I/O
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| Selling Style | Employee moderate in maturity | |
| Telling Style | Employee low in maturity | |
| Pariticipative Style | Employee moderate to high in maturity | |
| Delegating Style | High mature employees | |
| Mixed Standard Scale | Includes a number of items that describe good, average, or poor performance and require the rater to rate the ratee on each item as either +, -, 0 | |
| Why do you use a mixed standard scale | To overcome halo, leniency, and similar rater biases | |
| What happens when criterion contamination is eliminated | Lowers the magnitude of the coefficient | |
| Groups are more effective when: | Members have different skills and knowledge (heterogeneous) | |
| Roe's Theory | Focuses on the relationship between childhood experience and occupational choice. | |
| ERG Theory of Motivation | Existence, relatedness and growth which are the three basic needs | |
| Super's Theory | Self concept and vocational development | |
| Hollands Hexagon | RIASEC | |
| Realistic | Work outside | |
| Investigative | Think through problems | |
| Conventional | Business detail | |
| Artistic | Creative | |
| Social | Social Work; Helping People | |
| Enterprising | Persuading others | |
| RIC | SAE | |
| Organizational Development (OD) | Broad approach, socially oriented, views organization as a open system.Primary target is human and social relationships | |
| Selection Program | Reliable technique is biographical information and work samples | |
| Shift Work - Complex tasks involving short term memory | Performed better at night | |
| Loss Aversion | We weigh losses more heavily than gains | |
| Gain/Loss Theory | Complient values more by a critic | |
| Predictive Validity of Interviews | Measures of general mental ability most valid predictors across different jobs |
Quisition is a browser-based flashcard system that repeats old cards and introduces new ones at optimal time intervals. You can create your own card packs or use those developed by others.
