members resist the control of the group leaders 3______ this stage begins when group members accept the group, establish ground rules and invidiual roles within the group, develop close relationships with each other and beginto work together to achieve group goals. 4__________ group members have accepted each other's strenghts and weaknesses, are clear about their own roles, and are focused on "getting the job done." 5________ the group disbands because goals have been met or becasue group members hav left. |
forming
storming norming performing adjourning |
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__________ occurs when an indiviudal exerts less effort as a group member. __________ occurs when the mere presence of others increases task performance. ________ occurs when the presence of others decreases performance.
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social loafing
social facilitaiton social inhibition |
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centralized vs. decentralized networks
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centralized everything goes through boss
decentralized information flows more freely between members without going trhoug a central person. overall satisfaction is better. Centalized better for simple Decentralized better for complex |
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deviation from group norms is usualy not allowed except when a member has accumulated _____________ .
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idosyncrasy credits
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________________ an individual model of decision making proposes that decision-makers maximize benefits by systematically searching for and consideraing all possible alternatives before selecting the optimal one. _______________ proppses that limited capabilities, time, and resources and other constaints force deciion-makers to be less than totally rational...they satisfice rather than optimize..select first solution that meets the minimum criterial of acceptability.
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rational-economic model
bounded rationality model |
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ONe factor that adversely affects group decisions is
______________. It is decribed as a suspension of critical thinking tha can occcur in highly cohesive groups, especially when the leader is highly directive nd the group is workin uncer conditions of high stress. Illusions of unamimity, collective rationalization, unquestioned morality, excessive negative stereotyping, strong pressure to conform. |
groupthink
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Group decision making can also be affected by _____________, which is the tendency for groups to make decisions that aremore extremem in the direction of the views initially held by group members than the decions that would have been generated by individual members alone.
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group polorization
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Can conflict in organizations lead to improved productivity by increasing worker motivation, creativity, and problem-solving and fostering postiive change?
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Yes
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_________ is probably the most common method for resovling conflict in organiztions. When using this tech., oppposing sides in the dispute change offers, couteroffers, and concessions either directly or through representatives.
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bargaining
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If bargaining "deadlocks", a third partey intervention may be necessary. In _______, a neutral third party uses various tactics to facilitate voluntary agreement between the disputants.
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mediation
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An __________ has ore authority than a mediator. The two sides agree in advance to accept the settlement recommended.
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aritration
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___________________ refers to a set of behavioral science-based theories, values, strategies, and techniques aimed at the planned change of the organizational work setting fo the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members on thhe job behaviors.
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organizational development
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____________ is a model of planned change that says organizations continually respond to forces that either promote or resist change. Forces that promote change are called "driving forces" and include pressure for change from management and new competition. Forces that resist change are "restraining forces" and inclue employee hosititly and apthy and malfuncitoning equipment. When driving forces are stronger change happens.
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Lewin's Force Field Analysis
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Three stages of change Lewin decribed...1) _________ occurs when the need for change is recognized and steps are taken to make members of teh organizaiton receptive to chage. 2__________ involves moving the organization in the new direction 3_______ entails supporting the changes.
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unfreezing
change refreezing |
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_________________ are designed to humanize work and the work environemnt. An important aspect of it is its emphasis on employee empowernment, or "the process of enabling workers to set their own goals, make decisions, and solve problems within their spere of responsiblity and authority." Commonly focused on lower-level employees, and they emphasize worker participation and involvement at all stages of decision-making.
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Quality of Work Life Programs
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_________ involve developing small groups that meet to solve problems and then present to management...first used in Japan.
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Quality Circles
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_________ are small groups in organizaitons designed to make decisions previously made by managment.
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Self-management work teams
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___________ refers to activities designed to help employees learn what process undermine their ability to communicate with one another. Focus is on behaviors
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process consultation
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__________ focuses on employee attitudes and percepitons. 3 steps. Data colleciton, feedback meetings, action plans.
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Survey feedback
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_______________ is disdinguised from other approaches - it focuses on customer satisfaction, employee involvement, and employrwerment, continuous improvement in teh quality of goods and services, and ongoing measurement of performance in order to identiy problems.
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Total quiality management
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Internal vs. External Change Agents
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Internal is someone within the company working to help changes, while external is a consultant.
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________ refers to "the extent which the values held by specific individuals match those of the organizaitons culture".
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person-organiztion fit
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____________ predicts the highes levels of learning and performance are associated with moderate levels of arousal, especially when moderate arousal is coupled with moderate task difficulty.
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Yerkes-Dodson Law
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_______ was influenced by the work of Maslow, and her theory of career development links occupational _______ to _________ and _____________.
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Roe
Choice personality basic needs |
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Roe described occupations in terms of how many basic types? Her research confirmed the theory' perdiction that an individual's job changes are most likley to involve transitions ________ one of the eight types
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eight
within |
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Tiedman and O'Hara considered career identity develpment to bean aspect of ___________________, which they describe in terms of Erikson's psychosocial stages. They propose that idenity development involves two reptitive sequential process and two phases. The two processes are ____________, which refers to mantianing one's uniqumness and individuality, whiel __________ refers to becoming part of a career or other social system. The two phases are ____________________, the individual expores different vocational possiblites and thenmakes a vocational choices. In the _____________ phase, the individual enters the work situation and eventually achieves a blance between teh demands of teh work sitiaotna and his/her needs.
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ego identity development
differentiation integration anticipation/preoccupation implementation/adjustment |
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_________ has proposed a social learning theory of career decision-making that describes a person's career path in terms of four influencing factors. _____________ inclueds special abilities such as artisitic and athleti skills. _______________ conditions and events include jobs opportunities, technological developts, and neighborhood and community influence. _____________ affected by first two and include instrumental learning (reward-pumishment learning) and associative learning (Classical conditioning). ___________ skills are the result of an interaction between the other three factors and inlcuees performance expectations, work habits, cogntive process, and emotional responses.
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Krumboltz
Genetic endownment Environmental Learning experiences Task approach |
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Krumboltz approach does NOT focus on matching an indivd9iuals characteristics to job characteristics but instead, emphasises __________________
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continual learning and self-development, which enable an indivudal to respond to change in work requirements.
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___________________ is one of teh assessment tools used by counselors adopting Krumboltz's approach. It identifies irrational, illogical beliefs that influence an individuals' career-related decisions
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The Career BElief Inventory
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Brousseau and Driver model of career development emphasizes the ___________, which rers to an indivudals career decisions and motives.
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career concept
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Brousseau and Driver's model distinguishes between four career concepts
___________ views his/her carer as involving a progressive upward movement in terms of authority ________ views his/her career as involving a lifelong commitment to an occupatinal speciality and focuses on develping his/her knoledge and skills with that specialty _____________ envisions his/her carer as invoving periodic move across occupational specialites or diciplines __________ considers the ideal career as invoving frequent job changes, often to jobs in unrelated fields |
linear career concept
expert spiral transitory |
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Alderfer developed _________ theroy as an alternative to Maslow's approch and reduced Maslows five need to three ____ ____ ____.
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ERG theory
existence relatedness growth |
