Studied by 11 peopleFrederick Taylor
________ was an engineer who saw that if one could redesign the workplace there would be an increase in both output for the company and wages for the workers.
Diversity training
________: educates participants about cultural differences with the goal of improving teamwork.
Douglas McGregor
________ combined scientific management and human relations into the notion of leadership behavior.
Donald Clifton
________ proposed the strengths- based management, which focused on how an organization can best use an individuals strengths.
Federal legislation
________ does not protect employees in the private sector from discrimination related to sexual orientation and gender identity.
Industrial organizational psychologists
________ may be involved in all aspects of downsizing.
Walter Dill Scott
________ was one of the first psychologists to apply psychology to advertising, management, and personnel selection.
Industrial psychology
________: focuses on identifying and matching persons to tasks within an organization.
Taylor
________ and Gilbreths work improved productivity and the fit between technology and the human using it.
Robert Yerkes
________ organized a group under the Surgeon Generals Office (SGO) that developed methods for screening and selecting enlisted men during WWI.
Procedural justice
________: the fairness of the processes by which outcomes are determined in conflicts with or among employees.
Bingham
________ developed new systems for job selection, classification, training, ad performance review, plus methods for team development, morale change, and attitude change.
Murder
________ is the second leading cause of death in the workplace and the primary cause of death for women in the workplace.
Hawthorne effect
________: the increase in performance of individuals who are noticed, watched, and paid attention to by researchers or supervisors.
Title VII
________ of the Civil Rights Act of 1964: makes it illegal to treat individuals unfavorably because of their race or color of their skin.
Job satisfaction
________ is typically measured after a change in an organization to assess how the change affects employees.
Diversity
________ can introduce communication and interpersonal- relationship problems that hinder performance, but on the other hand ________ can also increase the teams skill set, which may include skills that can actually improve team member interactions.
innovative possibilities
Creative teams: used to develop ________ or solutions.
Equal Employment Opportunity Commission
________ (EEOC): responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information.
diverse skills
Work teams: bring together ________, experience, and expertise.
Scott
________ and Walter Bingham organized a job- description system and a system of performance ratings and occupational skill tests for officers.
organizational psychologists
Industrial and ________ study, research, and implement ways to make work evaluations as fair and positive as possible.
Social factors
________ and body language can influence the outcome of the interview.
Gilbreth
________ was another influential I- O psychologist who worked to make workers more efficient by reducing the number of motions required to perform a task.
Kurt Lewin
________ conducted research on the effects of various leadership styles, team structure, and team dynamics, and is considered the founder of social psychology and influenced organizational psychology.
ADA
Americans with Disabilities Act (________): states people may not be discriminated against due to the nature of their disability.
Merger Acquisition
________: corporations often grow larger by combining with other businesses.
Disability
________: a physical or mental impairment that limits one or more major life activities.
Interviews
________ can provide a more dynamic source of information about the candidate than standard testing measures.
Kinicki
Ostroff, ________, and Tamkins identify three layers in organizational culture: observable artifacts, espoused values, and basic assumptions.
World War II
________ drove the expansion of industrial psychology.
Western Electrics Hawthorne Works
From 1929 to 1932 Elton Mayo conducted a series of studies at ________.
Quid pro quo
________: organizational rewards are offered in exchange for sexual favors.
Human factor professionals
________ are involved in design from the beginning of a project or toward the end in testing and evaluation.
Tactical teams
________: used to execute a well- defined plan or objective.
Observable artifacts
________: the symbols, language, narratives, and practices that represent the underlying cultural assumptions.
Civil Rights Act
The ________ and the Age Discrimination in Employment Act make provisions for bona fide occupational qualifications (BFOQs), which are requirements of certain occupations for which denying an individual employment would otherwise violate the law.
Organizational psychology
________: focuses on social interactions and their effect on the individual and on the functioning of the organization.
Information
________ derived from job analysis usually forms the basis for the types of questions asked during interviews.
Hostile environment
________: a form of sexual harassment where an employee experiences conditions in the workplace that are considered hostile or intimidating.
significant trigger
A(n) ________ is the feeling of being treated unfairly, unjustly, or disrespectfully.
Theory Y
________: managers assume that most people seek inner satisfaction and fulfillment from their work; employees function better under leadership that allows them to participate in, and provide input about, setting their personal and work goals.
demands of home
Work- family balance: to juggle the demands of work life with the ________ life.
Harassment
________ does not have to be sexual; it may be related to any of the protected classes in the statutes regulated by the EEOC: race, national origin, religion, or age.
Scientific management
________: a theory of management that analyzes and synthesizes workflows with the main objective of improving economic efficiency, especially labor productivity.
360 degree feedback appraisal
________: the employees appraisal derives from a combination of ratings by supervisors, peers, employees supervised by the employee, and from the employee herself; the purpose is to give the employee and supervisor different perspectives of the employees job performance.
Strength
________: a particular enduring talent possessed by an individual that allows them to provide consistent, near- perfect performance in tasks involving that talent.
potential candidates
Once a company identifies ________ for a position, the candidates knowledge, skills, and other abilities must be evaluated and compared with the job description.
Job analysis
________: accurately describing the task or job.
Human factors psychology
________: the study of how workers interact with the tools of work and how to design those tools to optimize workers productivity, safety, and health.
Industrial and organizational (I-O) psychology
a branch of psychology that studies how human behavior and psychology affect work and how they are affected by work
academia, government, consulting firms, and business
Industrial and organizational psychologists work in four main contexts
industrial, organizational, and human factors
The field of I-O psychology can be divided into three broad areas
Industrial psychology
concerned with describing job requirements and assessing individuals for their ability to meet those requirements
Organizational psychology
a discipline interested in how the relationships among employees affect those employees and the performance of a business
Human factors psychology
the study of how workers interact with the tools of work and how to design those tools to optimize workers productivity, safety, and health
Hawthorne effect
the increase in performance of individuals who are noticed, watched, and paid attention to by researchers or supervisors
Human factors psychology
The study of machine-human fit
Industrial psychology
focuses on identifying and matching persons to tasks within an organization
Job analysis
accurately describing the task or job
unstructured and structured
There are two types of interviews
Unstructured interview
the interviewer may ask different questions of each different candidate; the questions are often unspecified beforehand; the responses to questions asked are generally not scored using a standard system
Structured interview
the interviewer asks the same questions of every candidate, the questions are prepared in advance, and the interviewer uses a standardized rating system for each response
Mentoring
a form of informal training in which an experienced employee guides the work of a new employee
360-degree feedback appraisal
the employees appraisal derives from a combination of ratings by supervisors, peers, employees supervised by the employee, and from the employee herself; the purpose is to give the employee and supervisor different perspectives of the employees job performance
Equal Employment Opportunity Commission (EEOC)
responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information
Equal Pay Act
requires that equal pay for men and women in the same workplace who are performing equal work
Title VII of the Civil Rights Act of 1964
makes it illegal to treat individuals unfavorably because of their race or color of their skin
Pregnancy Discrimination Act of 1978
it prohibits job discrimination of a woman because she is pregnant as long as she can perform the work required
Americans with Disabilities Act (ADA)
states people may not be discriminated against due to the nature of their disability
Disability
a physical or mental impairment that limits one or more major life activities
Organizational psychology
focuses on social interactions and their effect on the individual and on the functioning of the organization
Job satisfaction
the degree to which individuals enjoy their job
Stress
the perception and response of an individual to events judged as ovewhelming or threatening to the individuals well-being
Downsizing
an increasingly common response to a businesss pronounced failure to achieve profit goals; involves laying off a significant percentage of the companys employees
Merger/Acquisition
corporations often grow larger by combining with other businesses
Work-family balance
to juggle the demands of work life with the demands of home life
Scientific management
a theory of management that analyzes and synthesizes workflows with the main objective of improving economic efficiency, especially labor productivity
Theory X
managers assume that most people dislike work and are not innately self-directed; managers perceive employees as people who prefer to be led and told which tasks to perform and when
Theory Y
managers assume that most people seek inner satisfaction and fulfillment from their work; employees function better under leadership that allows them to participate in, and provide input about, setting their personal and work goals
Strength
a particular enduring talent possessed by an individual that allows them to provide consistent, near-perfect performance in tasks involving that talent
Transactional leadership
the focus is on supervision and organizational goals, which are achieved through a system of rewards and punishments
Work teams
bring together diverse skills, experience, and expertise
Team-based approach
teams are brought together and given a specific task or goal to accomplish
problem resolution teams, creative teams, and tactical teams
There are three basic types of teams
Problem resolution teams
created for the purpose of solving a particular problem or issue
Creative teams
used to develop innovative possibilities or solutions
Tactical teams
used to execute a well-defined plan or objective
Organizational culture
encompasses the values, visions, hierarchies, norms, and interactions among its employees; its how an organization is run, how it operates, and how it makes decisions
observable artifacts, espoused values, and basic assumptions
Ostroff, Kinicki, and Tamkins identify three layers in organizational culture
Observable artifacts
the symbols, language, narratives, and practices that represent the underlying cultural assumptions
Espoused values
concepts or beliefs that the management or the entire organization endorses
Basic assumptions
generally unobservable and unquestioned
Diversity training
educates participants about cultural differences with the goal of improving teamwork
Quid pro quo
organizational rewards are offered in exchange for sexual favors
Hostile environment
a form of sexual harassment where an employee experiences conditions in the workplace that are considered hostile or intimidating
Harassment does not have to be sexual; it may be related to any of the protected classes in the statutes regulated by the EEOC
race, national origin, religion, or age
Workplace violence
any act or threat of physical violence, harassment, intimidation, or other threatening, disruptive behavior that occurs at the workplace
Procedural justice
the fairness of the processes by which outcomes are determined in conflicts with or among employees
Human factors psychology
concerned with the integration of the human-machine interface in the workplace, through design, and specifically with researching and designing machines that fit human requirements
Note 
Flashcard (36)