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The Importance of Motivation and
Work Analysis in Organizational
Psychology
Industrial and Organizational Psychology
Review Drills
Work Motivation
Work motivation encompasses all of the following components except Ability.
Direction , one component of work motivation, addresses the choice of activities we make in expending effort.
The action from which we infer motivation is conceptually defined as Behavior.
The concept of motivation that explains the discrepancy between typing 60 words per minute being adequate in some jobs but inadequate in others is Motivation. Discrepancies reflect what an individual will do given certain ability.
The correct sequence to fill in the blanks is: Maximum; high; high.
In I/O psychology research, the criterion variable is comparable to the dependent variable, and the predictor variable is comparable to the independent variable.
The performance ratings of the people in Jim McKay's advertising agency department are likely to be negatively skewed , as he has the most talented advertising people working for him.
The correlation of .80 between job satisfaction and work performance means that high job satisfaction tends to be related to higher work performance.
Poor performance can be attributed to the individual lacking the equipment necessary to exhibit the desired behavior.
Biological Basis of Motivation
The physiological response that shows immediately following a mistake, whether known to the individual or not, and provides evidence for the biological-based theory of motivation is Increased sweat response.
The motivational chemical that regulates blood flow to the brain, where too little results in lack of initiative and motivation and too much leads to easily getting bored and seeking new adventures, is Dopamine.
The personality trait included in the five-factor model, the Big 5, that is most closely related to motivation is Conscientiousness.
Testing and Assessment
Every test user has an obligation to provide information for users to help them make informed decisions.
Highly structured and highly unstructured interviews yield very different validity assessments.
The illusion of validity refers to having an inflated estimate of how good a judge you are of people.
Theories of Motivation
The theory of motivation most indicative of the phrase "Time flies when you're having fun" is Flow theory.
The precondition necessary to experience flow that is not included is Social Ability.
Self-determination theory proposes that individuals must fulfill all of the following basic needs in order to result in intrinsic motivation except Social Ability.
The belief in expectancy theory that performance will lead to an outcome is Instrumentality.
The theory that focuses on the comparison of an individual to others in terms of inputs and outcomes is known as Equity theory.
According to expectancy theory, the productive step that an individual may not take to reduce inequalities when feeling under-rewarded is Increasing inputs.
The group of people who would be satisfied with the inequality of being over-rewarded, in terms of equity sensitivity, are the benevolents.
The theory of motivation that focuses on set and established goals and directing one's effort toward attaining those goals is known as Goal- setting theory.
The goal orientation that involves approaching or avoiding tasks associated with the goal in order to receive favorable judgments from others and to avoid negative judgments is considered Performance goal orientation.
disposition towards his job, which then allows for increased relational satisfaction with his spouse, is Work-family enrichment.
The incentive to reduce work-family conflict that is not included is High turnover.
The idea that "Work is viewed as something that gets done, not a place" best encompasses the concept of Flexible working arrangements.
Flextime can be described as an alternative to the traditional fixed working schedule that allows the employee flexibility of arriving and departing work.
The negative effect of a compressed work week on the organization that is not included is Decreased job satisfaction.
The condition of biochronology that shift workers do not face is that Circadian rhythm is improved by implementing a backward rotation.
The type of "dirty work" that is not included is Moral.
The reason substance abuse in the workplace is still in the initial stages of research that is not included is that Americans with Disabilities Act protects current drug users from termination.
Employment and Labor Relations
Reliable and Valid Information
It is difficult to find reliable and valid information on the issue of employment and labor relations due to social insensitivity.
Latent Consequences of Employment
The latent consequences of employment, according to the text, include the following, except:
A. Linking of individuals to goals and purposes B. Imposition of time structure on the waking day C. Definition of aspects of personal status and identity D. The enforcement of activity E. Income associated with employment
Job Loss and Health Consequences
According to health care providers, the following happens following job loss:
A. Increase in anxiety and depression B. Increase in alcohol and drug consumption C. Increased suicide rates D. All of the above
Reasons for Union Creation
Unions were created for the following reasons, except for:
A. Job security B. Pay wages C. Exploitation of workers D. Resolving unsafe working conditions
Early 20th Century Employee Welfare Issues
At the beginning of the 20th century, issues of employee welfare were primarily directed towards all of the following, except:
A. Hours of work B. Smoking bans C. Methods of dispute resolution D. Pay
Union Representation on the Job Site
According to the text, the following represents the union on the job site:
A. Locals B. Organization C. Steward D. None of the above
Increased Union Membership
Increased membership in a union:
A. Provides a greater range of services for members B. Generates less revenue C. Membership fees decrease D. Less bargaining clout
Dispute Resolution Methods
The following are methods of dispute resolution:
A. Sabotage B. Labor strikes C. Lockouts D. Mediation E. Slowdowns
Grievance Procedure
A formal complaint made by an employee against management alleging a violation of the labor contract in effect is called a:
A. Collective bargaining B. Grievance C. Issue-by-issue arbitration D. None of the above
Types of Arbitration
A type of arbitration used in resolving disputes between labor and management in interpretation of an existing labor contract is:
A. Grievance arbitration B. Compulsory arbitration C. Total-package arbitration D. Conventional arbitration
Union Federations
Many individual labor unions within a nation are members of a larger organization of similar unions called a:
A. Union B. Federation C. Team D. Members
I/O Psychologists and Union Busting
In the 1930s, I/O psychologists engaged in the following actions to facilitate management's attempts at union busting:
A. Advising company presidents on how to circumvent federal laws supportive of unions B. Developing personality tests that could be used to screen out job applicants who were pro-union C. Offering training programs to management on how to defeat grievances filed by union members D. Assigning union members to the most unpleasant and often lowest paying jobs
Factors Relating to Union Voting
The main factor that relates to whether employees will vote for a union is their:
C. Belief that a union is a likely way to attain valued outcomes
Labor Contract Negotiations
In negotiating the labor contract, all but the following are discussed:
B. Employee security
Performance Appraisals
Evaluations of an individual's performance that occur periodically within organizations are known as:
B. Performance appraisals
Alignment of Goals
When the goals of the organization and the goals of employees are not aligned:
C. There is not a connection between employee goals and organizational goals
Reasons for Organizational Failure
Which of the following does not explain why an organization can fail despite all employees performing their jobs well?
C. The organization has set an attainable goal for itself
Purposes of Performance Management Systems
Which of the following is not described in the text as one of the six purposes of performance management systems?
D. Individual Growth
Administrative Purpose of Performance Management
All of the following would fall under the administrative purpose of performance management systems except:
B. Goal setting
Organizational Management Purpose
Pertaining to the performance management purpose of organizational management, all of the following are true except:
D. An organization provides feedback to employees that highlights job- related strengths and weaknesses
Breach of Duty in Appraisals
The breach of duty to conduct appraisals with due care is identified in the text as:
C. Negligence
Serial Position Errors
The tendency for individuals to remember information when it is presented at a certain place within a sequence is known as:
B. Serial position errors
Most Serious Rating Error
The most serious and pervasive of all rating errors is considered by the text to be:
A. Leniency Errors
Characteristics of Comparative Appraisals
The following reflect the characteristics of comparative appraisals:
D. All of the above
D. Leader-oriented personality
Theory Representing Leader-Member Relationship
The theory that represents the nature of the relationship between a leader and the members of the group he or she leads is:
B. Leader-member exchange theory
In-Group and Out-Group Development
The development of in-groups and out-groups stems from the theory of:
C. Leader-member exchange theory
LMX Theory and Formal Relationships
In LMX theory, the following has a more formal relationship with the leader:
C. Out-group
Inspiring Goal Attainment Leadership
The idea that leaders should inspire a group to attain results and pursue goals is utilizing:
A. Transformational leadership
Attributed Charisma Characteristic
The following does not describe a characteristic of attributed charisma:
B. Charismatic leaders are able to manipulate the environment to generate emotional reactions
Components of Transformational Leadership
The following are components of transformational leadership:
A. Inspirational motivation B. Intellectual stimulation C. Individualized consideration D. Idealized influence
Transactional Leadership Component
Transactional leadership consists of all of the following components except:
C. Relational transparency
Authentic Leadership and Relational Transparency
In line with making unbiased decisions, a leader according to authentic leadership must have a strong moral compass and remain self-aware of their own strengths and weaknesses. When leaders of this type present themselves as they truly are, they are modeling the following component of authentic leadership:
B. Relational transparency
Work Analysis Information
Work analysts identify the criteria or performance dimensions of a job by systematically gathering, documenting, and analyzing information about:
D. All of the above
Work Content Considerations
When a work analyst gathers information pertaining to the content of the work performed by people in organizations, all of the following are considered except:
B. Work outputs
Subject Matter Expert Characteristics
According to the text, a subject matter expert (SME) contains all of the following except:
A. Has precise qualifications
Deficiency of Job Incumbents as SMEs
The following was described in the text as a deficiency to using job incumbents as SMEs:
A. New jobs, or jobs that do not currently exist in an organization also need to be analyzed
Work Analyst Expertise and Job Analysis
Expertise of Work Analysts
According to the information provided, the expertise of work analysts lies in the following areas:
Subject Matter of Jobs : Work analysts have expertise in the subject matter of jobs, including the human attributes needed and the activities performed.
Organized into Six Domains : O*NET is organized into six major categories: information input, mental processes, relationships with other persons, job context, work output, and other requirements.
National Database : O*NET is a national database of worker attributes and job characteristics.
Describing Human Attributes : O*NET is used to describe the human attributes needed to perform a job.
Worker-Oriented Domains in the O*NET Conceptual Model
According to the conceptual model upon which O*NET is based, the worker- oriented domains do not include:
Occupational Requirements : Occupational requirements are not considered part of the worker-oriented domains.
Work Force Characteristics : Work force characteristics are not part of the worker-oriented domains.
Occupation-Specific Data : Occupation-specific data is not included in the worker-oriented domains.
Applications of Work Analytic Information in I/O
Psychology
Work analytic information offers a wide range of applications in Industrial and Organizational (I/O) psychology, including:
Personnel Selection : Identification of attributes revealed by KSAOs (Knowledge, Skills, Abilities, and Other Characteristics) provides an empirical basis to determine what personnel selection tests should assess.
Compensation Determination : Grouping different positions into a job and different jobs into a job family helps determine levels of compensation.
Training Content Development : Task-oriented procedures help develop the content of training needed to perform the job.
Performance Evaluation : Identifying the most critical tasks to job success provides a basis to complete performance evaluations.
