Maelea millis IO 1-13 Terms Exam 382 Questions with Verified Answers,100% CORRECT

Maelea millis IO 1-13 Terms Exam 382 Questions with Verified Answers convergent validity - CORRECT ANSWER The degree to which a measure of the construct in which we are interested is related to measures of other, similar constructs. meta-analysis - CORRECT ANSWER A methodology that is used to conduct quantitative literature reviews. Surveys - CORRECT ANSWER A data collection technique that involves selecting a sample of respondents and administering some type of questionnaire. correlation coefficient (r) - CORRECT ANSWER A statistic that measures the strength and direction of the relationship between two variables. external Validity - CORRECT ANSWER The extent to which the results obtained in an experiment generalize to other people, settings, and times. Median - CORRECT ANSWER The score in the middle of the distribution. concurrent validity - CORRECT ANSWER The extent to which a test predicts a criterion that is measured at the same time that the test is conducted. quasi-experiment - CORRECT ANSWER A research design that resembles an experimental design but does not include random assignment. attribute - CORRECT ANSWER A dimension along which individuals can be measured and along which they vary. construct validity - CORRECT ANSWER The extent to which a test measures the underlying construct that it was intended to measure. science - CORRECT ANSWER A process or method for generating a body of knowledge. construct - CORRECT ANSWER An abstract quality, such as intelligence or motivation, that is not observable and is difficult to measure. mode - CORRECT ANSWER The most frequent single score in a distribution. experimental methods - CORRECT ANSWER Research procedures that are distinguished by random assignment of participants to conditions and the manipulation of independent variables. archival research - CORRECT ANSWER Research relying on secondary data sets that were collected either for general or specific purposes identified by an individual or organization. extraneous variable - CORRECT ANSWER Anything other than the independent variable that can contaminate our results or be thought of as an alternative to our causal explanation; also called a confounding variable. variance - CORRECT ANSWER A useful measure of dispersion reflecting the sum of the squared differences between each score and the mean of the group divided by the number of total scores. interrater reliability - CORRECT ANSWER The extent to which multiple raters or judges agree on ratings made about a particular person, thing, or behavior. mean - CORRECT ANSWER The arithmetic average of a group of scores, typically the most useful measure of central tendency. statistic - CORRECT ANSWER An efficient device for summarizing in a single number the values, characteristics, or scores describing a series of cases. independent variable - CORRECT ANSWER A variable that is systematically manipulated by the experimenter or, at the least, measured by the experimenter as an antecedent to other variables. deduction - CORRECT ANSWER An approach to science in which we start with theory and propositions and then collect data to test those propositions�working from theory to data. range - CORRECT ANSWER The simplest measure of dispersion, reflecting the spread of scores from the lowest to the highest. predictive validity - CORRECT ANSWER The extent to which test scores obtained at one point in time predict criteria obtained in the future. case studies - CORRECT ANSWER Examinations of a single individual, group, company, or society. causal inference - CORRECT ANSWER A conclusion, drawn from research data, about the likelihood of a causal relationship between two variables. internal consistency - CORRECT ANSWER An indication of the extent to which individual test items seem to be measuring the same thing. unobtrusive naturalistic observation - CORRECT ANSWER An observational technique whereby the researcher unobtrusively and objectively observes individuals but does not try to blend in with them. content validity - CORRECT ANSWER The degree to which a test or predictor covers a representative sample of the quality being assessed. hypothesis - CORRECT ANSWER A tentative statement about the relationship between two or more variables. parallel forms reliability - CORRECT ANSWER The extent to which two independent forms of a test are equivalent measures of the same construct; sometimes called equivalent forms reliability or a coefficient of equivalence. reliability - CORRECT ANSWER The consistency or stability of a measure. random assignment - CORRECT ANSWER The procedure by which research participants, once selected, are assigned to conditions such that each one has an equally likely chance of being assigned to each condition. coefficient of determination - CORRECT ANSWER he percentage of variance in a criterion that is accounted for by a predictor. manipulation - CORRECT ANSWER The systematic control, variation, or application of independent variables to different groups of participants. dependent variable - CORRECT ANSWER The variable of interest, or what we design experiments to assess. informed consent - CORRECT ANSWER Participants signifying (usually in writing) their willingness and desire to participate in a particular research study after being provided with important and relevant information about the risks, procedures, and benefits of such participation. theory - CORRECT ANSWER A set of interrelated constructs (concepts), definitions, and propositions that present a systematic view of a phenomenon by specifying relations among variables, with the purpose of explaining and predicting the phenomenon. experience sampling methodology (ESM) - CORRECT ANSWER A technique that allows researchers to obtain repeated real-time reports of phenomena such as moods and emotions through the use of technology such as personal digital assistants (PDAs). internal validity - CORRECT ANSWER The extent to which we can draw causal inferences about our variables. measurement - CORRECT ANSWER The assignment of numbers to objects or events using rules in such a way as to represent specified attributes of the objects. normal distribution - CORRECT ANSWER A mathematically based distribution depicted as a bell-shaped curve, in which most of the observations cluster around the mean and there are few extreme observations. standard deviation - CORRECT ANSWER A measure of dispersion that is calculated as the square root of the variance. divergent validity - CORRECT ANSWER The degree to which a measure of the construct in which we are interested is related to measures of other, dissimilar constructs. induction - CORRECT ANSWER An approach to science that consists of working from data to theory. test�retest reliability - CORRECT ANSWER The stability of a test over time; often called a coefficient of stability. element - CORRECT ANSWER In job analysis, the smallest unit of work activity. comparable worth - CORRECT ANSWER A doctrine maintaining that jobs of equal (or comparable) worth to the organization should be compensated equally. compensable factors - CORRECT ANSWER Dimensions or factors that are used to rate jobs, indicating that employees are compensated based on these factors. Examples include effort, skill, responsibility, and working conditions. point system - CORRECT ANSWER The most common approach to job evaluation, which involves estimating the value of jobs based on points assigned to various predetermined dimensions. job description - CORRECT ANSWER As an outcome of job analysis, a written statement of what jobholders actually do, how they do it, and why they do it. strategic job analysis - CORRECT ANSWER An approach to job analysis that considers the status of jobs as they currently exist but also factors in how jobs are likely to change in the future as a result of anticipated organizational or industry changes. job evaluation - CORRECT ANSWER As an outcome of job analysis, a technique that attempts to determine the value or worth of particular jobs to organizations so that salaries can be set accordingly. job specifications - CORRECT ANSWER An outcome of job analysis delineating the KSAOs deemed necessary to perform a job. job analysis - CORRECT ANSWER The process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them. KSAOs - CORRECT ANSWER The knowledge, skills, abilities, and other characteristics that are required for successful job performance. job-oriented - CORRECT ANSWER Referring to approaches to job analysis that focus on describing the various tasks that are performed on the job. job - CORRECT ANSWER A collection of positions similar enough to one another to share a common job title. task - CORRECT ANSWER A work activity that is performed to achieve a specific objective. position - CORRECT ANSWER An individual�s place in the organization defined by the tasks performed. Common-Metric Questionnaire (CMQ) - CORRECT ANSWER A newly developed worker-oriented job analysis instrument that attempts to improve the generalizability of worker-oriented approaches through the use of items focused on slightly less general work behaviors. worker-oriented - CORRECT ANSWER Referring to approaches to job analysis that examine broad human behaviors involved in work activities. Dictionary of Occupational Titles (DOT) - CORRECT ANSWER A tool developed by the Department of Labor in the 1930s that has been used to classify occupations and jobs, consisting of narrative descriptions of tasks, duties, and working conditions of about 12,000 jobs. Job Element Method (JEM) - CORRECT ANSWER A worker-oriented approach to job analysis that was designed to -identify the characteristics of superior workers in a -particular job. Position Analysis Questionnaire (PAQ) - CORRECT ANSWER A widely used job analysis instrument that focuses on general work behaviors. Functional Job Analysis (FJA) - CORRECT ANSWER A highly structured job-oriented approach developed by Sidney Fine in which data are obtained about what tasks a worker does and how those tasks are performed. incumbents - CORRECT ANSWER In job analysis, employees who are currently occupying the job of interest. subject matter experts (SMEs) - CORRECT ANSWER Individuals who participate in job analyses as a result of their job-related expertise. Task Inventory Approach - CORRECT ANSWER A job-oriented approach to job analysis in which task statements are generated by experts who are familiar with the job in question. composite criterion - CORRECT ANSWER A weighted combination of multiple criteria that results in a single index of performance. criterion contamination - CORRECT ANSWER A condition in which things measured by the actual criterion are not part of the ultimate criterion. criterion deficiency - CORRECT ANSWER A condition in which dimensions in the ultimate measure are not part of or are not captured by the actual measure. dynamic criteria - CORRECT ANSWER Measures reflecting performance levels that change over time. actual criterion - CORRECT ANSWER Our best real-world representative of the ultimate criterion, which we develop to reflect or overlap with the ultimate criterion as much as possible. criteria - CORRECT ANSWER Evaluative standards that can be used as yardsticks for measuring an employee�s success or failure. performance - CORRECT ANSWER Actual on-the-job behaviors that are relevant to the organization�s goals. ultimate criterion - CORRECT ANSWER A theoretical construct encompassing all performance aspects that define success on the job. counterproductive work behaviors (CWBs) - CORRECT ANSWER Any behaviors that bring, or are intended to bring, harm to an organization, its employees, or its stakeholders. expatriates - CORRECT ANSWER An employee who is temporarily working and residing in a foreign country. contextual performance - CORRECT ANSWER Activities performed by employees that help to maintain the broader organizational, social, and psychological environment in which the technical core operates. objective criteria - CORRECT ANSWER Performance measures that are based on counting rather than on subjective judgments or evaluations; sometimes called hard or nonjudgmental criteria. subjective criteria - CORRECT ANSWER Performance measures that are based on the judgments or evaluations of others rather than on objective measures such as counting; sometimes called soft or judgmental criteria. task performance - CORRECT ANSWER The work-related activities performed by employees that contribute to the technical core of the organization. 360-degree feedback - CORRECT ANSWER A method of performance appraisal in which multiple raters at various levels of the organization evaluate a target employee and the employee is provided with feedback from these multiple sources. performance appraisal - CORRECT ANSWER Systematic review and evaluation of job performance. coaching - CORRECT ANSWER One-on-one collaborative relationship in which an individual provides performance-related guidance to an employee. performance management - CORRECT ANSWER A system of individual performance improvement that typically includes (1) objective goal setting, (2) continuous coaching and feedback, (3) performance appraisal, and (4) development planning. distributional errors - CORRECT ANSWER Halo that results from accurate intercorrelations among performance dimensions rather than from rating error. True Halo - CORRECT ANSWER The rating error that results from either (1) a rater�s tendency to use his or her global evaluation of a ratee in making dimension-specific ratings for that ratee or (2) a rater�s unwillingness to discriminate between independent dimensions of a ratee�s performance. leniency - CORRECT ANSWER Rating errors, such as severity, central tendency, and leniency, that result from a mismatch between actual rating distributions and expected rating distributions. feedback orientation (FO) - CORRECT ANSWER The contextual aspects of the day-to-day supervisor�subordinate and coworker�coworker feedback process. feedback environment (FE) - CORRECT ANSWER The social-psychological climate in which performance appraisal takes place. central tendency - CORRECT ANSWER The rating error that results when (1) the mean of one�s ratings across ratees is higher than the mean of all ratees across all raters or (2) the mean of one�s ratings is higher than the midpoint of the scale. analytic approaches. - CORRECT ANSWER Halo critical incidents - CORRECT ANSWER Examples of job performance used in behaviorally anchored rating scales or job- telework - CORRECT ANSWER Working arrangements in which employees enjoy flexibility in work hours and/or location. upward appraisal ratings - CORRECT ANSWER Ratings provided by individuals whose status, in an organizational-hierarchy sense, is below that of the ratees. context - CORRECT ANSWER A type of training designed to enhance raters� observational and categorization skills so that all raters share a common frame of reference and improve rater accuracy. Frame of Reference (FOR) Training - CORRECT ANSWER A type of training originally developed to reduce rater errors by focusing on describing errors like halo to raters and showing them how to avoid making such errors. Rater Error Training (RET) - CORRECT ANSWER The tendency to use only the low end of the scale or to give consistently lower ratings to one�s employees than other raters do. severity - CORRECT ANSWER The tendency to use only the midpoint of the scale in rating one�s employees. emotional intelligence (EI) - CORRECT ANSWER Ability of a person to deal effectively with his or her emotions and the emotions of others. group tests - CORRECT ANSWER Tests in which many applicants can be tested at one time. individual tests - CORRECT ANSWER Tests that are administered to one person at a time. biodata - CORRECT ANSWER Personal history information obtained through a biographical information blank (BIB) that asks respondents about their attitudes, hobbies, experiences, and so on. biographical information - CORRECT ANSWER Premise is that past behavior is the best predictor of future behavior leaderless group discussion (LGD) - CORRECT ANSWER A group exercise designed to tap managerial attributes that requires the interaction of a small group of individuals. paper-and-pencil tests - CORRECT ANSWER Frequently used tests in which individuals respond to questions in a test booklet or mark answers on computer sheets to be scanned. performance tests - CORRECT ANSWER Tests that require the manipulation of an object or a piece of equipment. computer adaptive testing - CORRECT ANSWER The process through which computer technology is used to identify easier and harder questions for applicants that eventually estimate their true ability level. test - CORRECT ANSWER A systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories. power test - CORRECT ANSWER A test with no fixed time limits and relatively difficult items. speed test - CORRECT ANSWER A test containing relatively easy items with a short time limit in which individuals must complete as many items as they can. integrity tests - CORRECT ANSWER Tests used in an attempt to predict whether an employee will engage in counterproductive or dishonest work-related behaviors such as cheating, stealing, or sabotage; also called honesty tests. psychomotor tests - CORRECT ANSWER Tests that measure both the speed and the accuracy of motor and sensory coordination. personality tests - CORRECT ANSWER Tests in which numbers are systematically assigned to individuals� characteristics. clerical ability - CORRECT ANSWER A specific cognitive ability, relevant for jobs such as secretary, administrative assistant, and bookkeeper, involving a focus on both perceptual speed and accuracy in processing verbal and numerical data. mechanical ability - CORRECT ANSWER A specific cognitive ability involving a focus on mechanical relations, recognition of tools used for various purposes, and sometimes actual mechanical skills. validity coefficient (r) - CORRECT ANSWER A correlation that serves as an index of the relationship between a predictor and a criterion, used by selection researchers and practitioners as evidence that a particular test is a valid predictor of a performance criterion. spatial ability - CORRECT ANSWER A specific cognitive ability involving a focus on geometric relations, such as visualizing objects and rotating them spatially to form a particular pattern. interviews - CORRECT ANSWER Procedures designed to predict future performance based on an applicant�s oral responses to a series of oral questions. assessment center (AC) - CORRECT ANSWER An approach or method in which multiple raters (assessors) evaluate applicants or incumbents (assessees) on a standardized set of predictors (exercises). in-basket - CORRECT ANSWER An individual exercise in which assessees are asked to act as a manager in a particular company with certain issues or ideas that need to be considered and responded to. situational judgment tests (SJTs) - CORRECT ANSWER Paper-and-pencil test or video vignette that provides hypothetical scenarios for candidates to respond to by choosing the best alternative. work sample tests - CORRECT ANSWER Tests that attempt to duplicate performance criteria measures and use them as predictors, thus forming miniature replicas of the job. behavior description interview - CORRECT ANSWER An interviewing technique that relies on candidates sharing examples of past behaviors related to tasks required for the new job. situational interview - CORRECT ANSWER An interviewing technique that relies on candidates sharing responses or intentions about job-related dilemmas or situations proposed to them with respect to the new job. realistic job preview (RJP) - CORRECT ANSWER During an employment interview, the presentation of an accurate glimpse of what the job would be like. affirmative action (AA) - CORRECT ANSWER A practice employed in many organizations to increase the number of minorities or protected class members in targeted jobs. bona fide occupational qualification (BFOQ) - CORRECT ANSWER A characteristic such as one�s gender, religion, or national origin that is required or necessary to effectively do the job. disparate impact cases - CORRECT ANSWER Cases involving employment procedures that apparently unintentionally discriminate against or unfairly affect a minority group. disparate treatment cases - CORRECT ANSWER Cases involving discrimination that results from intentional differential treatment or behavior. essential functions - CORRECT ANSWER Tasks that are significant and meaningful aspects of the job. sexual harassment - CORRECT ANSWER Behaviors such as unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature, submission to or rejection of which affects one�s job or creates an offensive work environment. reasonable accommodations - CORRECT ANSWER Changes or exceptions made by an employer that allow qualified disabled individuals to successfully do a job. undue hardship - CORRECT ANSWER An accommodation for the disabled that would result in significant difficulty or expense given the employer�s size and financial resources. adverse impact - CORRECT ANSWER The most accepted operationalization of discrimination, defined in the EEOC Guidelines as the �80% rule of thumb.� A selection battery exhibits adverse impact (i.e., discriminates) against a group if the selection rate for that group is less than 80% of the selection rate for the group with the highest selection rate. base rate - CORRECT ANSWER The percentage of current employees who are successful on the job. selection ratio - CORRECT ANSWER The number of job openings divided by the number of applicants. multiple cutoff approach - CORRECT ANSWER A noncompensatory model of employee selection in which �passing scores,� or cutoffs, are set on each predictor. cybervetting - CORRECT ANSWER The use of social media as part of background investigations used to make employee selection decisions. multiple hurdle approach - CORRECT ANSWER A rendition of the multiple cutoff approach in which the predictors are administered in a predetermined order and applicants are measured on the next predictor only if they scored above the cutoff on the previous predictor. multiple regression - CORRECT ANSWER A statistical technique that, when used in the selection context, allows us to estimate how well a series of predictors forecasts a performance criterion. person environment (PE) fit - CORRECT ANSWER The agreement or match between an individual�s KSAOs and values and the demands of a job and characteristics of an organization. recruitment - CORRECT ANSWER The process of encouraging potentially qualified applicants to seek employment with a particular company. selection battery - CORRECT ANSWER A set of predictors, or tests, that are used to make employee hiring decisions. situational specificity - CORRECT ANSWER The belief that test validities are specific to particular situations. synthetic validity - CORRECT ANSWER Validity that is inferred based on the links between job components and KSAs. validity generalization (VG) - CORRECT ANSWER A statistical approach used to demonstrate that test validities do not vary across situations. validity shrinkage - CORRECT ANSWER A statistical phenomenon reflecting the likelihood that a given selection battery will demonstrate lower validity when employed with a different sample. employment at-will - CORRECT ANSWER A common law doctrine stating that employers and employees have the right to initiate and terminate the employment relationship at any time, for any reason or for no reason at all. utility - CORRECT ANSWER The degree to which a selection battery is useful and cost efficient. results criteria - CORRECT ANSWER In Kirkpatrick�s taxonomy, criteria that refer to changes that take place back on the job; along with results criteria, also called external criteria. behavioral criteria - CORRECT ANSWER In Kirkpatrick�s taxonomy, criteria that reflect how much of the material is actually learned in the training program; along with reaction criteria, also called internal criteria. learning - CORRECT ANSWER A set of events that facilitate training through their impact on trainees. learning criteria - CORRECT ANSWER In Kirkpatrick�s taxonomy, trainees� attitudinal reactions to the training program; along with learning criteria, also called internal criteria. organizational socialization - CORRECT ANSWER Process by which an individual acquires the attitudes, behaviors, and knowledge needed to participate as an organizational member distance learning (DL) - CORRECT ANSWER The extent to which the essential behavioral processes needed for success on the job are also necessary for success in the training simulation. reaction criteria - CORRECT ANSWER The process by which an individual acquires the attitudes, behavior, and knowledge needed to participate as an organizational member. transfer of training - CORRECT ANSWER The extent to which material, skills, and procedures learned in training are then taken back to the job distributed practice - CORRECT ANSWER The relatively permanent change in behavior that occurs as a result of experience or practice. readiness - CORRECT ANSWER The process of giving trainees continued practice even after they have appeared to master the behavior, resulting in high levels of learning. instructional design - CORRECT ANSWER Directed and long-term effort to learn; stems from an intense desire to acquire knowledge and improve results and from participation in activities that facilitate learning. continuous learning - CORRECT ANSWER employees that provide value to organizations. human capital - CORRECT ANSWER The education, training, and experiences of individual training - CORRECT ANSWER The formal procedures that a company utilizes to facilitate learning so that the resultant behavior contributes to the attainment of the company's goals and objectives. physical fidelity - CORRECT ANSWER The extent to which the material, skills, or procedures learned in training are taken back to the job and used by the employee in some regular fashion. overlearning - CORRECT ANSWER Training in which all the practice takes place at one time, without breaks. massed practice - CORRECT ANSWER Training in which the practice is divided into segments, usually with rest periods in between. psychological fidelity - CORRECT ANSWER The extent to which the operation of equipment in training mimics that in the real world. 1.) Difficult because of multidimensional nature 2.) No one criterion adequately measures performance 3.) Psychology teaches us that behavior/performance is complex - CORRECT ANSWER What is the Criterion Problem? (3) Performance Appraisal vs. Training Evaluation - CORRECT ANSWER What is suitable criteria for one organizational way not be for another? 1.) Includes everything that defines job performance 2.) An abstract concept-a construct 3.) Very complex and is never completely accessible 4.) try to get as close as we can - CORRECT ANSWER What is the Ultimate Criterion? (4) 1.) Raters tendency to use a global evolution of a ratee in making dimension-specific ratings 2.) Raters unwillingness to discriminate between independent dimensions of ratee performance - CORRECT ANSWER Halo Error (2) True Halo - CORRECT ANSWER Resulting from accurate intercorrelations along dimensions 1.) Speed vs. Power 2.) Individual vs. Group 3.) Paper-and-pencil vs. Performance 4.) Computer adopting testing - CORRECT ANSWER Types of Tests (4) General CATs - CORRECT ANSWER Early tests (Army Alpha/Beta) were designed to measure general cognitive ability. This is also known as the Wonderlic Emotional Intelligence - CORRECT ANSWER Some people are better at underling standing other peoples and your own emotions Specific CATs - CORRECT ANSWER Predicts whether an individual will do well in job given specific abilities 1.) Mechanical-Bennett Mechanical Test 2.) Spacial-Space Relations Test 3.) Clerical-Minnestora Clerical Test 4.) Emotional Intelligence-EQ, social intelligence - CORRECT ANSWER What are specific Cognitive Ability Tests? It is associated with Personality Tests 1.) Openness to Experience 2.) Conscientiousness 3.) Extraversion 4.) Agreeableness 5.) Neuroticism - CORRECT ANSWER What is the Big Five and what is it associated with? (5) Griffith et al. found that 1/3 of test takers fake and they also engage in more counterproductive behaviors - CORRECT ANSWER What is the problem with Personality Tests? Integrity Test - CORRECT ANSWER Attempt to predict whether an employee will engage in counterproductive or dishonest behavior like stealing, sabotage 1.) Overt-Measure attitudes towards theft as well as self reports of actual theft behaviors 2.) Personality Type-Personality characteristics like risk taking, dishonesty, and emotional stability are measured - CORRECT ANSWER What are two types of Integrity Test? Leaderless Group Discussion - CORRECT ANSWER Group of employees presented with a problem to solve; tap managerial attributes from interactions in a small group observed by assessors 1.) In-basket 2.) Leaderless Group Discussion - CORRECT ANSWER What are two popular Exercises that the Assessment Center uses? (2) 1.) Application Blank-Very widely used and abused as companies fail to get valuable information because they use stock surveys 2.) BioData Questionnaire (BiB)-Tend to be multiple choice on a number of areas like family, empathy, and helping others - CORRECT ANSWER How is Biographical Information collected? (2) Structured Interview - CORRECT ANSWER Series of job analysis-based questions which are asked of all job candidates in the same way and scored on the same sale -Increases the reliability of process and more fair comparison of applicants Unstructured Interview - CORRECT ANSWER Constructed without thought to consistency -Not as useful 1.) Structured 2.) Unstructured - CORRECT ANSWER Types of Interviews (2) Selection Batteries - CORRECT ANSWER -Set of test so predictors used for hiring -Predictors developed and selected based on information from job analysis -These predict success Predictive Validity - CORRECT ANSWER Extent to which test scores obtained at one point in time predict criteria obtained at some future point in time Concurrent Validity - CORRECT ANSWER How well a test predicts a criterion that is measured at the time of the tests 1.) challenges assumptions that validities are situation specific 2.) uses meta-analytic techniques to weight and combine validity coefficients across situations 3.) great deal of research has supported the notion that validities do generalize - CORRECT ANSWER Validity Generalization (3) 1.) Many criticisms and concerns about the statistical methods used in VG 2.) still limited to jobs very similar to the jobs on which the test was originally validated 3.) Courts have had some concerns with this approach (Addler's Paper Box 1989) but other times the approach has held up in court. When it's done carefully and a Job Analysis was used to show jobs are the same - CORRECT ANSWER Validity Generalization Hang Ups (3) Multiple Hurdle Approach - CORRECT ANSWER -Special rendition of multiple cutoff -Predictors administered in a predetermined order so that only those who pass a test or "Hurdle" can move on to the next phase of selection -More cost effective as unqualified appliances efficiently weeded out 1.) Validations data used to generate an equation that indicates the best prediction scheme 2.) Apply prediction schema to applicant data to calculate best possible applicant - CORRECT ANSWER Steps of Multiple Regression: (2) Decision Accuracy - CORRECT ANSWER The whole point is to hire people who will be successful and reject those most likely to fail Overall Decision Accuracy - CORRECT ANSWER Maximizing number of hits and correct rejections while minimizing miss and false alarms Validity - CORRECT ANSWER to the extent that a section battery is valid, hits and correct rejections will be MAXIMIZED while misses and false alarms minimized Base Rate - CORRECT ANSWER -Percent of current employees who are successful on the job -Reflects the quality of previous section battery and provides a basis of comparison for new battery -Usually organizations sets this cutoff such as at schools using a GPA of 2.0 1.) Validity of selection battery 2.) Knowledge of organization 3.) Base rate 4.) Selection Ratio - CORRECT ANSWER Calculating Utility needs 4 pieces of information: (4) -Civil Rights Act of 1964, Title VII -EEOC was created in 1965 -1978, EEOC published the uniform guidelines on employee selection processes - CORRECT ANSWER What act made it illegal to discriminate in the hiring process? Just Cause - CORRECT ANSWER Firing someone for acceptable reasons (reasonable) Adverse Impact - CORRECT ANSWER Very important concept with regard to understanding employment law-Disparate Impact Rule of Thumb - CORRECT ANSWER A selection process has an adverse impact against a group is the section role for that group is less than 80% of the section role for the group with the highest selection impact 1.) Plantiff demonstrates a prima face case ("on the face of it"), the numbers indicate AI 2.) Defendant can argue against statistics by showing the plaintiff is only looking at partial data interpreting it incorrectly, or looking at wrong data - CORRECT ANSWER Steps in a Discrimination Cause: (2) 1.) Dispersant Impact Cases 2.) Demonstrate that although adverse impact exists, the selection battery is job-related for all minority groups and the major group-"business necessity" hire only those with a certain education level 3.) Plaintiff could show that another equally valid test is available resulting in lower AI - CORRECT ANSWER How would you Combat a Charge of Illegal Discrimination? (3) 1.) Disparate Treatment-Treating EEs/Applicants differently because of membership in a protected class -Intentional -Characterized by imposing difficult standards on different groups of people 2.) Claim that it is imperative to hire folks of a particular group because the business cannot be adequately conducted without them - CORRECT ANSWER How would you Combat a Charge of Illegal Discrimination (DT)? (2) Equal Pay Act 1963 - CORRECT ANSWER Illegal to discriminate in pay and benefits, on the basis of sex, for jobs that are equal Age Discrimination in Employment Act 1967 - CORRECT ANSWER Protects individuals 40 years of age and older from discrimination with respect to any employment related decision 1.) They are the protected class 2.) Were doing satisfactory work 3.) Were discharged spite work performance 4.) Were replaced by younger person - CORRECT ANSWER Discharge Cases Must demonstrate what? (4) Americans with Disabilities Act 1990 - CORRECT ANSWER Prohibits discriminations against qualified individuals with disabilities in employment decisions Qualified Individuals - CORRECT ANSWER Those who can perform the essential functions of the job Essential Functions - CORRECT ANSWER Those tasks that are significant and meaningful to the job Reasonable Accommodation - CORRECT ANSWER Changes in job function that allow qualified, disabled individual to successfully perform job Undue Hardship - CORRECT ANSWER Employers only required to make reasonable accommodations to the extent that such accommodations do not impose on und undue hardship with respect to difficulty of implementation or expense FMLA 1993 - CORRECT ANSWER Allows eligible employees to take job-protected, unpaid leave for up to 12 weeks because of family-related issues like birth of a child, serious health condition Training - CORRECT ANSWER Formal procedures which a company utilizes to facilitate learning so that the resultant behavior contributes to the attainment of a company's goals and objectives Organizational Analysis - CORRECT ANSWER Determine the organizations short and long term goals and compare goals to current state of performance Task Analysis - CORRECT ANSWER Examination of the specific task or job requirement that are necessary for the successful conduct of each job Person Analysis - CORRECT ANSWER -Identify which EEs are most in need of training -Use performance appraisal data -Who in particular needs training Demographic Analysis - CORRECT ANSWER Specialized training for specific groups Ex: Older employees may need more technology training Traditional Training - CORRECT ANSWER -lecture to teach trainees important work-related information -Good for teaching facts, but not effective for developing problem-solving skills and interpersonal communication -Does not have many important principles of learning built in On-The-Job-Training (OJT) - CORRECT ANSWER -Success depends on skills and motivation of the trainer -Tend to maximize transfer because training and job situations are the same or nearly identical -Can be designed so that employees are producing for the company while learning valuable behaviors Traditional Virtual Reality - CORRECT ANSWER -Designed to be realistic in order to facilitate transfer of training -Useful for jobs where it would be too dangerous or costly to train on actual equipment 1.) Widespread implications for work outcomes -Relationships and career Direction 2.) Psychological/somatic outcome -Reduction of Self Esteem and increased occurrence of Ulcers 3.) Organizational Consequences -Turnover and absenteeism - CORRECT ANSWER 3 Groups of Sexual Harassment Consequences 1.) Increase awareness about diversity issues 2.) Reduce bias and stereotyping that interfere with effective management 3.) changing behaviors to more affectively mange a diverse workforce - CORRECT ANSWER 3 Primary Objects of Diversity Training: 1.) Reactions-Trainee attitudinal reactions 2.) Learning-How much actually learned 3.) Behavioral-Changes that take place on job 4.) Results-Ultimate - CORRECT ANSWER Kirkpatrick's 4 types of Taxonomy 1.) Autonomy 2.) Mastery 3.) Purpose - CORRECT ANSWER Self-Determination Theory An individual difference indicating the extent to which people are affected by overreward or underreward situations. - CORRECT ANSWER Equity Sensitivity The extent to which individuals value higher-order needs or desire to fulfill them. - CORRECT ANSWER Growth need Strength The perceived relationship between the performance of a particular behavior and the likelihood that a certain outcome will result from that behavior. - CORRECT ANSWER Instrumentality The process through which employees are allowed to customize, modify, and craft their own job with respect to tasks, responsibilities, and processes. - CORRECT ANSWER Job Crafting The process of increasing the motivating potential of jobs, often by strengthening the key motivating characteristics identified by job characteristics theory. - CORRECT ANSWER Job Enrichment The application of the principles of behavioral psychology to the study and control of individual and group behavior within organizational settings. - CORRECT ANSWER Organizational Behavior Management (OBM) An individuals belief about the likelihood of achieving a desired performance level when exerting a certain amount of effort. - CORRECT ANSWER Expectancy The study of people's perceptions of fairness in organizational contexts. - CORRECT ANSWER Organizational Justice A force that organizes perceptions, beliefs, cognitions, and actions, giving rise to behaviors that reduce the force and bring about a steady state. - CORRECT ANSWER Need The systematic study of dispositional and situational variables that influence the behaviors and experiences of individuals and groups at work. - CORRECT ANSWER Organizational Psychology A force that drives people to behave in a way that energizes, directs, and sustains their work behavior. - CORRECT ANSWER Work Motivation The study of human strength and well-being rather than weakness and disorders. - CORRECT ANSWER Positive Psychology Individuals perceptions of their ability to successfully complete a task or attain a goal. - CORRECT ANSWER Self-Efficacy Expectations The expected level of satisfaction to be derived from some outcome. - CORRECT ANSWER Value The manner in which individuals monitor their own behaviors and make adjustments to those behaviors in the pursuit of goals. - CORRECT ANSWER Self-Regulation What is the Self Determination Theory? (3) - CORRECT ANSWER 1.) Autonomy 2.) Mastery 3.) Purpose Emphasizes role of personality, needs, and values as basis of behavioral differences - CORRECT ANSWER Need-Motive-Value Theory Assumes people are active decision makers who strive to be rational in choosing behavior and effort - CORRECT ANSWER Cognitive Choice Theories Individuals actively monitor behavior - CORRECT ANSWER Self-Regulation Theory -We are aroused by certain needs that are biological and instinctive in nature -Physiological needs, safety, love, esteem, self actualization - CORRECT ANSWER Maslow's Hierarchy of Needs Focused of subjective states of need satisfaction and desire - CORRECT ANSWER Aldefer's ERG Theory 3 types of needs in Aldefer's ERG Theory - CORRECT ANSWER 1.) Existence Needs-Equivalent to physiological and safety needs 2.) Relatedness Needs-Correspond to love needs 3.) Growth Needs-Parallel Esteem and self actualization Herzberg Two Factor Theory (2) - CORRECT ANSWER 1.) Motivators-Factors which lead to satisfaction 2.) Hygiene's-Job context, preventing job satisfaction -The fit between individuals and jobs or changing jobs to fit individual -Motivation determined by effects of both individual personality and characteristics of the job -5 core dimensions influence 3 psychological states that effect work - CORRECT ANSWER Job Characteristic Theory Job Dimensions (5) - CORRECT ANSWER 1.) Still Variety 2.) Task Identity 3.) Task Significance 4.) Autonomy 5.) Feedback Equity Theory (3) - CORRECT ANSWER 1.) People strive to maintain a state of equity 2.) When equity perceived, tension results 3.) When forced with tension, individual motivated to reduce it Ways People Reduce Perceptions of Inequity (4) - CORRECT ANSWER 1.) Change Inputs 2.) Change Outcomes 3.) Alter Perceptions 4.) Change Comparison Goal Setting Theory (4) - CORRECT ANSWER 1.) Direct attention to a particular task 2.) Mobilize on task efforts 3.) Enable us to persists 4.) Facilitate strategies that can be used at a higher cognitive level to move toward good Behavioral Management of Human Resources (5) - CORRECT ANSWER 1.) Target specific behaviors that must be changed 2.) Measure targeted behaviors to establish a baseline 3.) Examine contingencies which explain links between behaviors and current reinforcement 4.) Intervention implemented to target behaviors and link new reinforcement 5.) Evaluate the success of the intervention Three types of Strain (3) - CORRECT ANSWER 1.) Job-Related 2.) Emotional 3.) Psychological Work and family responsibilities interfere with each other - CORRECT ANSWER Work Family Conflict Family Friendly Benefits (5) - CORRECT ANSWER 1.) Called Work-Life supports 2.) Family Leave Policies 3.) Child Care Benefits 4.) Elder Care Assistance 5.) Difference in availability based on income Employees can take a leave of up to 12 weeks because of family-related issues - CORRECT ANSWER FMLA A social process through which an individual intentionally exerts influence over others to structure their behaviors and relationships - CORRECT ANSWER Leadership French and Raven's Power Model (5) - CORRECT ANSWER 1.) Legitimate-Bestowed on an individual by the organization 2.) Reward-Control outcomes of others 3.) Coercive-Control over punishments and abuse to get what one wants 4.) Expert-Affiliated with special knowledge or proficiency 5.) Referent-Gained by the respect of others Why Study Attitudes? (3) - CORRECT ANSWER 1.) Belief that they influence behavior 2.) Humanitarians wish to improve work attitudes to benefit people in general 3.) Help understand the influence of attitudes at work Degree of positive and negative feelings toward an object with an affective behavioral and cognitive component - CORRECT ANSWER Attitude Focus on identifying Chairs of great leaders throughout the 1930's &1940's - CORRECT ANSWER Trait Theories Least rigid tends to become leaders - CORRECT ANSWER Behavioral flexibility Women make up 50% of of high paying jobs, but only 3% of top positions - CORRECT ANSWER FACT Despite her high productivity, Price Waterhouse told her she wasn't "feminine" enough - CORRECT ANSWER Hopkins V. Price Waterhouse Highly prototypical in Western Cultures - CORRECT ANSWER Determined Eastern Cultures tend to be more.... - CORRECT ANSWER Intelligent We are satisfied when our job fulfills our job values provided values are congruent with needs-a discrepancy theory of the job satisfaction - CORRECT ANSWER Locke's Perception-Value Theory (1976) Tendency to respond to classes of environmental stimuli in predetermined ways; AD impacts our perceptions of the world - CORRECT ANSWER Affective Disposition Employee's perception of the fairness of policies and procedures - CORRECT ANSWER Organizational Justice Job Description Index Measures (5) - CORRECT ANSWER 1.) Work 2.) Pay 3.) Promotion Opportunities 4.) Supervision 5.) Coworkers Only 33% of time-off due to personal illness-much due to family and personal issues - CORRECT ANSWER FACT Costs Associated with aging loved ones over 1 year? - CORRECT ANSWER $12 billion Costs associated with Carpal Tunnel over 1 year? - CORRECT ANSWER $15-20 billion "Shocks to the System"-Much of Turnover is due to family issues or an unsolicited job offer and not job satisfaction - CORRECT ANSWER Unfolding Model Relative strength of identification with and involvement in an organization manifest in: (3) - CORRECT ANSWER 1.) Sharing of goals 2.) Willingness to extend effort 3.) Desire to remain 3 components of relative strength of identification with and involvement in an organization? (3) - CORRECT ANSWER 1.) Affective-Emotional Attachment 2.) Continuance-Sunk Costs (Seniority, time spent) 3.) Normative-Moral (more in Eastern Cultures) Antecedents of Organizational Commitment (3) - CORRECT ANSWER 1.) Organizational Mechanisms- Socialization, formal rewards, merchandise, newsletters 2.) Personal Characteristics- Age, Job level, stress negatively related to affective 3.) Social Factors Affective commitment relates to task performance and OCB's - CORRECT ANSWER Performance Importance that work plays in one's life - CORRECT ANSWER Work Centrality Positive, fulfilling, work-related state of mind characterized by vigor, dedication, and absorption - CORRECT ANSWER Employee Engagement Complex relations that engage our minds and bodies. They can directly care specific behaviors or indirectly influence behaviors - CORRECT ANSWER Emotions Outward display of contrived emotion - CORRECT ANSWER Emotional Labor Exaggerate personal emotions in the work place - CORRECT ANSWER Amplification Holding displays of negative emotion - CORRECT ANSWER Suppression Focused on subjective states of need satisfaction and desire - CORRECT ANSWER Alder's ERG Theory Equivalent to physiological and safety needs - CORRECT ANSWER Existence Needs Needs that correspond to a love one - CORRECT ANSWER Relatedness Needs Parallel Esteem and Self-Actualization Needs - CORRECT ANSWER Growth Needs What is Kanfer's Framework? (3) - CORRECT ANSWER 1.) Need-Motive-Value Theory-Emphazise role of personality, needs, and values as basis of behavioral differences 2.) Cognitive Choice Theories- Assumes people are active decision makers who strive to be rational in choosing behavior and effort 3.) Self-Regulation Theory-Individuals actively monitor behavior Factors which lead to satisfaction like recognition, interesting work, and responsibility -Higher level needs - CORRECT ANSWER Motivations More to do with job context, prevent dissatisfaction -Responsible Pay -Adequate Supervision -Basic Level Needs - CORRECT ANSWER Hygienes The Theory of Planned Behavior was formerly known as what and by whom? - CORRECT ANSWER 1.) Theory of Reasoned Action 2.) By: Icek Ajzen and his colleagues An Individuals perception of the social pressures to perform or not perform a particular behavior - CORRECT ANSWER Subjective Norm An individual's belief about how easy or difficult performance of a behavior is likely to be - CORRECT ANSWER Perceived Behavioral Control No matter how valued or instrumental a certain performance level is, if the individual does not believe that a particular amount of effort can lead to that performance level, there will be no motivation to exhibit that level of effort - CORRECT ANSWER VIE Theory The tendency to respond to classes of environmental stimuli in predetermined, affect-based ways -Others respond in a favorable way, unlike other employees - CORRECT ANSWER Affective Disposition The fundamental evaluations we make ourselves-a concept that includes self-esteem and generalized self-efficacy - CORRECT ANSWER Core Self-Evaluations Employee's perceptions of their value as organization members. One's degree of work related Self-Esteem - CORRECT ANSWER Organization-Based-Self-Esteem (OBSE) Role of Fairness in the workplace - CORRECT ANSWER Organizational Justice What is the most frequently used and best-validated measures of Job Satisfaction? - CORRECT ANSWER Job Descriptive Index (JDI) What does the JDI measure in it's 5 dimensions? (5) - CORRECT ANSWER 1.) Satisfaction with the type of work itself 2.) Satisfaction with Pay 3.) Satisfaction with coworkers 4.) Satisfaction with promotion opportunities 5.) Satisfaction with Supervision What is the Job Diagnostic Survey (JDS)? - CORRECT ANSWER -Measures job characteristics -Satisfaction with pay, security, social factors, supervision, and growth -Likert Scale -1-7, Extremely Dissatisfied- Extremely Satisfied What is the Minnesota Satisfaction Questionnaire? - CORRECT ANSWER -Totals 100 items that measure 20 different facets of satisfaction -Using a shorter form of this test (only 20 items) works just as efficiently Behaviors that are not formally part of one's job description-that is, behaviors that have more to do with social elements at work than with task elements -Often means Job Satisfaction - CORRECT ANSWER Contextual Performance/Organizational Citizenship Behavior (OCB) Chronic Lateness is significantly predicted by Job Satisfaction - CORRECT ANSWER FACT 2 main antecedents of Turnover: (2) - CORRECT ANSWER 1.) Perceived ease of movement, or the extent to which employees can find alternative jobs 2.) Perceived desirability of the movement, which has largely been operationalized with respect to job satisfaction Any behaviors that bring or are intended to bring, harm to an organization, it's employees, or its stakeholders. -Arson to the company - CORRECT ANSWER Counterproductive Work behaviors (CWB's) How is Affective Commitment characterized? (3) - CORRECT ANSWER 1.) A strong believe in and acceptance of the organization's goals and values 2.) A willingness to exert effort on behalf of the organization 3.) A strong desire to remain a part of the organization Costs that are associated with leaving the organization. Refereed to as Sunk-costs commitment because it concerns attachment to an organization as a function of what the employee has invest in it - CORRECT ANSWER Continuance Commitment Reflects one's obligation to continue employment with the organization. Individuals who are high in normative commitment tend to believe that they ought to stay with the company regardless of what it offers them. - CORRECT ANSWER Normative Commitment/Moral Commitment What are the 3 categories of organizational commitment? (3) - CORRECT ANSWER 1.) Performance 2.) Withdrawal Behaviors 3.) Counterproductive Behaviors Employee's global beliefs concerning the extent to which the organization values their contributions and cares about their well-being - CORRECT ANSWER Perceived Organizational Support (POS) Ways in which individuals monitor their emotions and the expression of those emotions - CORRECT ANSWER Emotion Regulation What are the two forms of Emotion Regulation? (2) - CORRECT ANSWER 1.) Amplification-Faking pleasant emotions 2.) Suppression-Hiding displays of felt emotions such as anger or jealousy The effort, planning, and control required by employees to express organizationally desired emotions during interpersonal interactions -Jobs that deal with cusomers - CORRECT ANSWER Emotional Labor Any force that pushes a psychological or physical function beyond its range of stability, producing a strain within the individual -Poor hours, working conditions, excessive travel, and lack of control over one's job leads to this -Lack of control - CORRECT ANSWER Stress Undesirable personal outcomes resulting from the combined stressful experiences of various life domains. -Stress lead to _______ - CORRECT ANSWER Strain A set of behaviors expected of a person who occupies a particular position in a group - CORRECT ANSWER Role When a role expectations are unclear and employees are thus not sure what is expected of them - CORRECT ANSWER Role ambiguity Role expectations are inconsistent, as when a supervisor sends employees mixed messages about their role - CORRECT ANSWER Role Conflict Role Conflict and Role Ambiguity lead to workplace stress - CORRECT ANSWER FACT Experienced as a result of particular life situations, such as family issues, changing economic conditions, and so on. - CORRECT ANSWER Episodic Stress The constant grinding away that people experience from poverty, dysfunctional families, a hated career, and so on. -Leads to suicide, violence, and many medical disorders -People get use to this because they experience it their entire life - CORRECT ANSWER Chronic Stress What are the 3 categories of strains? (3) - CORRECT ANSWER 1.) Job-Related-Happens when great deal of stress is upon you and you aren't completely satisfied with the job 2.) Emotional-Temperamental and lack of patience 3.) Psychological-The results of the role of stress and how it effects the person in their life outside of work. -Plays a role in heart disease What are 2 stresses that managers come in the face of? (2) - CORRECT ANSWER Challenge-Related-Time pressures at work, high levels of responsibility, and job overload is positively related to job satisfaction and negatively related to search for a new job Hindrance-Related-Is due to red tape, organizational politics and job insecurity -These employees tend to be unsatisfied with their job Efforts that help people manage or reduce stress - CORRECT ANSWER Coping The 2 general forms of Coping: (2) - CORRECT ANSWER 1.) Problem-Forced Coping-Behaviors or actions targeted toward solving or handing the stress-inducing problem itself -Compromising with a co worker on a particular conflict 2.) Emotion-Focused Coping-Involves cognitive or thought-related, strategies that minimize the emotional effects of stress-inducing events -Making the best out of a bad situation One's ability to control situations and events at work - CORRECT ANSWER Opportunity for Personal Control The extent to which employees are encouraged to use and develop skills - CORRECT ANSWER Opportunity for Skill Use Whether employees have a clear understanding of current and future expectations, as reflected in the amount of quality of feedback they receive at work - CORRECT ANSWER Environmental Clarity Extent to which employees gain prestige or sense of accomplishment from their work - CORRECT ANSWER Social Position A model of work-family relations in which work and family demands are incompatible - CORRECT ANSWER Work-Family Conflict (WFC) A model of work-family relations in which positive attitudes and behaviors are believed to carry over from one domain to the other -Spill over model - CORRECT ANSWER Work-Family Enrichment Individuals who identify and set goals, who develop and refine strategies for achieving those goals, and who are flexible enough to employ alternative approaches when the initial targeted approach isn't work both perceive less job and work stress and report low levels of work-family conflict - CORRECT ANSWER Life Management Theory Work-Family dynamics requires more research on Work-Family Enrichment - CORRECT ANSWER FACT Developed to enable employees to combine work and family responsibilities related to child rearing; many countries provide this type of leave for children up to the age of 3 and, in some cases, until school age. - CORRECT ANSWER Parental Leave Providing care to both their children and their parents-and often feel stuck in the middle -Baby boomer generation - CORRECT ANSWER Sandwiched Generation A couple in which both members are employed and maintain a family life - CORRECT ANSWER Dual-Earner Couple What are the 2 components that a marriage can have? (2) - CORRECT ANSWER 1.) Conventional Dual-Career Marriage-Female maintains primary responsibility for the home/Children while simply adding a career to her responsibilities 2.) Role-Sharing Dual-Career Marriage-Both spouses actively pursue careers and actively involve themselves in the household parenting What does NIOSH stand for? - CORRECT ANSWER National Institute for Occupational Safety and Health Generically to wild episodes of violence at work - CORRECT ANSWER Going Postal Attempts by someone inside or outside the organization to cause injury or to be destructive as a result of some organizational factor - CORRECT ANSWER Organization-Motivated Aggression The Negative effects on people or property that result from the aggression -Importance of both the organizational environment and individuals characteristics - CORRECT ANSWER Organization-Motivated Violence Second Model of Organizational Aggression 3 categories: (3) - CORRECT ANSWER 1.) Reliable Findings-Sufficient research evidence has verified their accuracy 2.) Tentative Findings-Supported by the literature but for which the evidence is insufficient to verify their accuracy 3.) Propositions-Potential findings that need to be tested with future research The Authors literature lead to 4 reliable conclusions dealing with the Model of Organizational Aggression: (4) - CORRECT ANSWER 1.) High levels of frustrating events in the work place lead to greater incidence of aggression and violence 2.) Employees who tend to exhibit violent and aggressive behavior also tent to have been rewarded in the past for this patter of behavior and to have had role models who were violent and aggressive 3.) Employees who believe that what happens to them is beyond their control are more likely than others to respond to negative events in an aggressive or violent way 4.) males are considerable more likely than females to be aggressive and violent in the workplace A function of the outcomes produced by those who are being led, usually operationalized as the successful long term performance of the leader's work group or subordinates - CORRECT ANSWER Effective Leadership An individual's potential influence over the attitudes and behaviors of one or more other individuals - CORRECT ANSWER Power Conferred on a person by the organization -When we question whether a particular employee has the authority to make an important decision, we are asking whether the organization has provided this person with the power to make that decision - CORRECT ANSWER Legitimate Power Exists when an individual controls the rewards of others -Parents have unlimited reward power over their kids because they control access to the candy, video games, and etc -This is the person who makes raises, promotions, and assignments - CORRECT ANSWER Reward Power Exists when an individual controls the punishment of others -People with this power use this to get others to do what they want -A manager who intimidates employees by arousing fear in them and insinuating that if they don't produce at a particular level, they will be written up - CORRECT ANSWER Coercive Power Held by those who have specific expertise or proficiencies -Computer technicians do not have a great deal of expert power, but their job is essential for the functioning of the organization -___ Power at lower levels of the organization sometimes balances the legitimate power at upper levels - CORRECT ANSWER Expert Power Gained when one is shown respect and admiration by others -Can be obtained by anyone in the organization -Is a team player who always seems to say and do the right things and is considerate of others' needs and perspectives - CORRECT ANSWER Referent Power The individual characteristics that make people good leaders -Based mostly on commonsense notions and social interactions -Formally called the Great Man/Great Woman Theory - CORRECT ANSWER Trait Theories The extent to which an individual is willing and able to consider what behaviors and approaches might work best in a particular situation -Useful predictor of who emerges as a leader in small groups - CORRECT ANSWER Behavioral Flexibility The perceived ability of an individual to successfully accomplish leadership tasks -Individuals high on extroversion tend to rate highly on this - CORRECT ANSWER Leadership Self-Efficacy (LSE) Researchers argue that the Big Five characteristics appear to be more distal leadership traits and that distal leadership influences motivation constructs like LSE and goal orientation, which impact directly on effectiveness - CORRECT ANSWER FACT Leadership theories that focus on identifying what leaders actually do, in the hope that this approach will provide a better understanding of leadership process - CORRECT ANSWER Behavior Theories What are the 2 leadership dimensions? (2) - CORRECT ANSWER 1.) Initiating Structure-Behaviors through which leaders define the roles both they and their subordinates play in achieving the group's formal goals -Planning ahead for the next job to be done, pushing for higher production by setting goals 2.) Consideration-The extent to which leaders act in a supportive way and show concern and respect for their subordinates -working to establish a favorable rapport with subordinates, participative decision making What does LBDQ Mean? - CORRECT ANSWER Leadership Behavior Description Questionnaire Leadership theories that differ from both trait and behavioral theories by formally taking into account situational or contextual variables -The question is whether leadership is ____ on the context or situation in which it takes place - CORRECT ANSWER Contingency Theories The extent to which the leader perceives that she has control of the situation -Positive relationship with subordinates - CORRECT ANSWER Situational Favorability On this scale, which contains a list of bipolar adjectives, the leader is asked to describe the single worst coworker that he or she has ever encountered. - CORRECT ANSWER Least Preferred Coworker (LPC) Provide structure by clarifying subordinates performance goals and clarifying standards used to evaluate subordinates - CORRECT ANSWER Directive Leader Behaviors Stress personal accomplishments and encourage performance excellence - CORRECT ANSWER Achievement-Orientated leader Behaviors Focus on interpersonal relations and provide psychological and emotional support for subordinates - CORRECT ANSWER Supportive Leader Behaviors Encourage subordinates to take an active role through mentoring, guidance, and coaching - CORRECT ANSWER Participative Leader Behaviors A theory about work dyads that focuses on the relationships between subordinates and leaders rather than on leader behaviors or traits - CORRECT ANSWER Leader-Member Exchange (LMX) A leadership theory that views leadership as the outcome of a perceptual process involving both leaders and subordinates -Whether one is perceived by others as a leader -The leader changes the way followers envision themselves - CORRECT ANSWER Implicit Leadersh