Industrial Psychology Exam 2 with
Complete Solutions
The Purpose of Performance Appraisals - ANSWER-1) used in making important
PERSONNEL DECISIONS; who gets promoted, fired, demoted, laid off, raises, etc
2) DEVELOPMENTAL PURPOSES; employees are informed of their performance
strengths and weaknesses so that they can be proud of what they are doing well and
can focus their efforts on the areas that need some work
3)DOCUMENTATION; used to protect companies from being sued after making
personnel decisions
The Definition of Performance Appraisals - ANSWER-Systematic review and evaluation
of job performance
Personnel Decisions - ANSWER-one of the purposes of performance appraisals
involved in promotions, fires, demotions, raises etc
Development - ANSWER-more effective/efficient to develop employees then to try to
replace them, Get the best out of your employees
Training - 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
Learning - ANSWER-the relatively permanent change in behavior that occurs as a result
of experience or practice
Transfer of Training - 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
Work Motivation - ANSWER-a force that drives people to behave the way that
energizes, directs, and sustains their work behavior
Need - ANSWER-a force that organizes perceptions, beliefs, cognitions, and actions,
giving rise to behaviors that reduce the force and bring about a steady state
Motivation Theory: Maslows Hierarchy of Needs - ANSWER-levels of self actualization,
dont apply across all sections/people, can achieve self actualization without bottom tiers
being met
-Not a very accurate model
, Motivation Theory: Alderfer's ERG Theory - ANSWER--Existence needs; analogous to
Maslows physiological and safety needs (pay and fringe benefits)
-Relatedness needs; which correspond to Maslow's love needs and are focused on
relationships
-Growth needs; parallel to Maslow's esteem and self actualization needs
-All three can operate simultaneously rather than in sequence as suggested by maslow
Motivation Theory: Hertzberg Two Factor Theory - ANSWER-Motivating factors at work
are either
-Hygienic- pay, working conditions
-Motivating- autonomy, interest in work, opportunity
**focus on improving motivating factors**
3 State of Employee Satisfaction - ANSWER-Disgruntled, Neutral, Motivated
Motivation Theory: Job Characteristics Theory (JCT) - ANSWER--suggests that
characteristics of the job determine motivation
-5 characteristics of Job
Skill variety-easy job/how much skill is involved
Task identity- how much of process is person involved in
Task Significance- significance of job at hand
Autonomy- ability to complete tasks w/o supervision
Feedback-you want to know of your doing things right or wrong
Motivation Theory: Equity Theory - ANSWER-social transactions are like economic
transactions-inputs-outputs
-compare your ratio inputs/outcomes to some standard
-state of equity-equality among you and your co workers
Motivation Theory: VIE Theory - ANSWER-basis that behavior is based on 3 things
Valence-anticipated value of rewards
Instrumentality-likelihood of getting that reward
Expectancy-Extent of the belief that hard work with result in better rewards
VIE Application - ANSWER--Find rewards employees value: (V)
-Small Rewards=More rewards: (I)
-Clarify what employees are being evaluated on (E)
Self Regulation Theory: Goal Setting Theory - ANSWER-Behavior as a function of
Goals
-Goal Direct attentions
-Goals Elicit Effort
-Goals Elicit Persistence in that Effort
-Goals Facilitate the development of strategies for achieving those goals
**goals must be difficult but realistic**
Complete Solutions
The Purpose of Performance Appraisals - ANSWER-1) used in making important
PERSONNEL DECISIONS; who gets promoted, fired, demoted, laid off, raises, etc
2) DEVELOPMENTAL PURPOSES; employees are informed of their performance
strengths and weaknesses so that they can be proud of what they are doing well and
can focus their efforts on the areas that need some work
3)DOCUMENTATION; used to protect companies from being sued after making
personnel decisions
The Definition of Performance Appraisals - ANSWER-Systematic review and evaluation
of job performance
Personnel Decisions - ANSWER-one of the purposes of performance appraisals
involved in promotions, fires, demotions, raises etc
Development - ANSWER-more effective/efficient to develop employees then to try to
replace them, Get the best out of your employees
Training - 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
Learning - ANSWER-the relatively permanent change in behavior that occurs as a result
of experience or practice
Transfer of Training - 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
Work Motivation - ANSWER-a force that drives people to behave the way that
energizes, directs, and sustains their work behavior
Need - ANSWER-a force that organizes perceptions, beliefs, cognitions, and actions,
giving rise to behaviors that reduce the force and bring about a steady state
Motivation Theory: Maslows Hierarchy of Needs - ANSWER-levels of self actualization,
dont apply across all sections/people, can achieve self actualization without bottom tiers
being met
-Not a very accurate model
, Motivation Theory: Alderfer's ERG Theory - ANSWER--Existence needs; analogous to
Maslows physiological and safety needs (pay and fringe benefits)
-Relatedness needs; which correspond to Maslow's love needs and are focused on
relationships
-Growth needs; parallel to Maslow's esteem and self actualization needs
-All three can operate simultaneously rather than in sequence as suggested by maslow
Motivation Theory: Hertzberg Two Factor Theory - ANSWER-Motivating factors at work
are either
-Hygienic- pay, working conditions
-Motivating- autonomy, interest in work, opportunity
**focus on improving motivating factors**
3 State of Employee Satisfaction - ANSWER-Disgruntled, Neutral, Motivated
Motivation Theory: Job Characteristics Theory (JCT) - ANSWER--suggests that
characteristics of the job determine motivation
-5 characteristics of Job
Skill variety-easy job/how much skill is involved
Task identity- how much of process is person involved in
Task Significance- significance of job at hand
Autonomy- ability to complete tasks w/o supervision
Feedback-you want to know of your doing things right or wrong
Motivation Theory: Equity Theory - ANSWER-social transactions are like economic
transactions-inputs-outputs
-compare your ratio inputs/outcomes to some standard
-state of equity-equality among you and your co workers
Motivation Theory: VIE Theory - ANSWER-basis that behavior is based on 3 things
Valence-anticipated value of rewards
Instrumentality-likelihood of getting that reward
Expectancy-Extent of the belief that hard work with result in better rewards
VIE Application - ANSWER--Find rewards employees value: (V)
-Small Rewards=More rewards: (I)
-Clarify what employees are being evaluated on (E)
Self Regulation Theory: Goal Setting Theory - ANSWER-Behavior as a function of
Goals
-Goal Direct attentions
-Goals Elicit Effort
-Goals Elicit Persistence in that Effort
-Goals Facilitate the development of strategies for achieving those goals
**goals must be difficult but realistic**
