Psych exam 1

A supervisor at target is giving performance appraisals. he rates everyone very similar, with positive ratings. what type of error is performed

Leniency Error

procedures in which work tasks are broken down into simple component movements and the movements times to develop a more efficient method for performing the tasks

time-and-motion studies

women and certain ethnic and racial minorities are considered

protected groups

sandy attributed her poor presentation to her lack of sleep, while her co-worker attributed it to her unprofessionalism. what error has ocurred

actor observer bias

a movement based on the studies of Elton Mayo (Hawthorn effect) that emphasizes the importance of social factors in influencing work performance

human relations movement

bob does his performance appraisal, he assigned 10% of employees to the poor category, 20% to slightly above poor, 40% average, 20% good, and 10% to outstanding. what performance rating did he use?

forced distribution

finger dexterity and basic intelligence are both considered what from the KSAOs

abilities

sally worked at IKEA for 3 months but most of her performance appraisal is based on the last month. what error occured

recency effect

what are the steps in a successful training program

1. assess training needs


2. establish training objectives
3. develop & test training materials
4. implement program


1. evaluate training program

janet was informed she didn’t get the promotion she was working towards. she overheard her boss speaking with another employee that “Janet is too girly and couldn’t handle the requirements of the promotion like Dan” what has just occurred

adverse impact

what is construct related validity

when a measurement accurately measures what it is supposed to

what is a realistic job preview? what does it help with

an accurate presentation of the prospective job to the applicant. helps reduce employee turn-over

what type of training would na astronaut most likely use before going Ito space

simulation training

a new employee doesn’t have any motivation and doesn’t see the usefulness of learning tasks for the job. what is this employee lacking

trainee readiness

Phil is conducting an observational job analysis. penny, an employee, notices Phil observing workers. she starts to do more work than usual. what effect is occurring

hawthorn effect

what are the different methods for performing a job analysis

observation, participation, existing data, interview, survey, job diary

what is BARS

behaviorally anchored rating scales. a performance appraisal technique using a rating scale with labels specifying examples of behaviors that would be seen as poor, average, and good

what is BOs

Behavioral observation scales. a performance appraisals method that requires appraisers to recall how often a worker has been observed performing key work behaviors

an error that occurs when an appraiser gives more extreme appraisals if they believe that the cause of a worker’s performance is rooted in effort rather than ability

casual attribution error

describe two purposes of performance appraisal

career advancement, means for recognizing & motivating wokrers

a good performance appraisal consists of 2 parts: performance assessment and _____

performance feedback

what is content validity

the ability of items in a measurement instrument to adequately measure the various characteristics needed to perform the job

what is reliability

whether an employment test is consistently getting the same results

what is criterion-related validity

the accuracy of a measurement instrument in determining the relationship between scores on an instrument and some criterion of job success

a group of workers alter their behaviors at work whenever there are guests visiting their office. this is an example of

Hawthorne effect

what is the sequence of events for the success training program

assess training needs → establish training objectives → develop and test training materials → implement training program → evaluate training program

\`supervisor review is an example of

subjective performance criteria

forms of resume fraud

fabrication, embellishment, deceptive omission

ieval is an example of

performance appraisal

a type of training that uses a separate training area to the actual work area to simulate that setting, complete with comparable tools and equipment

vestibule training

Michelle is studying to become a doctor and has to take several exams with an 85% or higher on each. which of the following models of employee selection is she experiencing

multiple cutoff model

which individual evaluation method uses rating scales with examples of behavioral incidents that reflect poor, average, and good performance in relation to a specific dimension

behaviorally anchored rating scales (BARS)

what type of program evaluation measure training success criteria following completion of the training program

posttest-only design

what are the 4 types of criteria for evaluating a program’s effectiveness

reaction criteria, learning criteria, behavioral criteria, results criteria

what are the uses of job analysis

legal defense planning, compensation, employee training and development

what does KSAO stand for

K = knowledge

S = skill

A = ability

O = other characteristcs

what is the most effective method of recruitment according to HR and job seekers

networking

which country has the most I/O programs

U.S

what is it called when a supervisor rates all employees harchly

severity effect

the dual focus of I/O psychology include

efficiency/productivity of orgs; health/well-being of employees

what are protected groups when it comes to placement and hiring

gender, disability, race

what is the most effective type of interview

structured interview

performance appraisals assess

the workers performance compared to standards

what provides a systematic study of the tasks, duties, and responsibilities of the job and the qualities needed to perform it

job analysis

what is it called when a supervisor rates someone taking into account age, sex, race or physical characteristcs

personal bias

what is classified as an ability

finger dexterity

what is a disadvantage of objective methods of performance appraisals

not always applicable

the forced distribution comparative method is most often set up using what distribution

normal

what is the most effective type of realistic job preview

face-to-face

what is an example of objective performance criteria

dollar amount of sales

which job analysis method is most prone to social desirability responses

interviews

which personnel screening method is incorrectly matched

honesty/integrity = intelligence

what is the most effective employee recruitment technique

walk-ins and employee referrals

true or false: letters of rec are a good method of obtaining accurate bio-data for employee screening

false

Sarah is a new employee and is watching Jorge complete the inventory tasks required for her new position. what type of learning is this

modeling

which is not a use of performance appraisals

increasing diversity

Linda works faster when she is being watched, this is an example of

the Hawthorne effect

what are key trends in I/O psychology

globalization and diversity in workplace

a series of studies aimed to break tasks into simple or simplest components and times to develop a more efficient method for performing these tasks is known as

time and motion studies

what is a disadvantage of the job analysis method of job diaries

time consuming

job analysis procedures are

job description, job specification, job evaluation

subject matter expert (SME)

job incumbents (person holding the current job)

supervisors

purpose of job analysis

career development

HR planning

project future needs

legal defense

performance appraisal

selection

training

research

data collection approaches

surveys

existing data

interview

diary

observation

participation

hiring process

recruitment → screening → placement

recruitment

attracting a pool qualified applicants

recruitment methods

formal/direct, informal/indirect

screening

reviewing info about job applicants to select workers

good predictors

reliable, valid, reduce change of legal challenge, cost effective

reliability

the extent to which a score from a test is consistent

validity

accuracy of a measurement instrument and its ability to make accurate inferences

selection/placement

process of choosing applicants and the process of assigning workers to the appropriate jobs

performance appraisal

assessing worker performance in comparison to company’s established standards

objective methods

measures of job performance that are easily quantified

subjective methods

peoples judgements about performance

employee training

planned effort by an organization to facilitate the learning, retention, and transfer of job-related behavior

adult learning theory

developed out of a need for a specific theory of how adults learn

transfer of training

how learning translated into use of newly learned behaviors on the job

trainee readiness

characteristics of the trainees

organizational analysis

organizational goals, resources, and the climate for training

task analysis

specific knowledge, skills, and abilities that a job requires

personal analysis

capabilities and deficiencies of the workers themselves

true or false: most diversity training programs are effective

false