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58 Cards in this Set
- Front
- Back
- 3rd side (hint)
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What is level of organizational COMMITTMENT most predictive of?
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TURNOVER (and SATISFACTION).
It is also related to the individual's WILLINGNESS to exert EFFORT on behalf of the company. What is level of organizational COMMITTMENT most predictive of? |
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What were BROUSSEAU and DRIVER'S theory on Career Concept & it's Dimensions?
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4 CAREER CONCEPTS:
1. Steady State 2. Linear (MOVING UP, EG MANAGER TO CEO) 3. Spiral (I/O PSY TO GEROPSY) 4. Transitory (PSYCHOLOGIST TO ASTRONOMER) 3 Dimensions: 1. FREQUENCY of JOB CHANGE 2. DIRECTION OF CHANGE 3. TYPE OF CHANGE IN JOB CONTENT (What were BROUSSEAU and DRIVER'S theory on Career Concept & it's Dimensions?) |
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What was KRUMBOLTZ Theory of Career Development?
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-CAREER DEVELOPMENT and CAREER CHOICE are related primarily to: SOCIAL LEARNING THEORY
-instilling an attitude of self-development in the individual so that he/she can adapt to changing work requirements in the future. What was KRUMBOLTZ' Theory of Career Development? |
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What are "IDENTICAL ELEMENTS?"
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It refers to Thorndike and Woodworth's theory:
"Identical Elements" = for TRANSFER OF TRAINING. What are "IDENTICAL ELEMENTS?" |
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What is an example of a FLEXIBLE BENEFIT PLAN?
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AKA Cafeteria Benefit Plan, gives employees greater control over and flexibility in the benefits they received. It does not tie rewards to performance.
What is an example of a FLEXIBLE BENEFIT PLAN? |
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What are some TYPES OF INCENTIVE PLANS?
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GAIN SHARING AND MERIT PAY
What are some TYPES OF INCENTIVE PLANS? |
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What is Herzberg's "two-factor theory?"
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INCREASE JOB MOTIVATION:
INCREASING: AUTONOMY INCREASING: JOB RESPONSIBILITY What is Herzperg's "two-factor theory?" |
FOR EXAMPLE, YOU'LL BE MOTIVATED MORE AS YOU GAIN MORE RESPONSIBILITY (SUPERVISE LOWER LEVEL EMPLOYEES)
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When will a PREDICTOR have the HIGHEST INCREMENTAL VALIDITY?
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~LOW (SR) SELECTION RATIO
~MODERATE (BR) BASE RATE When will a PREDICTOR have the HIGHEST INCREMENTAL VALIDITY? |
A test's incremental validity refers to the benefits that use of the test provides with regard to decision-making accuracy
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How would you describe JOB SATISFACTION?
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-It's a STABLE TRAIT (minimally affected by job changes)
-directly related to the tendency toward positive or negative affect How would you describe JOB SATISFACTION? |
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What does it mean when a TEST has DISCRIMINANT VALIDITY?
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When the test does not correlate significantly with other tests that measure DIFFERENT TRAITS, CHARACTERISTICS, or ABILITIES.
Discriminant validity provides evidence of a test's construct validity. What does it mean when a TEST has DISCRIMINANT VALIDITY? |
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What does it mean when a TEST has DIFFERENTIAL VALIDITY?
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Means that it's VALIDITY COEFFICIENT for one subgroup is DIFFERENT from its VALIDITY COEFFICIENT for another subgroup.
What does it mean when a TEST has DIFFERENTIAL VALIDITY? |
eg 2 GROUPS HAVE THE SAME OR DIFFERENT MEAN ON THE PREDICTOR BUT DIFFERENT SLOPES BETWEEN THE PREDICTOR AND CRITERION
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What does it mean when a TEST has CONGRUENT VALIDITY?
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The test CORRELATES, HIGHLY with an established test that measures the SAME TRAIT.
What does it mean when a TEST has CONGRUENT VALIDITY? |
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WHAT ARE 3 WAYS TO COMBINE PREDICTORS?
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multiple REGRESSION, multiple CUTOFF, AND multiple SUCCESSIVE HURDLES.
3 ways to combine predictors |
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WHAT IS A FORMATIVE EVALUATION?
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-USUALLY DONE WHILE A PROGRAM IS BEING DEVELOPED
-USED TO ~MODIFY~ THE PROGRAM. What is a Formative Evaluation? |
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WHAT IS A SUMMATIVE EVALUATION?
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-Done AFTER the program is implemented
-To ASSESS OUTCOMES WHAT IS A SUMMATIVE EVALUATION? |
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WHAT IS SUPER KNOWN FOR?
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HE HAS A THEORY OF CAREER DEV AND CAREER CHOICE.
YOUR JOB SHOULD MATCH YOUR ~SELF-CONCEPT~ HE TALKED ABOUT: CAREER MATURITY, LIFE-SPACE, LIFE CAREER RAINBOW (5 STAGES IN LIFESPAN). What is Super known for? |
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WHAT WAS ROE ABOUT?
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-CAREER DEV. THEORY
-INFLUENCED BY MASLOW -Your choosing of a CAREER/OCCUPATION is linked to your ~PERSONALITY and BASIC NEEDS~ WHAT WAS ROE ABOUT? |
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WHAT DID TIEDERMAN AND O'HARA'S THEORY OF CAREER DEVELOPMENT ENTAIL?
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-THEORY OF CAREER DEV.
-ERIKSON'S PSYCHOSOC STAGES OF IDENTITY DEV. -INVOLVING 2 REPETITIVE PROCESSES AND 2 PHASES: (GOAL, INTEGRATE THE FOLLOWING): 1. DIFFERENTIATION 2. INTEGRATION 2 PHASES 1. ANTICIPATION/PREOCCUPATION 2. IMPLEMENTATION/ADJUSTMENT Tiedeman and O'Hara (1963) viewed career development as a process involving the acquisition of a PERSONAL VOCATIONAL IDENTITY. WHAT DID TIEDERMAN AND O'HARA'S THEORY OF CAREER DEVELOPMENT ENTAIL? |
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WHAT DOES THE SCIENTIFIC MANAGEMENT THEORY(ORGANIZATIONAL THEORY) SAY IS IMPT. ?
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MONEY IS MOST IMPT MOTIVATOR, NOT INTRINSIC FACTORS (eg JOB ENRICHMENT)
WHAT DOES THE SCIENTIFIC MANAGEMENT THEORY(ORGANIZATIONAL THEORY) SAY IS IMPT. ? |
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WHICH IS THEORY IS BETTER TO HAVE IN AN EFFECTIVE ORGANIZATION? THEORY X OR THEORY Y?
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-THEORY Y
-MANAGERS BELIEVE WORK IS "AS NATURAL AS PLAY." --WORKERS ARE CAPABLE OF: ~SELF-CONTROL ~SELF-DIRECTION. WHICH IS THEORY IS BETTER TO HAVE IN AN EFFECTIVE ORGANIZATION? THEORY X OR THEORY Y? |
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HOW DO YOU ALLEVIATE ALIENATION AND BOREDOM IN THE WORK PLACE?
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-JOB ENLARGEMENT
-JOB ENRICHMENT -JOB ROTATION HOW TO ALLEVIATE ALIENATION AND BOREDOM IN THE WORK PLACE |
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WHAT HAPPENS IN MANAGEMENT BY OBJECTIVES?
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-THE EMPLOYER & EMPLOYEE DET GOALS.
-PART OF GOAL SETTING THEORY MANAGEMENT BY OBJECTIVES |
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WHAT ARE THE 2 TYPES OF ORGANIZATIONAL COMMITMENT?
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1. AFFECTIVE COMMITMENT (LOYAL)
2. CONTINUANCE COMMITMENT (I CAN'T LEAVE, I NEED THE $$) WHAT ARE THE 2 TYPES OF ORGANIZATIONAL COMMITMENT? |
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WHAT ARE HIGH LPC LEADERS LIKE?
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RELATIONSHIP ORIENTED. SUPPORTIVE AND TRUSTING RELATIONSHIP WITH SUBORDINATE IS IMPORTANT.
HIGH LPC LEADERS |
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WHAT ARE LOW LPC LEADERS LIKE?
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TASK ORIENTED. THESE LEADERS ARE MOST INTERESTED IN GOAL ACHIEVEMENT.
LOW LPC LEADERS |
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WHAT ARE HERSHEY AND BLANCHARDS' 4 LEADERSHIP STYLES?
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A=ABILITY
W=WILLINGNESS 1. TELLING LEADER (LOW A AND LOW W) 2. SELLING LEADER (LOW A AND HIGH W) 3. PARTICIPATING LEADER (HIGH A AND LOW W) 4. DELEGATING LEADER (HIGH A AND HIGH W) NOTE: the leaders style should match the employee's MATURITY LEVEL HERSHEY AND BLANCHARDS' 4 LEADERSHIP STYLES |
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WHAT IS THE VROOM-YETTON-JAGO NORMATIVE MODEL ABOUT?
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FOCUSES ON A LEADERS DECISION MAKING STYLE
A1 = MAKES DECISION ALONE. A11 = MAKES FINAL DECISION BUT UTILIZES INPUT C1 = LEADER TALKS TO EMPLOYEES 1:1, HE MAY OR MAY NOT USE THE EMPLOYEES INPUT. C11 = LEADER TALKS TO EMPLOYEES AS A GROUP, MAY OR MAY NOT USE EMPLOYEES'INPUT. G = LEADER EXPLAINS PROBLEM TO EMPLOYEES AS A GROUP AND THE GROUP MAKES THE FINAL DECISION VROOM-YETTON-JAGO NORMATIVE MODEL |
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WHAT ARE DISJUNCTIVE GROUP TASKS?
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the group uses the BEST MEMBER'S suggestion.
DISJUNCTIVE GROUP TASKS |
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WHAT ARE CONJUNCTIVE GROUP TASKS?
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The WORST PERFORMING member is limiting the groups overall performance
CONJUNCTIVE GROUP TASKS |
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WHAT ARE COMPENSATORY GROUP TASKS?
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INDIVIDUAL CONTRIBUTIONS/INPUTS ARE AVERAGED.
COMPENSATORY GROUP TASKS |
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WHAT ARE ADDITIVE GROUP TASKS?
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People in the group help or contribute to the GROUP PRODUCT.
ADDITIVE GROUP TASKS |
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What is occuring when one is using the BOUNDED RATIONALITY (ADMINISTRATIVE) MODEL to make decisions?
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SATISFICING NOT OPTIMIZING.
OFTEN FAILS IN ORGANIZATIONS, BEC THERE IS INSUFFICIENT INFORMATION, TIME, AND MONEY BOUNDED RATIONALITY (ADMINISTRATIVE) MODEL |
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WHAT IS GROUP POLARIZATION?
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MAKING EXTREME DECISIONS.
GROUP POLARIZATION |
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WHAT IS GROUPTHINK?
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A SUSPENSION OF CRITICAL THINKING.
GROUPTHINK |
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WHAT DOES A PROCESS CONSULTANT DO?
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Focus on: The PROCESSES/INTERVENTIONS BET. PEOPLE and how they INTERFERE with ACHIEVEMENT of their goals.
A PROCESS CONSULTANT'S JOB |
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TRUE OR FALSE: HERZBERG'S TWO FACTOR THEORY STATES THAT PAY IS A SOURCE OF MOTIVATION.
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FALSE. IT'S A HYGIENE FACTOR NOT A MOTIVATOR FACTOR.
HERZBERG'S VIEW OF PAY/MONEY AS A SOURCE OF MOTIVATION |
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WHAT IS BIODATA?
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-One of the most valid predictors of JOB PERFORMANCE. DOESN'T DISCRIMINATE AGAINST, RACE/ETHNICITY OR GENDER.
-RESEARCH IS NEEDED TO FIND OUT WHICH ASPECTS OF GOOD JOB PERFORMANCE BIODATA IS GOOD FOR PREDICTING (don't forget COGNITVE ABILITY TESTS are still better) BIODATA |
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HOW SHOULD MANAGERS INFLUENCE SUBORDINATES?
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-CONSULTATION
-INSPIRATIONAL APPEALS -RATIONAL PERSUASION HOW MANAGERS SHOULD INFLUENCE SUBORDINATES |
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WHAT ARE SOME OBJECTIVE (DIRECT) MEASURES?
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PRODUCTION & PERSONNEL DATA
~How much UNITS u SOLD These are: -OFTEN INADEQUATE OBJECTIVE (DIRECT) MEASURES |
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WHAT ARE SOME SUBJECTIVE MEASURES?
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RELATIVE & ABSOLUTE Measures
-PEER RATINGS -SELF-RATINGS -SUPERVISOR RATINGS (MOST RELIABLE & USED MOST, -RATING SCALES, USED BY EMPLOYERS TO RATE EMPLOYEES (MORE USEFUL THAN OBJECTIVE MEASURES) SUBJECTIVE MEASURES |
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WHAT ARE SOME RELATIVE SUBJECTIVE MEASURES?
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-PAIRED COMPARISON
-FORCED DISTRIBUTION RELATIVE SUBJECTIVE MEASURES |
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WHAT ARE SOME ABSOLUTE MEASURES?
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-BARS
-CRITICAL INCIDENT TECHNIQUE -LIKERT TYPE SCALES -RANKING TYPE SCALES ABSOLUTE MEASURES |
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WHAT IS UNFAIRNESS?
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When a PREDICTOR has SAME VALIDITY COEFFICIENT for the 2 GROUPS but, PPL in the 1ST GROUP CONSISTENTLY GET LOW SCORES than OTHER GROUPS EVEN THOUGH THEY DO JUST AS WELL ON THE TASKS.
CURE: LOWER THE PREDICTOR CUTOFF. UNFAIRNESS |
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DESCRIBE FIELDER'S CONTINGENCY THEORY
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A THEORY OF LEADERSHIP THAT INDICATES THAT BOTH:
LEADERSHIP STYLE + THE FAVORABLENESS OF THE SITUATION DETERMINE AN EFFECTIVE LEADER OR NOT. FIELDER'S CONTINGENCY THEORY |
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WHAT IS HOUSE'S PATH GOAL THEORY?
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STATES THAT IF YOU HELP YOUR SUBORDINATES REACH THEIR GOALS, THEY WILL BE MOTIVATED AND SATISFIED.
~According to path-goal theory, the best leadership style depends on certain characteristics of the task/SITUATION (e.g., level of ambiguity, structure) and of the workers (e.g., traits, abilities). HOUSE'S PATH GOAL THEROY |
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WHAT ARE HOUSE'S PATH GOAL THEORY LEADERSHIP STYLES?
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1. INSTRUMENTAL (GUIDELINES)
2. SUPPORTIVE (RELATIONSHIP FOCUS) 3. PARTICIPATIVE (INCLUDES SUBORDINATES WHEN MAKING DECISIONS) 4. ACHIEVEMENT ORIENTED (SET REALLY CHALLENGING GOALS) HOUSE'S PATH GOAL THEORY, LEADERSHIP STYLES |
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TRANSACTIONAL LEADERS
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~MAINTAIN THE STATUS QUO
~USES REWARD AND PUNISHMENTS ~ABDICATE RESPONSIBILITY ~AVOID DECISIONS TRANSACTIONAL LEADERS |
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TRANSFORMATIONAL LEADERS
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~VISIONARIES
~EMPOWERING OTHERS ~COMMUNICATE HIGH EXPECTATIONS FOR PERFORMANCE TRANSFORMATIONAL LEADERS |
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CHARASMATIC LEADERS
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~ACT AS ROLE MODELS
~BE CONVINCED OF THE MORAL RIGHTNESS OF HIS/HER BELIEFS. CHARASMATIC LEADERS |
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What type of approach is HOLLAND'S RIASEC model?
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A TRAIT-ORIENTED APPROACH
HOLLAND'S RIASEC MODEL |
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CRITERION DEFICIENCY
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THE DEGREE TO WHICH A CRITERION MEASURE FAILS TO MEASURE ALL ASPECTS OF THE ULTIMATE (CONCEPTUAL)CRITERION. IT RESULTS IN LOW VALIDITY.
CRITERION DEFICIENCY |
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NEED HIEARCHY THEORY
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MANAGERS = HIGHER LEVEL NEEDS MOST IMPT (E.G. STATUS, ESTEEM)
NON-MANAGERS = LOWER LEVEL NEEDS MOST IMPT (E.G MONEY, SAFETY) NEED HIEARCHY THEORY |
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IN ORDER TO USE THE TAYLOR-RUSSELL TABLES TO EVALUATE A NEW SELECTION TEST YOU NEED:
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BASE RATE (BR), SELECTION RATIO (SR), AND THE PREDICTORS VALIDITY COEFFICIENT (VC)
FACTORS NEEDED FOR TAYLOR-RUSSEL TABLES TO EVALUATE NEW SELECTION TEST |
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What was EDGAR SCHEIN's theory of Organizational Culture?
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3 LEVELS OF ORGANIZATIONAL CULTURE:
1. OBSERVABLE ARTIFCATS (e.g. dress code) 2. ESPOUSED VALUES & BELIEFS (e.g. norms, goals) 3. The BASIC UNDERLYING ASSUMPTIONS that underlie an Organization's Culture are COGNITIVE DEFENSE MECHANISMS (helps organizational members avoid uncertainty and anxiety) EDGAR SCHEIN |
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GOAL-SETTING THEORY
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SIMPLE AND LESS COMPLEX TASK, THE STRONGER THE LINK BET GOAL DIFFICULTY AND PRODUCTIVITY
GOAL-SETTING THEORY |
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JOB TURNOVER LEAST RELATED TO?
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JOB PERFORMANCE
LEAST RELATED TO JOB TURNOVER |
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INCREMENTAL VALIDITY
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AN INCREASE IN DECISION-MAKING ACCURACY RESULTING FROM THE USE OF A NEW PREDICTOR.
INCREMENTAL VALIDITY LOW SR & MOD BR |
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GOAL ACHIEVEMENT
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FEEDBACK THAT IS SPECIFIC IS MORE IMPT THAN FEEDBACK THAT IS GLOBAL IN NATURE.
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