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WGU 576 I/O psych
| Question | Answer |
|---|---|
| Hawthorne effect | when employees change their behavior solely to the fact that they are receiving attention or are being observed |
| Human factors/ergonomics | the scientific application of theories and principles to human interactions with other organizational elements |
| industrial/ psychology | the application of science and psychological principles to the work environment (job analysis, training, recruitment) |
| Organizational psychology | the scientific study of the social aspects within an organization, including human interactions and organizational cultural norms (motivation, leadership, social interactions, stress in the workplace, team dynamics) |
| Three areas to assess for a job evaluation | internal equity pay, external equity pay, and sex and race/ethnicity equity |
| Ammerman technique | a job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker |
| SME conference | a group analysis interview consisting of subject-matter experts (SMEs) |
| what does a competency framework help employers with? | to understand what skills and abilities are necessary for an employee to perform job tasks, helps to identify skill gaps that need to be addressed, and guides job descriptions and development plans. |
| ammerman technique | asking experts what an ideal employee should do to be successful |
| job description vs evaluation | job description; written results of a job analysis, what the job is and what the employees do job evaluation: how valuable a job is to the organization; ensures fair pay and internal equity |
| what is performance appraisal? | to assess an employees, work performance |
| task orientation leader's vs person orientation leaders | task oriented: structures self and employee's goals and roles. and makes decisions on their own person oriented: shows concern for subordinates, "hands off approach" and consults subordinates before making decisions |
| stages of change: | Denial, anger, fear, acceptance |
| difference between job description and job analysis: | job description: summary of the key aspects of the job. job analysis: systematic process of gathering, examining, and evaluating information about a specific job. |
| tests of ability | cognitive: intelligence/knowledge physical: stamina/strength psychomotor: reaction time, hand steadiness, response control, etc perception: vision, color discrimination, speech, hearing |
| maslows hierarchy of needs | biological needs safety needs social needs ego needs self actualization needs *employees respond best to rewards that match the level of need they're focused on |
| ERG theory | Existence, relatedness and growth can move through these in any order |
| Two factor theory (Herzberg) | hygiene factors: prevent dissatisfaction but dont motivate (pay, security, work schedule) motivators: create motivation and satisfaction (challenge, independence) |
| McClelland theory of needs | motivated by need for achievement, affiliation and power |
| Self determination theory | innate need for competency, autonomy and relatedness |
| Four drive theory | employees influenced by acquiring, bonding, learning and defending |
| in what ways does an organization accommodate for employees childcare? | -referral services -on site childcare facilities -voucher systems |
| difference between arbitration and mediation? | Arbitration as a third party makes the decision mediation. the third party only acts as mediator and helps the two sides make a decision. |
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