psy 336 test 2

Virtual Team

A type of team in which the members, often geographically dispersed, interact through electronic communication and may never meet face to face

Hostile Environment Sexual Harassment

A legal classification of sexual harassment in which individuals regard conditions in the workplace (such as unwanted touching or off-color jokes) as offensive, often compared with quid pro quo sexual harassment

Top-Grading

A method of performance management whereby employees are graded on their overall contribution to the organization, and each year the bottom 10% of the employees are dismissed

Computer-Based Training

A method of training that utilizes computer technology (such as CD-ROM) to enhance the acquisition of knowledge and skills

Rater Motivation

A concept that refers to organizationally induced pressures that compel raters to evaluate ratees positively

9) Empirical studies on the effectiveness of top-grading to make organizations more efficient reveal top-grading is effective when used (every):

1-2 years

Schema

A cognitive approach to processing information that results in making sense of events and actions that in turn influence how decisions are made on the basis of that information

Groupthink

A phenomenon associated with team decision making in which members feel threatened by forces external to the team resulting in a deterioration in the cognitive processing of information

Social Loafing

A phenomenon identified in groups or team in which certain individuals withhold effort or contributions to the collective outcome

360-Degree Feedback

A process of evaluating employees from multiple rating sources, usually including supervisor, peer, subordinate, and self

Team

A social aggregation in which a limited number of individuals interact on a regular basis to accomplish a set of shared objectives for which they have mutual responsibility

Intelligent Tutoring Systems

A sophisticated type of computer-based training that uses artificial intelligence to customize learning to the individual

Error Management Training

A system of training in which employees are encouraged to make errors, and then learn from their mistakes

Peer Nomination

A technique of appraising the performance of coworkers by nominating them for membership in a group

Peer Ranking

A technique of appraising the performance of coworkers by ranking them on a dimension of their job behavior

Peer Rating

A technique of appraising the performance of coworkers by rating them on a dimension of their job behavior

Peer Assessment

A technique of performance appraisal in which individuals assess the behavior of their peers or coworkers; comprised of nominations ratings, and rankings

Self-assessment

A technique of performance appraisal in which individuals assess their own behavior

Person Perception

A theory that asserts how we evaluate other people in various contexts is related to how we acquire, process, and categorize information

Behaviorally Anchored Rating Scales (BARS)

A type of performance appraisal rating scale in which the scale points are descriptions of behavior

Leniency Error

A type of rating error in which the rater assess a disproportionately large number of ratees as performing well (positive leniency) or poorly (negative leniency) in contrast to their true level of performance

Central-Tendency Error

A type of rating error in which the rater assesses a disproportionately large number of ratees as performing in the middle or central part of a distribution of rated performance in contrast to their true level of performance

Halo Error

A type of rating error in which the rater assesses the ratee as performing well on a variety of performance dimensions, despite having credible knowledge of only a limited number of performance dimensions

Ad Hoc Team

A type of team created for a limited duration that is designed to address one particular problem

Creative Team

A type of team created for the purpose of developing innovative possibilities or solutions

Tactical Team

A type of team created for the purpose of executing a well-defined plan or objective

Problem-Resolution Team

A type of team created for the purpose of focusing on solving ongoing problems or issues

Contextual Performance

Behavior exhibited by an employee that contributes to the welfare of the organization but is not a formal component of an employee's job duties

Interpersonal Processes in teams

Communication= continuous (formal and informal) Conflict= should be beneficial, not competitive Cohesion= safe environment but want to avoid group think Trust= people behave to benefit each other

5 phases of team membership

Investigation- search each other out Socialization- individual assimilates to the team Maintenance- parties maximize needs Resocialization, and Remembrance

Critical Incidents

Specific behaviors indicative of good or bad job performance

5 principles of Team Work

TEAM MEMBERS MUST: Provide and accept feedback, be willing and prepared to back each other up, collectively view themselves as a group whose success depends on their interaction, foster within team interdependence, and have leaders who serve as models for others.

Shared Mental Model

The cognitive processes held in common by members of a team regarding how they acquire information, analyze it, and respond to it.

Programmed Instruction

The most basic computer-based training that provides for self-paced learning

Rater Training

The process of educating raters to make more accurate assessments of performance, typically achieved by reducing the frequency of halo, leniency and the central-tendency errors

Performance Management

The process of how an organization manages and aligns all of its resources to achieve high performance

Socialization

The process of mutual adjustment between the team and its members, especially new members

Level of Analysis

The unit or level (individuals, teams, organizations, nations, etc.) that is the object of the researchers' interest and about which conclusions are drawn from the research

5) All of the following are true regarding performance appraisal interviews EXCEPT:

Typically supervisors are not anxious about the interview with their subordinate.

Declarative Knowledge

a body of knowledge about facts and things, often compared with procedural knowledge

Procedural Knowledge

a body of knowledge about how to use information to address issues and solve problems, often compared with declarative knowledge

Melting Point Conception

a concept behind facilitating relationships among people of different cultures based on them relinquishing their individual cultural identities to form a new, unified culture as a means of coexisting, often contrasted with multicultural conception

Multicultural Conception

a concept behind facilitating relationships among people of different cultures based on them retaining their individual cultural identities as a means of coexisting, often contrasted with melting pot conception

Quid Pro Quo Sexual Harassment

a legal classification of harassment in which specified organizational rewards are offered in exchange for sexual favors, often compared with hostile environment sexual harassment

2) One approach to managing a diverse workforce is to ignore cultural differences. This "color-blind" perspective is called:

a melting-pot conception

Cultural Diversity Training

a method of training directed at improving interpersonal sensitivity and awareness of cultural differences among employees

Behavior Modeling

a method of training that makes use of imitative learning and reinforcement to modify human behavior

Business Games

a method of training that simulates a business environment with specific objectives to achieve and rules for trainees to follow

8) An executive coach is most likely to be which one for a manager?

a person external to the organization

Expatriate

a person native to one country who serves a period of employment in another country

Behavioral Criteria

a standard for judging the effectiveness of training that refers to changes in performance that are exhibited on the job as a result of training

Learning Criteria

a standard for judging the effectiveness of training that refers to the amount of new knowledge and skills acquired through training

Results Criteria

a standard for judging the effectiveness of training that refers to the economic value that accrues to the organization as a function of the new behaviors exhibited on the job

Reaction Criteria

a standard for judging the effectiveness of training that refers to the reaction or feelings of individuals about the training they received

Role Playing

a training method directed primarily at enhancing interpersonal skills in which training participants adopt various roles in a group exercise

Interactive Multimedia Training

a type of computer-based training that combines visual and auditory information to create a realistic but nonthreatening environment

Virtual Reality Training

a type of computer-based training that uses three-dimensional computer-generated imagery

4) After the training program ends, the trainers ask the trainees what they thought of the program. Did they like it? Are they glad they came? This is an example of the _____ level of training evaluation.

a. reaction b. learning c. behavioral d. results

6) An organization can train employees to take risks and be innovative yet the people who run the organization can be highly authoritative who punish risk takers. In this case there is a lack of _____ between the organization's values and its training programs.

alignment

Executive Coaching

an individualized developmental process for business leaders provided by a trained professional (the coach)

1) One characteristic of being an expert is that in your area of expertise you can perform many tasks without much cognitive effort. This characteristic is referred to as:

automaticity

9) An organization that fires employees for using disparaging words in describing other employees has placed an emphasis on which component of cultural diversity training?

behaviors

4) The two basic types of conflict found in teams are:'

beneficial; competitive

Recent research on job performance ratings indicates that all performance ratings are influenced by a "general factor." What is that factor?

contextual performance

8) Which of the following pairs of roles are least likely to be filled by the same person?

facilitator-monitor/evaluator

The Field Note revealed what factor explained the resistance of the employee to training?

fatalism about work

4) In a performance appraisal system all employees are rated on a 1 to 10 scale in which 10 equals "excellent" and 1 equals "poor." This scale is used to rate employees on several dimensions including such aspects as: quality of work, quantity of work, and initiative. This system represents a:

graphic rating scale

3) If your supervisor believes that you are very bright, and based on this assessment, rates you high on other traits (such as conscientiousness, initiative, etc.), then mostly likely he or she is committing which type of error?

halo error

2) All of the following are roles found in teams EXCEPT:

informer

1) Meso, micro, and macro all are types of :

levels of analysis

8) Some managers resist use of the forced-distribution method of performance appraisal on the grounds they believe the performance of their employees is _____.

negatively skewed

6) An organization states in its employee handbook that all employees will have their job performance evaluated every year on the anniversary date of their hire. An employee is hired, works for 22 months without ever being formally evaluated, then is fired for alleged "poor job performance.' The former employee could then sue the organization on the grounds of:

negligence

1) Performance appraisal is a component of:

performance management

2) Performance appraisal can be used for all of the following I/O psychology functions EXCEPT:

personnel research

3) Jason is an executive vice-president of the eastern division of company XYZ. He occasionally meets with Rachel, who is an assistant manager in the northern division of XYZ, to provide her with both job-related guidance and psychosocial support. Jason is most likely Rachel's:

protégé

6) In an effective team, team leaders:

provide and accept feedback

5) A company spends $20,000 on a training program aimed at reducing industrial accidents. After training, the company saves $100,000 in lost time from work among injured employees. This is an example of the _____ level of training evaluation

results

10) _____ is the ability of team members to develop a common understanding of the problem as well as a strategy for solving it.

shared mental model

Compared to novices, the mental models of experts are _____.

slower, but more accurate

9) The average level of a team member's ability to make accurate decisions is referred to as:

staff validity

5) The general level of how much a given team knows about the task at hand is called:

team informity

7) Research on comparing team-based work to individually-based work has found:

teams are one way for organizations to conduct work

Knowledge Compilation

the body of knowledge acquired as a result of learning

Transfer of Training

the degree of generalizability of the behaviors learned in training to those behaviors evidenced on the job that enhance performance

Learning

the process by which change in knowledge or skills is acquired through education or experience

Management Development

the process by which individuals serving in management of leadership positions are trained to better perform the job

Training

the process through which the knowledge and skills of employees are enhanced

10) What is "alignment" in performance management?

the relationship between the goals of the organization and the goals of individuals

3) What is the most fragile aspect of a team?

trust

Protege

typically a younger and less experienced person who is helped and developed in job training by a more experienced person

Mentor

typically an older and more experienced person who helps to professionally develop a less experienced person

Sexual Harassment

unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment