Term
| Industrial/Organizational Psychology |
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Definition
| The study of human behavious and other organizational settings. |
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Term
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Definition
| The finding that workers who were given special attention increased their productivity regardless of what actual changes were made in the work setting. |
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Term
Although flawed, job interviews consistently make for better hiring decisions.
True or False? |
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Definition
False.
A lot of people fake who they are in interviews in order to show themselves as the person that they think the interviewer wants to hire. |
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Term
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Definition
| Questionnaires designed to test a job applicant's honest and character. |
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Term
There are three general standardized test types:
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Definition
1. Intelligence Tests
2. Job-specific Knowledge Tests
3. "common sense" Tests |
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Term
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Definition
| An integrity test in which the purpose is obvious to the test-taker |
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Term
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Definition
| An integrity test in which items measure broad personality characteristics that are not clearly related to the workplace. |
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Term
Covert tests are harder to "fake good" on than overt tests.
True or False? |
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Definition
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Term
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Definition
| An interview in which each job applicant is asked a standard set of questions and evaluated on the same criteria. |
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Term
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Definition
| A structured setting in which job applicants are exhaustively tested and judged by multiple evaluators. |
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Term
Managing Affirmative Action
Ways to combat preferential selection practices |
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Definition
1. Set and communicate clear and explicit qualifications criteria
2. Be certain that methods are percieved as fair by applicants
3. Provide target applicant and co-workers with specific feedback about the target's job qualifications.
4. Develop socialization strategies that keep target applicants from making negative self attributions.
5. Emphasize the target apllicant's unique contributions to the organization.
6. Point out that affirmative action does not imply hiring by quotas, since other job-relevant attributes are considered as well.
7. Recognize that affirmative action cannot solve all problems faced. |
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Term
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Definition
| The process of evaluating an employee's work within the organization. |
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Term
A problem with having workers evaluate their own job performance is that self-ratings are overly positive.
True or False? |
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Definition
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Term
| Contigency Model of Leadership |
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Definition
| The theory that leadership effectiveness is determined both by the personal characteristics of leaders and by the control afforded by the situation. |
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Term
| Normative Model of Leadership |
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Definition
| The thoery that leadership effectiveness is determined by the amount of feedback and participation that leaders invite from workers. |
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Term
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Definition
| A leader who gains compliance and support from followers primarily through goal setting and the use of rewards. |
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Term
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Definition
| A leader who inspires followers to transcend their own needs in the interest of a common cause. |
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Term
The most effective type of leader is one who know how to win support through the use of reward.
True or False? |
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Definition
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Term
| Characteristics of Transformational Leaders |
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Definition
1. Charisma
2. Inspiration
3. Intellectual Stimulation
4. Individualized Consideration |
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Term
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Definition
| The theory that workers become motivated when they believe that their efforts will produce valued outcomes. |
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Term
People who feel overpaid work harder on the job thatn those who see their pay as appropriate.
True or False? |
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Definition
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Term
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Definition
| The tendency for people to inflate the value of onjects, goods, or services they already own. |
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Term
People losing money on an investment tend to cut their losses rather than hang tough.
True or False? |
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Definition
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Term
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Definition
| The economic rule of thumb that only future costs and benefits, not only past commitments, should be considered in making a decision. |
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