WGU D576 Industrial and Organizational
Psychology|PA|Pre Assessment
1920s - 1930s (Hawthorne Studies) - ANS-Researchers at the Hawthorne Plant
(Western Electric Company) discovered that social and psychological factors (not
just physical conditions) influence worker productivity. This led to the development
of Organizational Psychology, focusing on leadership, motivation, and work
satisfaction.
1970s - 2000s - ANS-Expansion of diversity, equity, and inclusion (DEI) initiatives
in the workplace.
Civil Rights Act of 1964 (Title VII): Prevented workplace discrimination, impacting
personnel selection.
Rise of technology and automation, influencing human factors psychology.
achievement-oriented style: - ANS-In path-goal theory, a leadership style in which
the leader sets challenging goals and rewards achievement
adaptation - ANS-the fourth stage of change, in which employees try to adapt to
new policies and procedures
Additional Protected Classes (Post-1964) - ANS-Age: Illegal to discriminate against
individuals over 40 (ADEA).
Disability: Protection under ADA; prohibits discrimination against individuals with
disabilities.
Pregnancy: Employers cannot treat employees unfairly based on pregnancy or
childbirth.
Military Veteran Status: Illegal to discriminate based on prior or current military
service.
additive tasks - ANS-tasks where the group's overall performance is a sum of the
performance of each member
adverse impact - ANS-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
Affective commitment - ANS-is the extent to which an employee wants to remain
with the organization, cares about the organization, and is willing to exert effort on
its behalf.
affiliation style - ANS-a leadership style in which the individual leads by caring
about others; most effective in a climate of anxiety
Affirmative Action - ANS-Ensures proportional representation in the workplace
based on race and gender
,affirmative action - ANS-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
Ammerman technique - ANS-a job analysis method in which a group of job experts
identifies the objectives and standards to be met by the ideal worker
Antecedents (Factors that Influence Satisfaction and Commitment) - ANS-Individual
predisposition
Satisfaction with life
Job expectations
Organizational fit
Perceptions of fairness
Coworkers
Stressors:
The job itself
anxiety - ANS-an organizational climate in which worry predominates
apprentice training - ANS-a training program, usually found in the craft and building
trades, in which employees combine formal coursework with formal on-the-job
training
arbitration - ANS-a method of resolving conflicts in which a neutral third party is
asked to choose which side is correct
Army Alpha - ANS-an intelligence test developed during World War I and used by
the army for soldiers who can read
Army Beta - ANS-an intelligence test developed during World War I and used by the
army for soldiers who cannot read
Assessments of ability - ANS-In-Basket Technique, Simulation, Work Samples,
Leaderless Group Discussions, Business Simulation Game, and gamification.
asynchronous - ANS-distance-learning programs in which employees can complete
the training at their own pace and at a time of their choosing
attitude surveys - ANS-a form of upward communication in which a survey is
conducted to determine employee attitudes about an organization
Autonomous Leadership - ANS-Independent and self-reliant approach to leadership.
More prevalent in individualistic cultures.
autonomy - ANS-the need from self-determination theory to decide what we want
,to do and how we are going to do it
bandwidth - ANS-the total number of potential work hours available each day
basic biological needs - ANS-the first step in Maslow's needs hierarchy, concerning
survival needs for food, air, water, and the like
behavioral ethics - ANS-studies how people make ethical decisions and the
psychological factors that influence their ability to act ethically.
binding arbitration - ANS-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
biodata - ANS-A selection method that collects past life experiences, achievements,
and personality traits to predict future behavior at work.
Biodata questionnaires - ANS-(which include information about life, school,
community, and work experience) Focus on events that a person can control to
reduce some of the criticism.
blogs - ANS-a website where the host regularly posts commentaries on a topic that
readers can respond to
bona fide occupational qualification (BFOQ) - ANS-a selection requirement that is
necessary for the performance of job-related duties and for which there is no
substitute
bulletin board - ANS-a method of downward communication in which informal or
relatively unimportant written information is posted in a public place
burnout - ANS-the psychological state of being overwhelmed with stress
business communication - ANS-transmitting business-related information among
employees, management, and customers
Business Simulation Game - ANS-An exercise where applicants simulate the
business and marketing techniques within an organization.
casual work - ANS-a scheduling practice in which employees work on an irregular or
as-needed basis
Causes of Conflict - ANS-Competition for Resources: Limited access to resources.
Task Interdependence: Dependency on others' work.
Jurisdictional Ambiguity: Unclear authority or responsibilities.
Communication Barriers: Misunderstanding due to poor communication.
Beliefs: Conflicting values or expectations.
Personalities: Differing preferences and work styles.
, Causes of Conflict - ANS-resource competition, task interdependence, unclear
jurisdiction, communication problems, and differences in beliefs or personality can
all lead to conflict and decrease performance.
Central Tendency Error - ANS-The tendency to avoid extremes by rating all
employees in the middle range, regardless of actual performance.
change agent - ANS-a person who enjoys change and makes changes for the sake
of it
change analyst - ANS-a person who is not afraid of change but makes changes only
when there is a compelling reason to do so
change resisters - ANS-a person who hates change and will do anything to keep
change from occurring
Character Assessments - ANS-Evaluate integrity, reliability, and ethical decision-
making to reduce risks of counterproductive workplace behaviors. (Integrity tests)
Charismatic/Value-Based Leadership - ANS-Inspires, motivates, and expects high
performance from employees. Effective in both high and low uncertainty avoidance
cultures.
chronic self-esteem - ANS-the positive or negative way in which a person views
themselves as a whole
Civil Rights Act of 1964 - ANS-Protects classes such as race, color, age, disability,
veteran status, sex, national origin, religion, worship practices, religious attire, and
pregnancy from adverse impact.
coaching - ANS-a method of training in which a new employee receives on-the-job
guidance from an experienced employee
coercive style - ANS-a leadership style in which the individual leads by controlling
reward and punishment; most effective in a climate of crisis
communication channels - ANS-the medium by which communication is transmitted
competency - ANS-the need from self-determination theory to be able to
successfully perform the tasks that are important to us
Competency framework - ANS-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.
competency performance dimensions - ANS-an employee appraisal approach
focusing on employee knowledge, skills, and abilities
Psychology|PA|Pre Assessment
1920s - 1930s (Hawthorne Studies) - ANS-Researchers at the Hawthorne Plant
(Western Electric Company) discovered that social and psychological factors (not
just physical conditions) influence worker productivity. This led to the development
of Organizational Psychology, focusing on leadership, motivation, and work
satisfaction.
1970s - 2000s - ANS-Expansion of diversity, equity, and inclusion (DEI) initiatives
in the workplace.
Civil Rights Act of 1964 (Title VII): Prevented workplace discrimination, impacting
personnel selection.
Rise of technology and automation, influencing human factors psychology.
achievement-oriented style: - ANS-In path-goal theory, a leadership style in which
the leader sets challenging goals and rewards achievement
adaptation - ANS-the fourth stage of change, in which employees try to adapt to
new policies and procedures
Additional Protected Classes (Post-1964) - ANS-Age: Illegal to discriminate against
individuals over 40 (ADEA).
Disability: Protection under ADA; prohibits discrimination against individuals with
disabilities.
Pregnancy: Employers cannot treat employees unfairly based on pregnancy or
childbirth.
Military Veteran Status: Illegal to discriminate based on prior or current military
service.
additive tasks - ANS-tasks where the group's overall performance is a sum of the
performance of each member
adverse impact - ANS-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
Affective commitment - ANS-is the extent to which an employee wants to remain
with the organization, cares about the organization, and is willing to exert effort on
its behalf.
affiliation style - ANS-a leadership style in which the individual leads by caring
about others; most effective in a climate of anxiety
Affirmative Action - ANS-Ensures proportional representation in the workplace
based on race and gender
,affirmative action - ANS-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
Ammerman technique - ANS-a job analysis method in which a group of job experts
identifies the objectives and standards to be met by the ideal worker
Antecedents (Factors that Influence Satisfaction and Commitment) - ANS-Individual
predisposition
Satisfaction with life
Job expectations
Organizational fit
Perceptions of fairness
Coworkers
Stressors:
The job itself
anxiety - ANS-an organizational climate in which worry predominates
apprentice training - ANS-a training program, usually found in the craft and building
trades, in which employees combine formal coursework with formal on-the-job
training
arbitration - ANS-a method of resolving conflicts in which a neutral third party is
asked to choose which side is correct
Army Alpha - ANS-an intelligence test developed during World War I and used by
the army for soldiers who can read
Army Beta - ANS-an intelligence test developed during World War I and used by the
army for soldiers who cannot read
Assessments of ability - ANS-In-Basket Technique, Simulation, Work Samples,
Leaderless Group Discussions, Business Simulation Game, and gamification.
asynchronous - ANS-distance-learning programs in which employees can complete
the training at their own pace and at a time of their choosing
attitude surveys - ANS-a form of upward communication in which a survey is
conducted to determine employee attitudes about an organization
Autonomous Leadership - ANS-Independent and self-reliant approach to leadership.
More prevalent in individualistic cultures.
autonomy - ANS-the need from self-determination theory to decide what we want
,to do and how we are going to do it
bandwidth - ANS-the total number of potential work hours available each day
basic biological needs - ANS-the first step in Maslow's needs hierarchy, concerning
survival needs for food, air, water, and the like
behavioral ethics - ANS-studies how people make ethical decisions and the
psychological factors that influence their ability to act ethically.
binding arbitration - ANS-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
biodata - ANS-A selection method that collects past life experiences, achievements,
and personality traits to predict future behavior at work.
Biodata questionnaires - ANS-(which include information about life, school,
community, and work experience) Focus on events that a person can control to
reduce some of the criticism.
blogs - ANS-a website where the host regularly posts commentaries on a topic that
readers can respond to
bona fide occupational qualification (BFOQ) - ANS-a selection requirement that is
necessary for the performance of job-related duties and for which there is no
substitute
bulletin board - ANS-a method of downward communication in which informal or
relatively unimportant written information is posted in a public place
burnout - ANS-the psychological state of being overwhelmed with stress
business communication - ANS-transmitting business-related information among
employees, management, and customers
Business Simulation Game - ANS-An exercise where applicants simulate the
business and marketing techniques within an organization.
casual work - ANS-a scheduling practice in which employees work on an irregular or
as-needed basis
Causes of Conflict - ANS-Competition for Resources: Limited access to resources.
Task Interdependence: Dependency on others' work.
Jurisdictional Ambiguity: Unclear authority or responsibilities.
Communication Barriers: Misunderstanding due to poor communication.
Beliefs: Conflicting values or expectations.
Personalities: Differing preferences and work styles.
, Causes of Conflict - ANS-resource competition, task interdependence, unclear
jurisdiction, communication problems, and differences in beliefs or personality can
all lead to conflict and decrease performance.
Central Tendency Error - ANS-The tendency to avoid extremes by rating all
employees in the middle range, regardless of actual performance.
change agent - ANS-a person who enjoys change and makes changes for the sake
of it
change analyst - ANS-a person who is not afraid of change but makes changes only
when there is a compelling reason to do so
change resisters - ANS-a person who hates change and will do anything to keep
change from occurring
Character Assessments - ANS-Evaluate integrity, reliability, and ethical decision-
making to reduce risks of counterproductive workplace behaviors. (Integrity tests)
Charismatic/Value-Based Leadership - ANS-Inspires, motivates, and expects high
performance from employees. Effective in both high and low uncertainty avoidance
cultures.
chronic self-esteem - ANS-the positive or negative way in which a person views
themselves as a whole
Civil Rights Act of 1964 - ANS-Protects classes such as race, color, age, disability,
veteran status, sex, national origin, religion, worship practices, religious attire, and
pregnancy from adverse impact.
coaching - ANS-a method of training in which a new employee receives on-the-job
guidance from an experienced employee
coercive style - ANS-a leadership style in which the individual leads by controlling
reward and punishment; most effective in a climate of crisis
communication channels - ANS-the medium by which communication is transmitted
competency - ANS-the need from self-determination theory to be able to
successfully perform the tasks that are important to us
Competency framework - ANS-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.
competency performance dimensions - ANS-an employee appraisal approach
focusing on employee knowledge, skills, and abilities
