Book: Psychology and Work Today 10th ed. Schultz
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| 625452780 | Hawthorne Studies | a series of experiments on worker productivity begun in 1924 at the Hawthorne plant of Western Electric in Illinois; attributed employees' increased output to managers' better treatment of them during the study | |
| 625452781 | Industrial-Occupational Psychology | The application of the methods, facts, and principles of the science of psychology to people at work. | |
| 625452782 | Adverse impact | unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others | |
| 625452783 | Assessment Center | A method of selection and training that involves a simulated job situation in which candidates deal with actual job problems. | |
| 625452784 | Biodata Inventory | An employee selection technique covering an applicants past behavior, attitudes, preferences, and values. | |
| 625452785 | Critical-Incident Technique | A means of identifying specific activities or behaviors that lead to desirable or undesirable consequences on the job. | |
| 625452786 | Halo Effect | the tendency to judge all aspects of a person's behavior or character on the basis of a single attribute | |
| 625452787 | Impression Management | Acting deliberately to make a good impression to present oneself in the most favorable way. | |
| 625452788 | In-basket Technique | An assessment center exercise that requires job applicants to process memos, letters, and directives found in a typical managers in-basket. | |
| 625452789 | job analysis | The Study of a job to describe in specific terms, the nature of the component tasks performed by the workers | |
| 625452790 | Leaderless Group Discussion | An assessment center exercise in which job applicants meet to discuss an actual business problem under the pressure of time. Usually a leader emerges from the group to guide the discussion. | |
| 625452791 | realistic job preview | A recruiting approach that gives applicants all pertinent and realistic information about the job and the organization | |
| 625452792 | Reverse Discrimination | The phenomena that may occur when recruiting, hiring, promoting, and other human resources decisions in favor of members of a minority group result in discrimination against members of the majority group. | |
| 625452793 | Selection ratio | index ranging from 0-1 that reflects the ratio of positions to applicants; calculated by dividing the number of positions available by the number of applicants. Number of positions over number of applicants! | |
| 625452794 | Situational Interview | Interviews that focus not on personal characteristics or work experience, but on the behaviors needed for successful job performance. | |
| 625452795 | Situational Testing | An early term for the assessment-center technique; employees are placed in a simulated job setting so their behavior under stress can be observed. | |
| 625452796 | Structured Interview | Interviews in which a predetermined list of questions are asked of every person applying for a particular job. | |
| 625452797 | Unstructured Interview | Interviews in which the format and questions asked are left to the discretion of the interviewer. | |
| 625452798 | Work Analysis | The study of certain tasks and skills that workers can transfer from one job to another. | |
| 625452799 | Standardization | The consistency or uniformity of the conditions and procedures for administering a psychological test. | |
| 625452800 | Objective Test | Tests of which the scoring process is free of personal judgement of bias. | |
| 625452801 | Subjective Test | Test that contain items such as essay questions. The scoring process can be influenced by the personal characteristics and attitudes of the scorer. | |
| 625452802 | Test Norms | The distribution of test scores of a large group of people similar in nature to the job applicants being tested. | |
| 625452803 | Standardization Sample | The group of subjects used ot establish test norms. The scores of the standardization sample serve as the point of comparison for determining the relative standing of the persons being tested. | |
| 625452804 | Reliability | The consistency or stability of a response on a psychological test. | |
| 625452805 | Test-Related Method | A way to determine test reliability that involves administering a new test twice to the same group of subjects and correlating the two sets of scores. | |
| 625452806 | Equivalent-Forms Method | a way to determine test reliability that involves administering similar forms of a new test to the same group of subjects and correlating the two sets of scores | |
| 625452807 | Split-Halves Method | A method of calculating reliability by comparing the results of two equivalent measures made at the same time. | |
| 625452808 | Validity | The determination of whether a psychological test or other selection device measures what is intended to measure. | |
| 625452809 | Criterion-related Validity | Refers to the link between a selection device and job performance. | |
| 625452810 | Predictive Validity | An approach to establishing criterion-related validity in which all candidates are tested and hired, and then when job performance metrics are obtained, they are compared against the test results to see how well the test predicted job success. | |
| 625452811 | Concurrent Validity | way to establish criterion-related validity that involves testing current employees and correlating their scores with job performance data | |
| 625452812 | Rational Validity | The type of validity that relates to the nature, properties, and content of a test, independent of its relationship to job performance measures. | |
| 625452813 | Content Validity | A type of validity that assesses test items to ensure that they adequately sample the sill the test is designed to measure. | |
| 625452814 | Construct Validity | A type of validity that attempts to determine the psychological characteristics measured by a test. | |
| 625452815 | Face Validity | A subjective impression of how well test items seem to be related to the requirements of a job. | |
| 625452816 | Validity Generalization | The idea that tests valid in one situation may also be valid in another situation. | |
| 625452817 | Race Norming | Practice of adjusting test scores, using different cutoff scores, or altering the results of employment-related tests on the basis of race, religion, sex, national origin of test takers. Now Outlawed. | |
| 625452818 | Banding | A controversial practice of grouping test scores for minority job applicants to equalize hiring rates. | |
| 625452819 | Types of Psychological Tests | Group Tests, Individual Tests, Computerized Adaptive Tests, Speed and Power Tests | |
| 625452820 | What do tests measure | Cognitive abilities (intelligence), Interests, Aptitudes, Personality, Projective techniques (Rorschach). | |
| 625452821 | Performance Appraisals | The periodic, formal evaluation of employee performance for the purpose of making career decisions. | |
| 625452822 | Merit Rating | Objective rating methods designed to provide an objective eval of work performance. | |
| 625452823 | Rating Scales | Performance Appraisal technique using degree or number scale to rate employees performance. | |
| 625452824 | Ranking Technique | supervisors list workers in their group in order from highest to lowest or best to worst. | |
| 625452825 | Paired Comparison Technique | comparing each employee's performance with that of every other employee. | |
| 625452826 | Forced Distribution Technique | Supervisors rate employees according to a prescribed distribution of ratings, similar to grading on a curve. | |
| 625452827 | Forced-Choice Technique | raters are presented with a group of descriptive statements and are asked to select the phrase in each group that is most descriptive or lest descriptive of the workers being evaluated. | |
| 625452828 | Behaviorally Anchored Rating Scale (BARS) | appraisers rate critical employee behaviors.. | |
| 625452829 | Behavioral Observation Scale (BOS) | Appraisers rate the frequency of critical employee behaviors. | |
| 625452830 | Management by Objectives (MBO) | A process of setting mutually-agreed upon goals and using those goals to evaluate employee performance. | |
| 625452831 | Peer Rating | Managers and executives at the same level assess one another abilities and job behaviors. | |
| 625452832 | 360 degree Feedback | combines ratings from several sources such as superiors, peers, subordinates, and self. | |
| 625452833 | Types of Bias in Performance Appraisals | -Halo Effect, -Constant bias, -Most recent performance error, -inadequate information error, -Average Rating Error -Interpersonal Error, Attribution Error Role Conflict. | |
| 625452834 | Needs Assessment | An analysis of corporate and individual goals undertaken before designing a training program. | |
| 625452835 | Vestibule Training | Training that takes place n a simulated workspace. | |
| 625452836 | Behavior Modification | A training program of positive reinforcement to reward employees for displaying desirable job behaviors. | |
| 625452837 | Types of Training (non-management) | -On the Job Training -Vestibule Training -Apprenticeship -Computer Assisted Instruction (CAI) -Net Based Training -Behavior Modification | |
| 625452838 | Types of Training (management) | -Job Rotation -Case Studies -Business Games -In basket techniques -Role Playing -Behavior Modelling -Executive Coaching -Diversity Training | |
| 625452839 | Scientific Management | A management philosophy concerned with increasing productivity that regarded workers as extension of the machines they operated. | |
| 625452840 | Theory X/ Theory Y | Contrasting theories of management. Theory X sees workers as lazy and disliking of work and therefore must be led and directed. Theory Y assumes that people find satisfaction in their work and function best under a leader who allows them to participate in working both personal and organizational goals. | |
| 625452841 | Contingency Theory | A leadership theory in which a leaders effectiveness is determined by the interaction between the leaders persona characteristics and the characteristics of the leadership situation. | |
| 625452842 | Path-goal Theory | A leadership theory that focuses on the kinds of behaviors leaders should exercise to allow their subordinates to achieve personal and organizational goals. | |
| 625452843 | Leader-Member exchange | A leadership theory that focuses on how the leader-follower relationship affects the leadership process. | |
| 625452844 | Implicit Leadership theory | Describes a good leader in terms of one's past experiences with different types of leaders. | |
| 625452845 | Authoritarian Leadership | A leadership style in which leader makes all decisions and tells followers what to do. | |
| 625452846 | Democratic Leadership | A leadership style in which a leader and followers discuss problems and make decisions jointly. | |
| 625452847 | Transactional Leadership | A leadership style that focuses on the social interactions between leaders and followers, based on followers' perceptions of an expectations about the leaders abilities. | |
| 625452848 | Transformational Leadership | A style in which leaders are not constrained by their followers perceptions but are free to act to change or transforms their followers views. | |
| 625452849 | Charismatic Leadership | A style characterized by a self-promoting personality, a high energy level, and a willingness to take risks. Charismatic leaders stimulate their followers to think independently. | |
| 625452850 | Leadership Theories | -Contingency Theory -Path-goal Theory -Leader Member exchange -Implicit Leadership Theory | |
| 625452851 | Leadership Styles | -Authoritarian/Democratic -Transactional/Transformational -Charismatic leadership | |
| 625452852 | Pygmalion Effect | A self-fulfilling prophecy in which managers expectations about the level of their employees job performance can influence that performance. | |
| 625452853 | Consideration Leadership Functions | Leadership behaviors that involve awareness of and sensitivity to the feelings of subordinates. | |
| 625452854 | Initiating structure leadership functions | Leadership behaviors concerned with organizing, defining, and directing the work activities of subordinates. | |
| 625452855 | Achievement Motivation Theory | The theory of motivation that emphasizes the need to accomplish something, to do a good job, and to be the best. -McClelland | |
| 625452856 | Needs hierarchy Theory | Theory of motivation that encompasses physiological, safety, belonging, esteem, and self-actualization needs. -Maslow | |
| 625452857 | Motivator-Hygiene (2-factor) Theory | The theory of motivation that explains work motivation and job satisfaction in terms of job tasks and workplace features. -Herzberg | |
| 625452858 | Job Enrichment | An effort to expand the scope of a job to give employees a greater role in planning, performing, and evaluating their work. | |
| 625452859 | Job-characteristic Theory | The theory of motivation that states the specific job characteristics lead to psychological conditions that can increase motivation, performance, and satisfaction in employees who have a high growth need. | |
| 625452860 | Valence-Instrumentality-Expectancy (VIE) Theory | Theory of motivation that states that people make choices that are based on their perceived expectations that certain rewards will follow if they behave in a particular way. -Victor Vroom -Valence: a psychological value -Instrumentality: will outcome lead to further outcomes? -Expectancy: expecting certian job behaviors to lead to particular outcome. | |
| 625452861 | Equity theory | Theory of motivation that states that peoples motivations on the job is influenced by their perception of how fairly they are treated. -J. Stacy Adams | |
| 625452862 | Goal Setting Theory | Theory of motivation based on the idea that a person's motivation of the job is defined in terms of the desire to achieve a particular goal. | |
| 625452863 | Job Satisfaction | Our positive and negative feelings and attitudes about our jobs. | |
| 625452864 | Job Congruence | The match between a persons abilities an the requirements of a job. | |
| 625452865 | Prosocial behavior | Behaviors directed toward supervisors, co-workers, and clients that are helpful to an organization. | |
| 625452866 | Merit Pay | Pay based on performance. | |
| 625452867 | Wage incentive system | The primary pay system for production workers in which the more units produced, the higher the wage. |
