Org pysc Exam 1 part 2

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Org pysc Exam 1 part 2
2011-01-30 21:39:54
Org pysc Exam part

Org pysc Exam 1 part 2
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  1. classroom training
    teaching people how to do their jobs by explaining various job requirements and how to meet them.
  2. training
    teaching employees to acquire and improve job-related skills and knowledge.
  3. apprenticeship programs
    formal training programs on the job and classroom training usu. over a long period.
  4. cross cultural training
    way of preparing employees to live and work in another country.
  5. corporate universities
    centers devoted to handling a company's training needs full time.
  6. executive training programs
    sessions where companies try to develop top leaders in specific skills or general managerial skills.
  7. e-training
    trainin based on disseminating information online like through the internet or a company network.
  8. principles of learning
    • practices that make training effectiv
    • participation, repetition, transfer of training, feedback
  9. participation
    active involvement in the process of learning
  10. repetition
    repeating a task until learned
  11. active learning
    learner centered techniques where indivs are active participants in the learning process.
  12. transfer of training
    degree to which the skills learned during training sessions may be applied to performance of one's job.
  13. feedback
    knowledge of the results of one's behavior.
  14. 360 degree feedback
    getting feedback from multiple sources at a variety of org levels.
  15. organizational behavior management
    practice of altering behavior in orgs by administering rewards systematically.
  16. discipline
    administering punishments systematically.
  17. progressive discipline
    practice of gradually increasing severity of punishment for employees who continue exhibiting unacceptable job behavior.
  18. personality
    the unique and relatively stable pattern of behavior thoughts, and emotions shown by individuals.
  19. interactionist perspective
    view that behavior is a result of a complex interplay between personality and situational factors.
  20. person-job fit
    extent to which the traits and abilities of indivs match the requirements of the jobs they must perform.
  21. objective tests
    questionnaires and inventories designed to measure various aspects of personality.
  22. reliability
    • extent to which a test is consistent on various occasions,
    • extent to which all of its items measure the same construct.
  23. validity
    extent to which a test actually measures what it claims to measure.
  24. predictive validity
    extent to which the score on a test predicts some measure of a person's wok performance later.
  25. Big Five dimensions of personality
    • OCEAN
    • dimensions related strongly to different forms of org behavior.
  26. extraversion
    • OC(E)AN
    • tendency to seek stimulation and enjoy company of other people.
  27. agreeableness
    • OCE(A)N
    • tendency to be compassionate toward others.
  28. conscientiousness
    • O(C)EAN
    • tendency to show self-discipline, strive for competence and achievement.
  29. neuroticism
    • OCEA(N)
    • tendency to experience unpleasant emotions easily.
  30. openness to experience
    • (O)CEAN
    • tendency to enjoy new experiences and new ideas.
  31. positive affectivity
    tendency to experience positive moods and feelings in a wide range of settings/conditions.
  32. negative affectivity
    tendency to experience negative moods in a whide range of settings and under many different conditions.
  33. core self-evaluation
    people's evaluations of themselves/conclusions about themselves.
  34. self-esteem
    orverall value one places on oneself as a person.
  35. generalized self-efficacy
    person's beliefs about his capacity to perform specific tasks successfully.
  36. locus of control
    extent to which indivs feel they are able to control tings in a manner that affect them.
  37. emotional stability
    tendency to see oneself as confident, secure, and steady (opposite of neuroticism)
  38. Machiavellianism
    personality trait involving willingness to manipulate others for on's own purposes.
  39. achievement motivation
    • need for achievement
    • strength of an indivs desire to excel-succeed at difficult tasks and do them better than others.
  40. learning goal orientation
    desire to perform well b/c it satisfies an interest in meeting a challenge and learning new skills.
  41. performance goal orientation
    desire to perform well to demonstrate one's competence to others.
  42. avoidance goal orientation
    desire to achieve csuccess to avoid appearing incompetent and avoid receiving negative evaluation from others.
  43. morning persons
    indivs who feel most energetic and alert early in the day.
  44. evening persons
    indivs who feel most energetic and alert late in the day or at night.
  45. abilities
    mental and physical capacities to perform various tasks.
  46. skills
    dexterity at performing specific tasks, which has been acquired through training or experience.
  47. cognitive intelligence
    ability to understand complex ideas, adapt to the environment, learn from experience, engage in reasoning, overcome obstacles.
  48. emotional intelligence
    • ability to make accurate judgments of emotions and use such knowledge to enhance the quality of one's thinking
    • ability to recognize and regulate our own emotions, influence others and facilitate performance.
  49. practical intelligence
    adeptness at solving the practical problems of everyday life.
  50. cascading model of emotional intelligence
    • emo. intelligence influences job performance through a succession of abilities
    • ability to perceive emotions, to understand them, regulate them are linked to personality variables.
  51. physical abilities
    capacities to engage in the physical tasks required to perform a job.
  52. social skills
    ability to interact effectively with others.