Expert Answers

  1. _______________________ is a performance feedback system that takes ratings from self, subordinates, peers, and supervisors.
  2. If you received a performance report that had all the same high score under every rating attribute, this would be called a __________ error.
  3. What is the mean for this data set of numbers 85, 72, 92, 88, 90, 60, 45, 76?
  4. You were asked to measure pushup of a group of seventh graders, what is the mode score of this data set: 25, 27, 44, 42, 36, 27, 41, 48, 33, 27?
  5. Study participants who perform better when being observed is often blamed on the _______________ effect.
  6. According to the Yerkes Dobson model, when stress is low performance is ________ , and when stress is _________ performance is poor.
  7. To control rater bias in a performance rating system organizations are recommended to conduct proper training of raters and _____________________.
  8. A _________________ is needed to describe what someone does at work.
  9. The letter “O” stand for _____________ on the acronym KSAO.
  10. ____________________ convinced the army to use psychological tests during World War I.
  11. ____________________ was particularly interested in the selection of employees and the use of the new psychological tests.
  12. The basic philosophy of the ethical code is that psychologists should do their best to ______________   _________________     ___________    _____________ through their professional work.
  13. A _______________ is an attribute or characteristic of people or things that can vary (take on different values).
  14. _________________ is the consistency of measurement across repeated observations of a variable on the same subject.
  15. _______________   ______________ allow us to draw conclusions that generalize from the subjects we have studied to all the people of interest by allowing us to make inferences based on probabilities.
  16. The ______________   _______________   ______________ allows for the simultaneous assessment of the job requirements.
  17. The major difference between job analysis and job evaluation is that job evaluation determines the _____________   _____________ for different jobs by mathematically combining job information.
  18. ______________ measures are counts of various behaviors (e.g., number of days absent from work) or the results of job behaviors (e.g., total monthly sales).
  19.  ___________measures are ratings by people who should be knowledgeable about the person’s job performance.
  20. Researchers have found that those individuals who received lower ratings from others and rated themselves low as well had the _____________ reaction to feedback, suggesting that if one knows one’s performance is poor to have this belief corroborated is _________ helpful.
  21. Research has consistently shown that ______________   ____________   ____________ are valid predictors of  job performance across a large number of different kinds of jobs.
  22. ________________  _________________ is defined as the ability to control and recognize emotions in oneself and in others.
  23. ______    __________ is the belief someone has in themselves to perform a task well.
  24. Your professor has assigned you to an eight person team and you noticed that not everyone is doing their fair share. What group phenomenon is occurring? _____________     ________________
  25. If you really like your supervisor, they most likely would be considered to having  _____________ power.
  26. The ____________   ______________  theory considers job satisfaction and dissatisfaction to be separate factors rather than opposite ends of the same continuum.
  27. If you were asked to compare two different averages, the statistical test you would perform would be the _______ test
  28. A training method in which the trainee first observes someone executing a behavior and then practices it.
  29. ____________  _____   ______________  is the psychological principle that a rewarded behavior will be more likely to reoccur and a punished behavior will be less likely to reoccur.
  30. _________________    ________________ theory considers leader effectiveness to be a joint outcome of the leader and the leadership situation.
  31. A statistician is sought after by organizational leaders because of her knowledge in statistics. She is highly regarded by others because of her knowledge. She would be considered to have _____________ power.
  32. A ____________    ______________ job analysis focuses on characteristics needed to perform the job.
  33. Employees at Google work in teams and the leadership collaborates with its workers. These leaders subscribe to Theory ___ approach .
  34. In your office, a leader closely watches your progress and has the setting is strict with a bureaucratic process , this leadership approach would most likely be Theory ____.
  35. ________________     _____________________is a family of techniques designed to help organizations.
  36. ________________ leadership theory deals with leaders who have considerable and unusual influence over their followers, or in other words are charismatic.
  37. ______________  power is the ability of the supervisor to punish subordinates with disciplinary actions, fines, firing, or salary reductions.
  38. In your office where you work, there is an employee that is really good with anything to do with computer and software applications. This individual has a big influence on the team. Because of this individuals strong computer skills, they would be considered to have  ____________ power.
  39. According to Janis, ________________is likely to occur in highly cohesive groups with strong leaders when the social pressures to maintain conformity and harmony in the group take precedence over sound decision making.
  40. ______________ is a distressed psychological state that an employee might experience after being on the job for a long period of time.