spotlight questions
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expose a decision to public scrutiny and full transparency
Face validity
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what an assessment instrument superficially appears to examine (what the
questions seem to be asking about)
operant conditioning
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is the control of behavior by manipulating its consequences (person works
overtime-->boss praises-->works overtime again)
Eustress
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constructive stress that results in positive outcomes
motivation
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level and persistence of effort
-high --- = hard working
Emotion and Mood contagion
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the spillover of one's emotions and mood onto others
fundamental attribution error
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overestimates internal factors and underestimates external factors as
influences on someone's behavior
Contrast effect
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the tendency to assign meaning to something by contrasting it with another
event/person (ex: compared with other employees, one employee's
performance may be better)
Effective manager
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helps others achieve high levels of both performance and satisfaction
attribution theory factors
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distinctiveness (how consistent behavior is across situations), consensus
(how likely people respond the same way), consistency (same behavior
across time)
job enrichment
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taking tasks like setting targets or evaluating outcomes and letting
employee do it instead of manager
Projection
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the tendency to assign or project one's own personal attributes onto other
individuals and to assume others would think the same ("anyone would be
angry in this situation")
Selective screening
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allows only a portion of available information to enter our perceptions
Give this one a try later!
expose a decision to public scrutiny and full transparency
Face validity
,Give this one a try later!
what an assessment instrument superficially appears to examine (what the
questions seem to be asking about)
operant conditioning
Give this one a try later!
is the control of behavior by manipulating its consequences (person works
overtime-->boss praises-->works overtime again)
Eustress
Give this one a try later!
constructive stress that results in positive outcomes
motivation
Give this one a try later!
level and persistence of effort
-high --- = hard working
Emotion and Mood contagion
,Give this one a try later!
the spillover of one's emotions and mood onto others
fundamental attribution error
Give this one a try later!
overestimates internal factors and underestimates external factors as
influences on someone's behavior
Contrast effect
Give this one a try later!
the tendency to assign meaning to something by contrasting it with another
event/person (ex: compared with other employees, one employee's
performance may be better)
Effective manager
Give this one a try later!
helps others achieve high levels of both performance and satisfaction
attribution theory factors
, Give this one a try later!
distinctiveness (how consistent behavior is across situations), consensus
(how likely people respond the same way), consistency (same behavior
across time)
job enrichment
Give this one a try later!
taking tasks like setting targets or evaluating outcomes and letting
employee do it instead of manager
Projection
Give this one a try later!
the tendency to assign or project one's own personal attributes onto other
individuals and to assume others would think the same ("anyone would be
angry in this situation")
Selective screening
Give this one a try later!
allows only a portion of available information to enter our perceptions
