Chapter 13: Business

Authoritarianism

Authoritarianism

________: A form of leadership in which superiors have control, power, and authority to command obedience, compliance, and respect from subordinates.

Flexibility

________: Ability to adapt to the needs of followers and changes in the situation.

Performance Appraisal

________: The process of evaluating an employees work and communicating the results to that person.

Leadership

________ is the product of a unique interaction between the person and the surrounding situation.

Affirmative Action

________: A policy that gives special consideration to women and members of underrepresented minority groups in recruitment, hiring, admissions, and promotion decisions.

Halo Effect

________: A failure to discriminate among different and distinct aspects of a single workers performance.

Financial incentives

________ can boost worker productivity without compromising the quality of the work.

Managers

________ can motivate workers by facilitating progress.

preferential selection

When individuals are hired in a(n) ________ process, a chain of events is set into motion.

Escalation Effect

________: The tendency for people to persist in falling investments to avert loss, which causes losses to mount.

Inspiration

________ is universally a more powerful motivator than reward.

Self evaluations

________ in the workplace are consistently more positive than the ratings made by supervisors.

Affirmative action programs

________ increase the number of women and minorities who populate most organizations.

Accuracy

________ can be boosted by alerting evaluators to the biases of social perception.

Appraisals

________ should be based on evidence of job performance.

Hawthorne Effect

________: The finding that workers who were given special attention increased their productivity regardless of what actual changes were made in the work setting.

Performance evaluation

________ serves social and communication purposes.

Feelings

________ of unfairness, underpayment, and maltreatment can cause stress and compromise a persons health.

Meritocracy

________: A form of justice in which everyone receives an equal opportunity and then rewards are matched to contributions.

Honest signals

________: Information that is hard for applicants to fake.

Cultural similarity

________ plays a role in the hiring process.

Adequate Notice

________: Clear performance standards that employees can understand and ask questions about.

Geographic Background

________: Country of origin, region, climate, and population density.

clear standards

People perform better at work and are more productive when theyre given specific goals and ________ for success.

Challenge

________: Find ways to boost the accuracy of the evaluations that are made.

Industrial Organization

________ (I /O) Psychology: The study of human behavior in the workplace.

Inner Drive

________: A need for achievement, ambition, and a high energy level.

Multi factor

________ Leader Questionnaire: A method of measuring the extent to which individuals possess the attributes of transactional and transformational leadership styles.

overall satisfaction

Someones ________ with their compensation depends on salary, raises, how income is distributed, and what benefits and employer offers.

Evaluators

________ should take notes and keep clear records of their observations.

360 degree

________ performance appraisal: Tactic in which organizations collect and combine a full circle of ratings from multiple evaluators.

Equity Theory

________: People want rewards to be equitable.

Expertise

________: Specific knowledge of technical issues relevant to the organization.

collectivist cultures

People in ________ perceive leaders as proxies for the group they hold responsible.

Creativity

________: An ability to generate original ideas.

Assessments

________ are sometimes streamlined to involve fewer evaluators, exercises, and other types of shortcuts.

Emotional Intelligence

________: An ability to know how people are feeling and how to use that information to guide their actions.

Equity

________ in the workplace is more important for men than for women.

Assessment Centers

________: A structured setting in which job applicants are exhaustively tested and judged by multiple evaluators.

Benevolence

________: A gentle and nurturing concern for those in their care.

Great leaders

________ are endowed with emotional intelligence.

Satisfaction

________ also depends on the belief that the means used to determine those outcomes were fair and clearly communicated.

Leadership Motivation

________: A desire to influence others in order to reach a common goal.

Good leadership

________ is about social influence.

Self doubts

________ increase the risk of failure.

interpersonal relationships

Women sometimes care less about money and more about ________.

Supervisor ratings

________ of Black, white, and Hispanic workers are more similar to one another than "objective "measures of performance.

individual worker

Every ________ has a multidimensional identity that can be placed within a cultural mosaic consisting of the various tiles of their demographic groups, geographical background, and personal associations.

Integrity

________: Reliability, honesty, and an open communication.

Glass Ceiling

________: "A subtle barrier that keeps women and minorities from reaching the top of the hierarchy.

Industrial/Organization (I/O) Psychology

The study of human behavior in the workplace

Hawthorne Effect

The finding that workers who were given special attention increased their productivity regardless of what actual changes were made in the work setting

Faking in an employment interview

When a job applicant consciously presents themselves in distorted ways in order to create a favorable impression

Cybervetting

When employers use the Internet to get informal, noninstitutional data about applicants that they didnt choose to share

Honest signals

Information that is hard for applicants to fake

Textual Information

content, communication skills, spelling, and grammar

Relational Information

number and quality of friends and contacts within the industry

Technological Information

professional look of a Facebook page or time spent playing games on social media sites

Tests of intelligence

Tests designed to measure intellectual and cognitive abilities, job-specific knowledge and skills, or "street smarts" and common sense, all of which may contribute to success on the job

Personality Tests

Tests designed to measure traits that predict such work-related outcomes as leadership, productivity, helpfulness, absenteeism, and theft

Integrity Tests

Questionnaires designed specifically to assess an applicants honesty and character by asking direct questions concerning illicit drug use, shoplifting, petty theft, and other transgressions

Concern

Applicants can use these tests to present themselves in overly positive ways

Overt integrity tests

Integrity tests where the purpose is obvious to the test-taker

Covert integrity tests

Integrity tests where items measure broad personality characteristics that aren't clearly related to the workplace

Structured Interview

An interview in which each job applicant is asked a standard set of questions and evaluated on the same criteria

Assessment Centers

A structured setting in which job applicants are exhaustively tested and judged by multiple evaluators

Affirmative Action

A policy that gives special consideration to women and members of underrepresented minority groups in recruitment, hiring, admissions, and promotion decisions

Meritocracy

A form of justice in which everyone receives an equal opportunity and then rewards are matched to contributions

ex

Latino Americans who dont speak Spanish, biracial individuals

Demographic Groups

Age, gender, race, and ethnic heritage

Geographic Background

Country of origin, region, climate, and population density

Personal Associations

religion, profession, and political affiliation

Performance Appraisal

The process of evaluating an employees work and communicating the results to that person

Halo Effect

A failure to discriminate among different and distinct aspects of a single workers performance

Restriction of Range Problem

Some people provide uniformly high, lenient ratings, while others are inclined to give stingy, low ratings, and still others gravitate toward the center of the numerical scale

Challenge

Find ways to boost the accuracy of the evaluations that are made

360-degree performance appraisal

Tactic in which organizations collect and combine a full circle of ratings from multiple evaluators

Due-Process Model of Performance Appraisal

A model designed to guard the rights of employees in the same way that the criminal justice system seeks to protect the accused

Adequate Notice

Clear performance standards that employees can understand and ask questions about

Fair Hearing

Employees are evaluated by a supervisor who knows their work and receive timely feedback as well as an opportunity to present their own case

Leader

Someone who can move a group of people toward a common goal

Great Person Theory of History

Exceptional individuals rise up to determine the course of human events

Cognitive Ability

Intelligence and an ability to quickly process large amounts of information

Inner Drive

A need for achievement, ambition, and a high energy level

Leadership Motivation

A desire to influence others in order to reach a common goal

Expertise

Specific knowledge of technical issues relevant to the organization

Creativity

An ability to generate original ideas

Self-Confidence

Faith in ones own abilities and ideas

Integrity

Reliability, honesty, and an open communication

Flexibility

Ability to adapt to the needs of followers and changes in the situation

Emotional Intelligence

An ability to know how people are feeling and how to use that information to guide their actions

Contingency Model of Leadership

The theory that leadership effectiveness is determined both by the personal characteristics of leaders and by the control afforded by the situation

Primarily task oriented

Single-mindedly focused on the job

Normative Model of Leadership

The theory that leadership effectiveness is determined by the amount of feedback and participation that leaders invite from workers

Top-down Views of Leadership

Workers are portrayed as inert, passive, faceless creatures to be mobilized at the managements discretion

Transactional Leader

A leader who gains compliance and support from followers by setting clear goals for them, offering tangible rewards, and providing assistance for an expected level of job performance

Transformational Leaders

Leaders who motivate others to transcend their personal needs in the interest of a common cause, particularly in times of growth, change, and crisis

Multi-factor Leader Questionnaire

A method of measuring the extent to which individuals possess the attributes of transactional and transformational leadership styles

Pseudo-transformational Leaders

Leaders who appeal to emotions rather than to reason and manipulate ignorant followers to further their own personal interests

"Glass Ceiling"

A subtle barrier that keeps women and minorities from reaching the top of the hierarchy