Leadership Z370

Job Design

Any set of activities that involve the alteration of specific job activities to improve the quality of employee job experience and motivation is called

About 40% of each employee's base salary

Approximately how much do benefits cost employers relative to each employee's base salary?

Well Criterion data is an employee performance measure

Criterion data used in employee selection is represented by:

Adverse Impact When it comes to hiring, which is where the term is normally used, adverse impact is when a disparity arises from poor hiring practices that can alienate groups of people based on their ethnicity, age, sexuality, gender, etc

Every applicant for a fire-fighter position has to climb a ladder while carrying 200 pounds of equipment. Because they usually have more upper body strength (that makes carrying heavy loads easier), men pass this test at higher levels than do women. This test would most likely be legally challenged on the basis of:

Extrinsic Rewards

Financial, material, and social rewards that come from the environment

Positive

Generally, as children grow taller, they also weigh more. This implies a _______ correlation between height and weight for children.

Intrinsic Rewards

Psychic rewards that are self granted

Predictive Data (aka deals with test scores)

Results from Selection measures such as - Cognitive ability tests - Personality tests - Knowledge tests - Interviews - Work simulations

Acquired Needs Theory

States the three needs for - achievement, affiliation, and power - are the key drivers of employee behavior, and these needs are acquired not inherited. One need often dominates over the others, and people vary in the extent to which they possess certain needs

Goal specificity

The quantifiability of a goal

Learning goal

This goal promotes enhancing your knowledge or skill

Performance goal

This goal targets a specific result

Central Tendency

To avoid all extreme judgements and rate people and objects as average or neutral (Ex: Rating an employee as average across all dimensions of performance, regardless of actual performance)

Leniency

To consistently evaluate other people in an extremely positive fashion (Ex: Rating an employee highly on all dimensions of performance regardless of actual performance)

Contrast Effect

To evaluate people by comparing them with characteristics of recently observed people (Ex: Rating an employee as average, from a comparison of the employee's performance with the exceptional performance of a few top performers)

Halo Effect

To form an overall impression about a person and then use that impression to bias ratings about same (Ex: Rating an employee positively across all dimensions of performance because the employee is so likable)

Recency Effect

To over-rely on the most recent information. If it is negative, the person or object is evaluated negatively (Ex: Rating an employee based only on the last portion of the review period)

1. Types of Rewards 2. Distribution Criteria 3. Desired Outcomes

What are the key factors in an organization rewards system?

providing consequences

What is the last component of the performance management process

Content

When _________-related validity is low, the things measured in a selection test are not actually done on the job.

Commission

Which form of compensation ties an employee's earnings directly to their sales?

Lag strategy

Which strategy involves paying below the average wage rate for the industry?

self-determination theory

Which theory assumes that our behavior and well-being are influenced by three innate needs: competence, autonomy, and relatedness?

Because workers are interdependent on each other to achieve company goals

Why might a company opt for group-based rewards?

Reliability, validity

_______________ relates to whether you trust the score for a particular assessment. ______________ relates to whether you're using the right test for the job.

Negative reinforcement

also strengthens a desired behavior by contingently withdrawing something displeasing

Pay for Performance

comprises merit and/or bonus pay based on individual, group, or organizational-level measures and involving individual, group, or organizational rewards

Intermittent reinforcement

consists of reinforcement of some but not all instances of a target behavior

Interactional Justice

describes the quality of the interpersonal treatment people receive when procedures are implemented, weakest relationship to workplace success

Feedback

information about individual or collective performance shared with those in a position to improve the situation

Coaching

is a customized process between two or more people with the intent of enhancing learning and motivating change

Equity Theory

is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships

Performance Management (PM)

is a set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations

Equity

is based on comparing ratios of outcomes to inputs

Procedural Justice

is the perceived fairness of the process and procedures used to make allocation decisions

Positive reinforcement

is the process of strengthening a behavior by contingently presenting something appealing

Extinction

is the process of weakening a behavior by ignoring it or making sure it is not reinforced

Monitoring Performance

means measuring, tracking, or otherwise verifying progress and ultimate outcomes

Equity Sensitivity

not all individuals prefer an equal ratio of inputs to outcomes

Distributive Justice

reflects the perceived fairness of the way resources and rewards are distributed or allocated

Law of Effect

says behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear

Scientific Management

that kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning

Need for Achievement

the desire to excel, overcome obstacles, solve problems, and rival and surpass others

Need for Power

the desire to influence, coach, teach, or encourage others to achieve

Need for Affiliation

the desire to maintain social relationships, be liked, and join groups

Electric Performance Monitoring

uses technology to gather, store, analyze, and report employee behavior

Positive inequity

when his or her outcome to input ratio is greater than that of a relevant comparison person

Valence

"How much do I value the outcomes I will receive by achieving my performance goals?" represents which element of Vroom's expectancy theory?

Pay that is not guaranteed and is based on performance

"Pay at risk" refers to:

Expectancy

"What are the chances of meeting my performance goal?" represents which element of Vroom's expectancy theory?

Instrumentality

"What are the chances of receiving various outcomes if I achieve my performance goals?" represents which element of Vroom's expectancy theory?

Expectancy Threory

holds that people are motivated to behave in ways that produce desired combinations of expected outcomes

Continuous reinforcement

if every instance of a target's behavior is reinforced

Negative inequity

if the comparison person enjoys greater outcomes for similar inputs

Hire the person who scores the highest on the job sample test because, the higher the correlation coefficient is, the stronger the relationship

Spacely Sprockets has done some analysis of their job testing. If the correlation coefficient for the relationship between a job sample test and job performance is +.30 and significant, then Spacely should:

Deficiency error

When students are applying for scholarships by filling out online applications, there is a power surge. Half of the data for each applicant is lost; the applications are incomplete. What kind of threat to reliability is this?

Punishment

is the process of weakening a behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive

Job characteristics model

is to promote high intrinsic motivation by designing jobs that possess the five core job characteristics