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Questions and Answers
What is the primary focus of scientific management?
What is the primary focus of scientific management?
Taylorism, developed by Frederick Taylor, emphasizes individual relationships over objective analysis.
Taylorism, developed by Frederick Taylor, emphasizes individual relationships over objective analysis.
False
Who further developed 'Taylorism' by introducing motion study into work analysis?
Who further developed 'Taylorism' by introducing motion study into work analysis?
Frank Gilbreth
The primary characteristic of classical bureaucracy is the __________ of authority.
The primary characteristic of classical bureaucracy is the __________ of authority.
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Which of the following is NOT one of Henri Fayol’s 14 principles of management?
Which of the following is NOT one of Henri Fayol’s 14 principles of management?
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Match the following concepts with their descriptions:
Match the following concepts with their descriptions:
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Bureaucracy is considered superior due to its precision and strict adherence to rules.
Bureaucracy is considered superior due to its precision and strict adherence to rules.
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What is a key feature of the human relations movement?
What is a key feature of the human relations movement?
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Which of the following is a key recommendation for job design?
Which of the following is a key recommendation for job design?
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The job demands-resources model suggests that autonomy is the only factor to buffer stress.
The job demands-resources model suggests that autonomy is the only factor to buffer stress.
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What does the social information processing perspective emphasize regarding individuals in an organization?
What does the social information processing perspective emphasize regarding individuals in an organization?
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The biological model focuses on reducing ______ demands and improving posture to decrease discomfort and fatigue.
The biological model focuses on reducing ______ demands and improving posture to decrease discomfort and fatigue.
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Match the job design models with their primary focus:
Match the job design models with their primary focus:
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Which of the following research methods allow full control over independent variables?
Which of the following research methods allow full control over independent variables?
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Field experiments do not use experimental and control groups.
Field experiments do not use experimental and control groups.
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What plays an important role in psychological research?
What plays an important role in psychological research?
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The variables that are controlled to examine their effect on another variable are referred to as __________ variables.
The variables that are controlled to examine their effect on another variable are referred to as __________ variables.
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Match the types of interviews with their characteristics:
Match the types of interviews with their characteristics:
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What is a primary focus of action research in industrial and organizational psychology?
What is a primary focus of action research in industrial and organizational psychology?
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Questionnaires typically have high response rates, ensuring valid results.
Questionnaires typically have high response rates, ensuring valid results.
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What kind of data do interviews primarily collect?
What kind of data do interviews primarily collect?
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Field studies can be either descriptive, __________, or a combination of both approaches.
Field studies can be either descriptive, __________, or a combination of both approaches.
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Which research method provides a detailed examination of activities within an organization?
Which research method provides a detailed examination of activities within an organization?
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What is the main assumption of contingency theories of leadership?
What is the main assumption of contingency theories of leadership?
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Fiedler's Model suggests that more employee-oriented leaders are less task-oriented.
Fiedler's Model suggests that more employee-oriented leaders are less task-oriented.
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Name one of the situational moderator variables that affect leadership style effectiveness.
Name one of the situational moderator variables that affect leadership style effectiveness.
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Leader-member-exchange Theory (LMX) focuses on individual differences in the ______ between leaders and followers.
Leader-member-exchange Theory (LMX) focuses on individual differences in the ______ between leaders and followers.
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Match the following leader behaviors to their descriptions:
Match the following leader behaviors to their descriptions:
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What happens when there is a negative gap between an employee's perceived state and their goals?
What happens when there is a negative gap between an employee's perceived state and their goals?
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The vitamin model suggests that job autonomy can never cause a decline in employee well-being.
The vitamin model suggests that job autonomy can never cause a decline in employee well-being.
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Explain what the person-environment fit theory is based on.
Explain what the person-environment fit theory is based on.
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The ____ model explains stress through feedback loops that compare an employee's current state with their desired state.
The ____ model explains stress through feedback loops that compare an employee's current state with their desired state.
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Match the coping strategy with its description:
Match the coping strategy with its description:
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Which of the following best describes the job demand-resources model?
Which of the following best describes the job demand-resources model?
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When job control is high and job demands are also high, stress levels tend to decrease.
When job control is high and job demands are also high, stress levels tend to decrease.
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What are the two types of effects used in the vitamin model?
What are the two types of effects used in the vitamin model?
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What does 'organizational learning' refer to?
What does 'organizational learning' refer to?
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A learning climate only focuses on the leadership aspect of an organization.
A learning climate only focuses on the leadership aspect of an organization.
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What is double-loop learning?
What is double-loop learning?
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A positive learning culture values __________ learning.
A positive learning culture values __________ learning.
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Which of the following is NOT a key component of a learning climate?
Which of the following is NOT a key component of a learning climate?
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Match the dimensions of the Learning Organization Questionnaire (DLOQ) with their descriptions:
Match the dimensions of the Learning Organization Questionnaire (DLOQ) with their descriptions:
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Leadership reinforcement is irrelevant to employee learning opportunities.
Leadership reinforcement is irrelevant to employee learning opportunities.
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Name one factor that affects the learning climate in an organization.
Name one factor that affects the learning climate in an organization.
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Study Notes
Introduction to Industrial and Organizational Psychology
- The field studies how people behave at work and how their actions impact the organization's success and employee well-being.
- It focuses on individuals and organizations.
- Work psychology is often referred to as human resource management.
- Organizational psychology is often referred to as organizational behavior.
Human Resource Management
- Goals include supporting organizational objectives, building a high-performance culture, ensuring employee talent, and maintaining positive employee-management relationships.
- Tasks include human resource planning, job analysis, recruitment, and training.
Organizational Behavior
- It aims to understand, explain, predict, and improve human behavior within organizations.
- Study levels include individual, group, and entire organization.
- Topics include individual differences, motivation, communication, leadership, group dynamics, and organizational design.
Milestones in Industrial/Organizational Psychology
- Key developments include scientific management and classic bureaucracy.
- Taylorism focused on maximizing efficiency and productivity through studying work.
- Classic bureaucracy emphasizes features like hierarchical authority, rules/regulations, and division of labor.
Principles of Organization
- Henri Fayol developed 14 principles, emphasized the division of work and the importance of authority and discipline.
Job Analysis
- Procedures determine tasks, skills, and responsibilities needed for a job.
- Methods include observation, interviews, questionnaires, critical incident technique, and job incumbent diaries.
- Outputs include job descriptions and job specifications.
Job Satisfaction and Work Motivation
- Satisfaction: A set of cognitive and emotional responses to the job situation.
- Theories include the facet approach (focused on job aspects) and global approach (overall experience).
- Herzberg's two-factor theory (motivators and hygiene factors affecting satisfaction)
- Job characteristics model emphasizes skill variety, task identity, significance, autonomy, and feedback.
Work Design
- The design of work conditions for employees.
- Theories and perspectives include scientific management, job enrichment, sociotechnical systems theory, social information processing, job demands-control, and job characteristics model.
Mental Health and Stress
- Health as a state of complete well-being.
- Stress as a reaction to the demands of the environment.
- Key aspects of stress research include the General Adaptation Syndrome (GAS) and the Yerkes-Dodson Law.
- Stress can be managed through problem-centered strategies and emotion-centered strategies, coping mechanisms
Training and Development
- Distinguishing training (current needs) from development (future needs).
- Key instructional principles: organizing content, optimizing sequencing, engaging learners, effective practice, and developing mastery.
- Training and development process involves identifying, designing, and evaluating a program.
Teams
- Characteristics and types of teams.
- Team-building methods and leadership.
- Diversity's impact on team performance and leadership effectiveness.
Leadership
- Traits, behavioral styles, and contingency theories of leadership.
- Important concepts include transformational leadership, transactional leadership, and servant leadership.
Organizational Culture and Change
- Dimensions of organizational culture (observable artifacts, proclaimed values, deeply held assumptions).
- Organizational change and developments; various approaches and models to organizational change.
- Learning organizations; processes, and climate.
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Description
Test your knowledge about key management theories, including scientific management and classical bureaucracy. This quiz covers concepts from Taylorism to the human relations movement, challenging your understanding of job design and organizational behavior.
