Industrial and Organizational
Psychology - D576 Exam-Graded A
Army Alpha - ANSWER-an intelligence test developed during World War I and used by
the army for soldiers who can read
Army Beta - ANSWER-an intelligence test developed during World War I and used by
the army for soldiers who cannot read
Hawthorne effect - ANSWER-when employees change their behavior due solely to the
fact that they are receiving attention or are being observed
Hawthorne studies - ANSWER-a series of studies, conducted at the Western Electric
plant in Hawthorne, Illinois, that have come to represent any change in behavior when
people react to a change in the environment
human factors/ergonomics - ANSWER-the scientific application of theories and
principles to human interactions with other organizational elements
industrial/organizational psychology - ANSWER-A branch of psychology that applies
psychological principles to the workplace to enhance human dignity, performance, and
organizational efficiency.
organizational psychology - ANSWER-the scientific study of the social aspects within an
organization, including human interactions and organizational cultural norms
personnel psychology - ANSWER-the use of psychological principles in selecting and
evaluating employees
Ammerman technique - ANSWER-a job analysis method in which a group of job experts
identifies the objectives and standards to be met by the ideal worker
grade - ANSWER-a cluster of jobs of similar worth
job analysis - ANSWER-the process of determining a job's worth, including the
knowledge, skills, and abilities required for a job, the working conditions in which they
will be performed, and the performance measures they will be evaluated on
job description - ANSWER-a written summary of the tasks performed in a job, the
conditions under which the job is performed, and the requirements needed to perform
the job
,job participation - ANSWER-a job analysis method in which the job analyst actually
performs the job being analyzed
job specifications - ANSWER-a relatively dated term that refers to the knowledge, skills,
and abilities needed to successfully perform a job; competencies is the more common
term used today
observations - ANSWER-a job analysis method in which the job analyst watches job
incumbents perform their jobs
organizational structure - ANSWER-structure that determines the flow of communication
and the positions that have decision-making power
other characteristics - ANSWER-such personal factors as personality, willingness, and
interest that are not knowledge, skills, or abilities
Peter Principle - ANSWER-the idea that organizations tend to promote good employees
until they reach the level at which they are not competent—in other words, their highest
level of incompetence
SME conference - ANSWER-a group job analysis interview consisting of subject-matter
experts (SMEs)
subject-matter experts (SMEs) - ANSWER-sources such as supervisors and
incumbents who are knowledgeable about a job
task analysis - ANSWER-the process of identifying the tasks for which employees need
to be trained
task inventory - ANSWER-a questionnaire containing a list of tasks each of which the
job incumbent rates on a series of scales such as importance and time spent
Uniform Guidelines - ANSWER-federal guidelines used to guide an employer in
establishing fair selection methods
Personnel psychology - ANSWER-involves recruitment, selection, and evaluation
organizational psychology - ANSWER-involves social behaviors within the organization
human factors - ANSWER-focus on how employees interact with machines, tools, and
technology to improve workplace safety and efficiency. They integrate psychology with
ergonomics, engineering, and design to create user-friendly work environments.
Employee Selection and Placement - ANSWER-Matching employees to roles based on
job requirements.
,Performance Management - ANSWER-Ensuring employees know how to improve
through effective feedback.
Organizational Behavior - ANSWER-Examines social influences, culture, and norms
within workplaces.
Quality of Work-Life Balance - ANSWER-Focuses on making work environments
supportive and productive.
Job Evaluation - ANSWER-determine the job's worth and should include an analysis of
internal pay equity, external pay equity, and sex and race/ethnicity equity.
Internal Pay Equity - ANSWER-Considers job levels, responsibilities, and compensable
factors.
External Pay Equity - ANSWER-Compares salaries with similar roles in other
organizations.
Sex and Race/Ethnicity Equity - ANSWER-Ensures fairness in compensation across
demographics.
Competency framework - ANSWER-helps employers 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.
Organizational structure - ANSWER-can be functional, divisional, matrix, or hybrid and
determines the flow of communication and decision-making positions.
Functional structure - ANSWER-Groups employees by departments (e.g., HR,
Marketing).
Divisional structure - ANSWER-Organized by product lines or geographic regions
Matrix structure - ANSWER-Combines functional and divisional structures, allowing dual
reporting lines
Hybrid structure - ANSWER-Custom blend of structures based on organizational needs.
behavioral ethics - ANSWER-studies how people make ethical decisions and the
psychological factors that influence their ability to act ethically.
adverse impact - ANSWER-an employment practice resulting in members of a protected
class being negatively affected at a higher rate than members of the majority class;
adverse impact is usually determined by the four-fifths rule
, affirmative action - ANSWER-the process of ensuring proportional representation of
employees based on variables such as race and gender; affirmative-action strategies
include intentional recruitment of applicants from underrepresented groups,
identification and removal of employment practices working against applicants and
employees from underrepresented groups, and preferential hiring and promotion of
applicants and employees from underrepresented groups
arbitration - ANSWER-a method of resolving conflicts in which a neutral third party is
asked to choose which side is correct
binding arbitration - ANSWER-a method of resolving conflicts in which a neutral third
party is asked to choose which side is correct and in which neither party is allowed to
appeal the decision
bona fide occupational qualification (BFOQ) - ANSWER-a selection requirement that is
necessary for the performance of job-related duties and for which there is no substitute
four-fifths rule - ANSWER-when the selection ratio for one group (e.g., women) is less
than 80% (four-fifths) of the selection ratio for another group (e.g., men), adverse impact
is said to exist
grievance system - ANSWER-a process in which an employee files a complaint with the
organization and a person or committee within the organization makes a decision
regarding the complaint
hostile environment - ANSWER-a type of harassment characterized by a pattern of
unwanted conduct related to gender that interferes with an individual's work
performance
job related - ANSWER-the extent to which a test or measure taps a knowledge, skill,
ability, behavior, or other characteristic needed to successfully perform a job
mediation - ANSWER-a method of resolving conflict in which a neutral third party is
asked to help the two parties reach an agreement
nonbinding arbitration - ANSWER-a method of resolving conflicts in which a neutral third
party is asked to choose which side is correct but in which either party may appeal the
decision
qualified workforce - ANSWER-the percentage of people in a given geographic area
who have the qualifications (skills, education, etc.) to perform a certain job
quid pro quo - ANSWER-a type of sexual harassment in which the granting of sexual
favors is tied to an employment decision
Psychology - D576 Exam-Graded A
Army Alpha - ANSWER-an intelligence test developed during World War I and used by
the army for soldiers who can read
Army Beta - ANSWER-an intelligence test developed during World War I and used by
the army for soldiers who cannot read
Hawthorne effect - ANSWER-when employees change their behavior due solely to the
fact that they are receiving attention or are being observed
Hawthorne studies - ANSWER-a series of studies, conducted at the Western Electric
plant in Hawthorne, Illinois, that have come to represent any change in behavior when
people react to a change in the environment
human factors/ergonomics - ANSWER-the scientific application of theories and
principles to human interactions with other organizational elements
industrial/organizational psychology - ANSWER-A branch of psychology that applies
psychological principles to the workplace to enhance human dignity, performance, and
organizational efficiency.
organizational psychology - ANSWER-the scientific study of the social aspects within an
organization, including human interactions and organizational cultural norms
personnel psychology - ANSWER-the use of psychological principles in selecting and
evaluating employees
Ammerman technique - ANSWER-a job analysis method in which a group of job experts
identifies the objectives and standards to be met by the ideal worker
grade - ANSWER-a cluster of jobs of similar worth
job analysis - ANSWER-the process of determining a job's worth, including the
knowledge, skills, and abilities required for a job, the working conditions in which they
will be performed, and the performance measures they will be evaluated on
job description - ANSWER-a written summary of the tasks performed in a job, the
conditions under which the job is performed, and the requirements needed to perform
the job
,job participation - ANSWER-a job analysis method in which the job analyst actually
performs the job being analyzed
job specifications - ANSWER-a relatively dated term that refers to the knowledge, skills,
and abilities needed to successfully perform a job; competencies is the more common
term used today
observations - ANSWER-a job analysis method in which the job analyst watches job
incumbents perform their jobs
organizational structure - ANSWER-structure that determines the flow of communication
and the positions that have decision-making power
other characteristics - ANSWER-such personal factors as personality, willingness, and
interest that are not knowledge, skills, or abilities
Peter Principle - ANSWER-the idea that organizations tend to promote good employees
until they reach the level at which they are not competent—in other words, their highest
level of incompetence
SME conference - ANSWER-a group job analysis interview consisting of subject-matter
experts (SMEs)
subject-matter experts (SMEs) - ANSWER-sources such as supervisors and
incumbents who are knowledgeable about a job
task analysis - ANSWER-the process of identifying the tasks for which employees need
to be trained
task inventory - ANSWER-a questionnaire containing a list of tasks each of which the
job incumbent rates on a series of scales such as importance and time spent
Uniform Guidelines - ANSWER-federal guidelines used to guide an employer in
establishing fair selection methods
Personnel psychology - ANSWER-involves recruitment, selection, and evaluation
organizational psychology - ANSWER-involves social behaviors within the organization
human factors - ANSWER-focus on how employees interact with machines, tools, and
technology to improve workplace safety and efficiency. They integrate psychology with
ergonomics, engineering, and design to create user-friendly work environments.
Employee Selection and Placement - ANSWER-Matching employees to roles based on
job requirements.
,Performance Management - ANSWER-Ensuring employees know how to improve
through effective feedback.
Organizational Behavior - ANSWER-Examines social influences, culture, and norms
within workplaces.
Quality of Work-Life Balance - ANSWER-Focuses on making work environments
supportive and productive.
Job Evaluation - ANSWER-determine the job's worth and should include an analysis of
internal pay equity, external pay equity, and sex and race/ethnicity equity.
Internal Pay Equity - ANSWER-Considers job levels, responsibilities, and compensable
factors.
External Pay Equity - ANSWER-Compares salaries with similar roles in other
organizations.
Sex and Race/Ethnicity Equity - ANSWER-Ensures fairness in compensation across
demographics.
Competency framework - ANSWER-helps employers 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.
Organizational structure - ANSWER-can be functional, divisional, matrix, or hybrid and
determines the flow of communication and decision-making positions.
Functional structure - ANSWER-Groups employees by departments (e.g., HR,
Marketing).
Divisional structure - ANSWER-Organized by product lines or geographic regions
Matrix structure - ANSWER-Combines functional and divisional structures, allowing dual
reporting lines
Hybrid structure - ANSWER-Custom blend of structures based on organizational needs.
behavioral ethics - ANSWER-studies how people make ethical decisions and the
psychological factors that influence their ability to act ethically.
adverse impact - ANSWER-an employment practice resulting in members of a protected
class being negatively affected at a higher rate than members of the majority class;
adverse impact is usually determined by the four-fifths rule
, affirmative action - ANSWER-the process of ensuring proportional representation of
employees based on variables such as race and gender; affirmative-action strategies
include intentional recruitment of applicants from underrepresented groups,
identification and removal of employment practices working against applicants and
employees from underrepresented groups, and preferential hiring and promotion of
applicants and employees from underrepresented groups
arbitration - ANSWER-a method of resolving conflicts in which a neutral third party is
asked to choose which side is correct
binding arbitration - ANSWER-a method of resolving conflicts in which a neutral third
party is asked to choose which side is correct and in which neither party is allowed to
appeal the decision
bona fide occupational qualification (BFOQ) - ANSWER-a selection requirement that is
necessary for the performance of job-related duties and for which there is no substitute
four-fifths rule - ANSWER-when the selection ratio for one group (e.g., women) is less
than 80% (four-fifths) of the selection ratio for another group (e.g., men), adverse impact
is said to exist
grievance system - ANSWER-a process in which an employee files a complaint with the
organization and a person or committee within the organization makes a decision
regarding the complaint
hostile environment - ANSWER-a type of harassment characterized by a pattern of
unwanted conduct related to gender that interferes with an individual's work
performance
job related - ANSWER-the extent to which a test or measure taps a knowledge, skill,
ability, behavior, or other characteristic needed to successfully perform a job
mediation - ANSWER-a method of resolving conflict in which a neutral third party is
asked to help the two parties reach an agreement
nonbinding arbitration - ANSWER-a method of resolving conflicts in which a neutral third
party is asked to choose which side is correct but in which either party may appeal the
decision
qualified workforce - ANSWER-the percentage of people in a given geographic area
who have the qualifications (skills, education, etc.) to perform a certain job
quid pro quo - ANSWER-a type of sexual harassment in which the granting of sexual
favors is tied to an employment decision
