Graphic Rating Scale
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Assign scores to specific performance dimensions
Complex Adaptive Systems
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Interact and adapt to their environments to survive
An attribute of an organization
Goal Setting Theory
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People are driven to achieve goals
- Rules for Setting Goals
* A goal is most motivating when it is difficult and challenging, but
achievable
* A goal needs to be specific in terms of the amount of output
* People need feedback so they can see how far they are from their goal
and how they need to adjust
* People need to feel a sense of competence or efficacy to achieve a
particular goal
Display Rules
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Govern the degree to which it is appropriate to display emotions
Permatemp
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, Permanent Temp Economy: working as a permanent part-timer
Job Simplification
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The process of reducing the number of tasks a worker performs
Criticisms: lower work quality, high rates of absenteeism and turnover, and
demands for ever-higher wages to compensate for unappealing work.
Selective Screening
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Allows only a portion of available information to enter our perceptions
Behaviorally Anchored Rating Scale (BARS)
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Links performance ratings to specific and observable job behaviors
Framing Error
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, Solving a problem in the context perceived
Self-Serving Bias
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Tendency to overestimate the influence of situational factors when
evaluating our own negative outcomes and to overestimate the influence
of personal factors for positive outcomes
Contingency Thinking
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Seeks ways to meet the needs of different management situations
Techniques for Team Creativity
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- Associate Play (tell stories, make toy models about ideas, etc.)
- Cross-Pollination (Switch members among teams)
- Analogies and Metaphors
Fundamental Attribution Bias
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Assign scores to specific performance dimensions
Complex Adaptive Systems
,Give this one a try later!
Interact and adapt to their environments to survive
An attribute of an organization
Goal Setting Theory
Give this one a try later!
People are driven to achieve goals
- Rules for Setting Goals
* A goal is most motivating when it is difficult and challenging, but
achievable
* A goal needs to be specific in terms of the amount of output
* People need feedback so they can see how far they are from their goal
and how they need to adjust
* People need to feel a sense of competence or efficacy to achieve a
particular goal
Display Rules
Give this one a try later!
Govern the degree to which it is appropriate to display emotions
Permatemp
Give this one a try later!
, Permanent Temp Economy: working as a permanent part-timer
Job Simplification
Give this one a try later!
The process of reducing the number of tasks a worker performs
Criticisms: lower work quality, high rates of absenteeism and turnover, and
demands for ever-higher wages to compensate for unappealing work.
Selective Screening
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Allows only a portion of available information to enter our perceptions
Behaviorally Anchored Rating Scale (BARS)
Give this one a try later!
Links performance ratings to specific and observable job behaviors
Framing Error
Give this one a try later!
, Solving a problem in the context perceived
Self-Serving Bias
Give this one a try later!
Tendency to overestimate the influence of situational factors when
evaluating our own negative outcomes and to overestimate the influence
of personal factors for positive outcomes
Contingency Thinking
Give this one a try later!
Seeks ways to meet the needs of different management situations
Techniques for Team Creativity
Give this one a try later!
- Associate Play (tell stories, make toy models about ideas, etc.)
- Cross-Pollination (Switch members among teams)
- Analogies and Metaphors
Fundamental Attribution Bias
