WGU D576 Industrial and Organizational Psychology - D576 Actual exam questions and answers

Army Alpha

an intelligence test developed during World War I and used by the army for soldiers who can read

Army Beta

an intelligence test developed during World War I and used by the army for soldiers who cannot read

Hawthorne effect

when employees change their behavior due solely to the fact that they are receiving attention or are being observed

Hawthorne studies

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

the scientific application of theories and principles to human interactions with other organizational elements

industrial/organizational psychology

A branch of psychology that applies psychological principles to the workplace to enhance human dignity, performance, and organizational efficiency.

organizational psychology

the scientific study of the social aspects within an organization, including human interactions and organizational cultural norms

personnel psychology

the use of psychological principles in selecting and evaluating employees

Ammerman technique

a job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker

grade

a cluster of jobs of similar worth

job analysis

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

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

a job analysis method in which the job analyst actually performs the job being analyzed

job specifications

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

a job analysis method in which the job analyst watches job incumbents perform their jobs

organizational structure

structure that determines the flow of communication and the positions that have decision-making power

other characteristics

such personal factors as personality, willingness, and interest that are not knowledge, skills, or abilities

Peter Principle

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

a group job analysis interview consisting of subject-matter experts (SMEs)

subject-matter experts (SMEs)

sources such as supervisors and incumbents who are knowledgeable about a job

task analysis

the process of identifying the tasks for which employees need to be trained

task inventory

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

federal guidelines used to guide an employer in establishing fair selection methods

Personnel psychology

involves recruitment, selection, and evaluation

organizational psychology

involves social behaviors within the organization

human factors

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

Matching employees to roles based on job requirements.

Performance Management

Ensuring employees know how to improve through effective feedback.

Organizational Behavior

Examines social influences, culture, and norms within workplaces.

Quality of Work-Life Balance

Focuses on making work environments supportive and productive.

Job Evaluation

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

Considers job levels, responsibilities, and compensable factors.

External Pay Equity

Compares salaries with similar roles in other organizations.

Sex and Race/Ethnicity Equity

Ensures fairness in compensation across demographics.

Competency framework

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

can be functional, divisional, matrix, or hybrid and determines the flow of communication and decision-making positions.

Functional structure

Groups employees by departments (e.g., HR, Marketing).

Divisional structure

Organized by product lines or geographic regions

Matrix structure

Combines functional and divisional structures, allowing dual reporting lines

Hybrid structure

Custom blend of structures based on organizational needs.

behavioral ethics

studies how people make ethical decisions and the psychological factors that influence their ability to act ethically.

adverse impact

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

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

a method of resolving conflicts in which a neutral third party is asked to choose which side is correct

binding arbitration

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)

a selection requirement that is necessary for the performance of job-related duties and for which there is no substitute

four-fifths rule

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

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

a type of harassment characterized by a pattern of unwanted conduct related to gender that interferes with an individual's work performance

job related

the extent to which a test or measure taps a knowledge, skill, ability, behavior, or other characteristic needed to successfully perform a job

mediation

a method of resolving conflict in which a neutral third party is asked to help the two parties reach an agreement

nonbinding arbitration

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

the percentage of people in a given geographic area who have the qualifications (skills, education, etc.) to perform a certain job

quid pro quo

a type of sexual harassment in which the granting of sexual favors is tied to an employment decision

realistic job preview (RJP)

a recruitment tool in which both the positive and negative aspects of a job are communicated to the applicant

recruitment

the process of attracting employees to an organization

Type B Ethical Dilemmas (Rationalizing Dilemmas)

Situations where what is right and wrong is much clearer.

Type A Ethical Dilemmas

Situations where what is right and wrong is not always apparent.

Steps in Behavioral Ethics

Moral Awareness: Recognizing an ethical issue.

Moral Decision-Making: Determining the ethical course of action.

Moral Intent: Committing to act ethically.

Moral Action: Taking the ethical course of action

Civil Rights Act of 1964

Protects classes such as race, color, age, disability, veteran status, sex, national origin, religion, worship practices, religious attire, and pregnancy from adverse impact.

Internal Grievance Systems

Organizations handle employee complaints internally. If unresolved, employees can take legal action through the Equal Employment Opportunity Commission (EEOC)

Privacy Issues

Protected by the Fourth Amendment, privacy concerns for public employers include limitations on: Drug Testing Office and Locker Searches Psychological Tests Electronic Surveillance

Family Medical Leave Act (FMLA)

Provides unpaid leave for: Birth or adoption of a child. Caring for a family member with a serious health condition. Employee's health condition preventing them from working.

Affirmative Action

Ensures proportional representation in the workplace based on race and gender

Employee Recruitment Techniques

Must have the following characteristics: Accurately predict job-required behaviors. Avoid adverse impact on protected classes. Be cost-effective.

Structured Interviews

All applicants answer the same job-related questions, with responses scored using a standardized point system. This method ensures consistency and fairness.

Unstructured Interviews

Employers have flexibility in questioning, focusing on skills, personality, interests, and abilities, but the lack of structure may lead to bias or inconsistency.

What must an employer do to avoid legal consequences if an employment practice discriminates against a protected class?

show that the employment practice is job-related or exempt from adverse impact.

What are states allowed to do if a federal law is passed protecting certain rights of individuals?

They are allowed to increase the number of rights that are protected.

Realistic Job Previews (RJPs)

Applicants receive a balanced overview of the job's positive and negative aspects. RJPs improve employee satisfaction, reduce turnover, and align expectations with job realities.

Which component is the focus when determining external pay equity?

Analyzing information from salary surveys.

Which type of periodical is the best source of unbiased and accurate, peer-reviewed information about a topic?

Journal articles

competency performance dimensions

an employee appraisal approach focusing on employee knowledge, skills, and abilities

contextual performance dimensions

used to evaluate an employee's social skills within the cultural environment of the workplace.

critical incidents

a performance appraisal method in which employee behaviors are observed and documented

employment-at-will doctrine

the opinion of courts in most states that employers have the right to hire and fire an employee at will and without any specific cause

employment-at-will statements

statements in employment applications and company manuals reaffirming an organization's right to hire and fire at will

forced distribution method

an appraisal method in which a fixed percentage of employees are placed in predetermined performance categories

forced-choice rating scale

a method of performance appraisal in which a supervisor is given several behaviors and is forced to choose which of them is most typical of the employee

goal performance dimensions

an employee appraisal approach focusing on accomplishing expected employee goals

paired comparisons

an appraisal method in which pairs of employees are ranked on a scale of best to worst

performance appraisal review

a meeting between a supervisor and a subordinate for the purpose of discussing performance appraisal results

Peter principle

the promotion of employees until they reach their highest level of incompetence

rank order

an appraisal method in which employees are ranked from best to worst on appraisal dimensions

task performance dimensions

an employee appraisal approach focusing on employee actions to complete job-related tasks

trait performance dimensions

an employee appraisal approach focusing on how employees display a quality or characteristic essential to the job.

knowledge test

a test that measures the level of an employee's knowledge about a job-related topic

needs analysis

the process used to identify an organization's training needs

organizational analysis

the process of determining the organizational factors that will either facilitate or inhibit training effectiveness

performance appraisal scores

a rating representing some aspect of an employee's work performance

person analysis

the process of identifying the employees who need training and determining the areas in which each individual employee needs to be trained

skill test

test that measures an employee's level of some job-related skill

surveys

questionnaires asking employees about the areas in which they feel they need training

apprentice training

a training program, usually found in the craft and building trades, in which employees combine formal coursework with formal on-the-job training

asynchronous

distance-learning programs in which employees can complete the training at their own pace and at a time of their choosing

coaching

a method of training in which a new employee receives on-the-job guidance from an experienced employee

distributed practice

learning a few things at a time

gamification

the use of game elements in programmed instruction

interactive video

a training technique in which an employee is presented with a videotaped situation and asked to respond to the situation and then receives feedback based on the response

job rotation

a system in which employees are given the opportunity to perform several different jobs in an organization