Applied Psychology Final Exam

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Achievement Motivation Theory

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-A content theory of motivation that emphasizes the need to accomplish something, to do a good job, and to be the best
-By David McClellan
-Those with a high need to achieve take risks, set goals, assume responsibility, and like feedback and recognition

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Needs Hierarchy Theory

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-A content theory of motivation that encompasses physiological, safety, belonging, esteem, and self-actualization needs
-By Abraham Maslow

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Motivator-Hygiene (Two-Factor) Theory

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-A content theory of motivation that explains work motivation and job satisfaction in terms of job tasks and workplace features
-By Frederick Herzberg

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Job Enrichment

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-An effort to expand the scope of a job to give employees a greater role in planning, performing, and evaluating their work
-Related to two-factor theory

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Job Characteristics Theory

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-A content theory of motivation that states that specific job characteristics lead to physiological conditions that can increase motivations
-By J. Richard Hackman and G.R. Oldham
-Job Diagnostic Survey - measures employee perceptions, level of growth need, and job satisfaction

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Valence-Instrumentality-Expectancy Theory (VIE theory)

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-A process theory of motivation that states that people make choices based on their perceived expectations that certain rewards will follow if they behave a particular way
-By Victor Vroom
-Measures expectancy, instrumentality, and valence

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Equity Theory

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-A process theory of motivation that people's motivation on the job is influenced by their perception of how fairly they're treated
-By J. Stacy Adams
-People can be either benevolent, equity-sensitive, or entitled

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Goal-Setting Theory

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-A process theory of motivation that a person's primary motivation on the job is defined in terms of the desire to achieve a particular goal
-By Edwin Locke
-There are internal, interactive, and external goals

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Job Satisfaction

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Our positive and negative feelings and attitudes about our jobs

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Job Congruence

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The match between a person's abilities and the requirements of a job

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Prosocial Behaviour

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Behaviours directed towards supervisors, co-workers, and clients that are helpful to an organization

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Focus Groups

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A method of surveying public opinion through the paid participation of 8-12 group members who meet to describe their reactions to a product, advertisement, or specific issues

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Merit Pay

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A wage system in which pay is based on level of performance. This is valued more by employees who were introverted and pessimistic. Based on the fact that better performance equals higher pay, lower performance equals lower pay. This doesn't work well: there is widespread disagreement over which behaviours are important. This is more motivating in poorer countries.

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Wage-Incentive System

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The primary pay system for production workers in which the more units are produced, the higher the wage.

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Sales Test Technique

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A way of testing the effectiveness of an advertising campaign by introducing the new advertising in selected test markets. Adequate sales tests are costly.

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Engineering Psychology

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The design of machines and equipment for human use and the determination of the appropriate human behaviours for the efficient operation of the machines. The field is also called human factors, human engineering, and ergonomics

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Time-and-motion study

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An early attempt to redesign work tools and to reshape the way workers performed routine, repetitive jobs

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Person-machine system

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A system in which human and mechanical components operate together to accomplish a task. The human operator receives input on machine status from the displays, then operates equipment by using controls to initiate action

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Human Anthropometry

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A branch of engineering psychology concerned with the measurement of the physical structure of the body. Chinese people have longer torsos and shorter legs. Indian women are smaller than all other nations.

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Quantitative Visual Displays

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Displays that present a precise numerical value - for example, speed, altitude, or temperature. Analog displays show a range of numbers with a pointer, where digital displays show only the pertinent numbers. Digital displays can be read faster with fewer errors, but they are unsuitable if you need to know the direction of change.

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Qualitative Visual Displays

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Displays that present a range rather than a precise numerical value. They are frequently used to show whether components, such as engine temperature, are operating in the safe or unsafe range

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Check Reading Visual Displays

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Displays that tell the operator whether the system is on or off, safe/unsafe, or operating normally/abnormally. Warning lights should be two times are bright as other lights on the dashboard, located centrally, and flashing

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Auditory Displays

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Alarms or warning signals in person -machine systems. Auditory displays can be more compelling than visual displays. These are effective because: our ears are always open, we can receive messages from all directions, and our visual senses are often fully taxed

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Shape Coding

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Designing knobs for control panels in recognizably different shapes so that they can be identified by touch alone

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Social Dilemma

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A conflict in which the most beneficial action for an individual will, if chosen by most people, have a harmful effect on everyone. The commons dilemma shows that a common resource will replenish if used in moderation.

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Injunctive Norms

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People's perceptions of the behaviour that's approved or disapproved of by others

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Descriptive Norms

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People's perceptions of how other people actually behave in a given situation, regardless of whether the behaviour is approved or disapproved of by others