I/O Psychology Flashcards Preview

EPPP BMac > I/O Psychology > Flashcards

Flashcards in I/O Psychology Deck (336)
Loading flashcards...
181

Decentralization

Information is distributed through a multitude of functional and regional command chains. Used when business environment is changing and competitive. Allows business units to make autonomous decisions

182

Span of control

The number of subordinates under the authority of a manager

183

Authoritarian leadership

The leader makes essentially all of the decisions alone

184

Democratic leadership

Leader works with group members to make decisions

185

Administrative Model of Decision Making

Alternative to rational-Economic Decision Making Model; fast decision; bounded rationality; bounded discretion; satisficing

186

Bounded rationality

Lack of time, information, and financial resources to consider every possible alternative in real business

187

Bounded discretion

ethical or moral consideration can limit solutions considered

188

Carnegie Model

Organization elaboration of Administrative Decision-Making model; organizational goals often inconsistent with individual depts within organization; accepting satisfactory vs. optimal solution which allows avhmt of multiple goals

189

Rational-Economic Model

Systematic approach to decision-making that emphasizes a logical, step-by-step sequence in order to arrive at the best possible solution to a problem.

190

Heterogenous Teams

Generally outperform homogenous teams; better w/developing innovative solutions, but greater difficulty when task requires communication and careful coordination

191

Homogenous groups with high conscientiousness:

reduces social loafing, increases cohesion, and reduces conflict

192

Homogenous groups with high or low extraversion

can result in power struggles and lack of leadership

193

Highly heterogenous groups:

benefit from wide range of solutions, skills, and perspectives but may experience less organizational commitment, more turnover, and higher absenteeism rates

194

Highly homogenous groups:

have fewer ideas, skills and solutions, but more commitment.

195

Who works better in the short term? Homogenous or heterogenous groups?

Homogenous better in short term but heterogenous catch up in the long run

196

Communication Networks

Patterns of info transmission and exchange between and among members of teams and groups, defining who communicates with whom, to what extent, and how often

197

Centralized Communication Network

Communication travels to a central person and is redistributed; not all members have access to one another to receive info; associated w/low job satisfaction, low speed and low accuracy on complex tasks; minimal communication for high speed communication and accuracy on simple talks. Person in middle has highest level of satisfation, especially with simple task.

198

Decentralized Communication Network

Member communicate directly in point-to-point fashion, all group members involved in communication, associated w/higher satisfaction, but low speed and accuracy on simple tasks; allows for efficient and effective commuincation, increasing speed and accuracy on complex tasks

199

Which communication network is better for large groups?

Centralized more efficient with larger group (8-20 members)

200

Hersey and Blanchard's Situational Leadership Model

Leadership styles conceptualized in terms of task and relationship orientation. Optimal style is dependent upon the different levels of subordinate maturity, which is characterized by their willingness to accept responsibility.

201

Hersey and Blanchard's Employee psychological maturity

Self-confidence and self-respect: confidence and willingness to undertake assignments

202

Hersey and Blanchard's Employee job maturity

Level of job-related knowledge, skills, and abilities

203

Hersey and Blanchard's High employee maturity

Both job and psychological maturity

204

Hersey and Blanchard's Immaturity

lacking both job and psychological maturity

205

Hersey and Blanchard's Moderate Maturity

Have one (psychological or job), but lack the other

206

Hersey and Blanchard's Leadership Styles

Telling, selling, participating, and delegating

207

Hersey and Blanchard's Telling Style

Employees are less able, unwilling, and lack confidence (low maturity); leader focus is high task orientation, low relationship style, characterized by explicit task directions and close supervision

208

Hersey and Blanchard's Selling Style

Employees less able, but willing and confident (mod maturity); leader focus is high task orientation, high relationship orientation style; characterized by directions presented in persuasive, supportive manner.

209

Hersey and Blanchard's Participating Style

Employees able, but not confident or willing (mod maturity); leader focus is low task orientation, high relationship orientation style; characterized by shared ideas and responsibilities b/w leader and employees

210

Hersey and Blanchard's Delegating Style

Followers are able, willing, confident (high maturity); leader focus is low task orientation, low relationship orientation style; characterized my minimalist leadership style, while allowing employees to take responsibility for task completion and decisions