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Contemporary Topics HRM Quiz | Toegepaste Arbeids- & Organisatiepsychologie | Thomas More
Gebruik de 27 oefenvragen om jezelf voor te bereiden en te testen of je de leerstof kent.
Voorbeeld (8 van de 27 oefenvragen)
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DownloadWhy should we focus on fairness in decision-making?
Omdraaien
About 50% of our decisions turn out to be suboptimal.
Fairness in decision-making leads to better performance, less turnover, boosted commitment and trust, more positive and less negative emotions and better overall health.
What is extra-role behavior? How does it get enhanced?
Omdraaien
Extra-role behavior is taking on more jobs/tasks within your position, outside of your current job description.
By fairness in decision-making, we feel more organizational identification, which leads to psychological engagement, which then leads to behavioral engagement, where we find better general performance and more extra-role behavior
Explain Greenberg's model theory.
Omdraaien
When we experience unfairness or when we feel like we've been treated unjust, we experience negative emotions, that lead to unhealthy behavior (such as less sleeping, drinking, etc.). That can cause negative bodily reactions and lead to physical and mental illness (i.e. burn-out).
How do we enhance fair decision-making in general? Explain very briefly.
Omdraaien
By focussing on:
1) Distributive justice: How fair is the outcome?
2) Procedural justice: How fair is the procedure?
3) Interpersonal justice: How fair is the treatment?
4) Informational justice: How fair is the communication?
What criteria does procedural justice entail?
Omdraaien
1) Voice: Are opinions being taken into account? Being heard?
2) Accuracy: Are the decisions based on factual information?
3) Consistenty: Are the decisions being made based on the same criteria every time?
4) Bias-suppression: Are the decisions being made in a neutral manner?
5) Ethicality: Are the decisions made with a moral motive? In an ethical manner?
6) Correctability: Can decisions be undone if necessary?
What is the difference between equality and equity? Give an example in the workplace.
Omdraaien
Equality is giving everyone a bonus, regardless of their performance (differences). Equal treatment.
Equity is giving those who have better performances a bonus. Fair treatment.
What is the correlation between distributive and procedural justice? Give an example.
Omdraaien
When distributive justice is low, procedural justice matters. When the outcome isn't to your liking, it's important that it was made in a fair way (based on the 6 criteria of procedural justice).
When 5 people apply for a promotion, and only 1 gets it, 4 people will be dissapointed or mad. So, it's important that the manager can prove to the candidates how the decision was made. The employees' satisfaction (and motivation) after decision-making is very important. The manager needs to be sincere, otherwise the employees won't care to hear the explanation.
Give 3 methods to enhance fairness for each of these parties (9 total): organization, leader and employee.
Omdraaien
Leader:
- Insights, knowledge and training
- Being Agreeable and Emotionally stable boosts PJ, INF J and INT J
- Self-control and not being exhausted causes more fairness (less depletion)
Organization:
- Centralization lowers procedural fairness so decentralizing decisions can highten it
- Smaller teams boost procedural fairness
- Smaller organizations boost INT J and INF J
Employee:
- Helping others makes leaders treat you more fairly
- Being Agreeable enhances PJ, Int. J and Inf. J.
- Being Conscientious boosts procedural justice
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Why should we focus on fairness in decision-making?
Vul het antwoord in:
Controleer antwoordAntwoord:
About 50% of our decisions turn out to be suboptimal.
Fairness in decision-making leads to better performance, less turnover, boosted commitment and trust, more positive and less negative emotions and better overall health.
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Vraag:
What is extra-role behavior? How does it get enhanced?
Vul het antwoord in:
Controleer antwoordAntwoord:
Extra-role behavior is taking on more jobs/tasks within your position, outside of your current job description.
By fairness in decision-making, we feel more organizational identification, which leads to psychological engagement, which then leads to behavioral engagement, where we find better general performance and more extra-role behavior
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Vraag:
Explain Greenberg's model theory.
Vul het antwoord in:
Controleer antwoordAntwoord:
When we experience unfairness or when we feel like we've been treated unjust, we experience negative emotions, that lead to unhealthy behavior (such as less sleeping, drinking, etc.). That can cause negative bodily reactions and lead to physical and mental illness (i.e. burn-out).
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Vraag:
How do we enhance fair decision-making in general? Explain very briefly.
Vul het antwoord in:
Controleer antwoordAntwoord:
By focussing on:
1) Distributive justice: How fair is the outcome?
2) Procedural justice: How fair is the procedure?
3) Interpersonal justice: How fair is the treatment?
4) Informational justice: How fair is the communication?
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Vraag:
What criteria does procedural justice entail?
Vul het antwoord in:
Controleer antwoordAntwoord:
1) Voice: Are opinions being taken into account? Being heard?
2) Accuracy: Are the decisions based on factual information?
3) Consistenty: Are the decisions being made based on the same criteria every time?
4) Bias-suppression: Are the decisions being made in a neutral manner?
5) Ethicality: Are the decisions made with a moral motive? In an ethical manner?
6) Correctability: Can decisions be undone if necessary?
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Vraag:
What is the difference between equality and equity? Give an example in the workplace.
Vul het antwoord in:
Controleer antwoordAntwoord:
Equality is giving everyone a bonus, regardless of their performance (differences). Equal treatment.
Equity is giving those who have better performances a bonus. Fair treatment.
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Vraag:
What is the correlation between distributive and procedural justice? Give an example.
Vul het antwoord in:
Controleer antwoordAntwoord:
When distributive justice is low, procedural justice matters. When the outcome isn't to your liking, it's important that it was made in a fair way (based on the 6 criteria of procedural justice).
When 5 people apply for a promotion, and only 1 gets it, 4 people will be dissapointed or mad. So, it's important that the manager can prove to the candidates how the decision was made. The employees' satisfaction (and motivation) after decision-making is very important. The manager needs to be sincere, otherwise the employees won't care to hear the explanation.
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Vraag:
Give 3 methods to enhance fairness for each of these parties (9 total): organization, leader and employee.
Vul het antwoord in:
Controleer antwoordAntwoord:
Leader:
- Insights, knowledge and training
- Being Agreeable and Emotionally stable boosts PJ, INF J and INT J
- Self-control and not being exhausted causes more fairness (less depletion)
Organization:
- Centralization lowers procedural fairness so decentralizing decisions can highten it
- Smaller teams boost procedural fairness
- Smaller organizations boost INT J and INF J
Employee:
- Helping others makes leaders treat you more fairly
- Being Agreeable enhances PJ, Int. J and Inf. J.
- Being Conscientious boosts procedural justice
Jouw antwoord:
input text value
Vraag opnieuw antwoorden
Ontgrendel alle 27 oefenvragen
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Oefenvragen makenInformatie
In deze Engelse quiz worden vragen gesteld over Contemporary Topics HRM 2020-2021. De cursus behandelt 3 topics: 1) justice/fairness in decision-making and well-being, 2) negotations, 3) sexual behavior and romantic relationships in the workplace.
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Aantal
27 oefenvragen
Populariteit
1x verkocht
Taal
English
Gemaakt op
24-01-2021
Opleiding
Hogeschool / Thomas More / Toegepaste Psychologie / Contemporary Topics HRM
Documenten
Contemporary Topics HRM | Toegepaste Arbeids- & Organisatiepsychologie | Thomas More
Bekijk alle 27 oefenvragen
-
Why should we focus on fairness in decision-making?
About 50% of our decisions turn out to be suboptimal.
Fairness in decision-making leads to better performance, less turnover, boosted commitment and trust, more positive and less negative emotions and better overall health. -
What is extra-role behavior? How does it get enhanced?
Extra-role behavior is taking on more jobs/tasks within your position, outside of your current job description.
By fairness in decision-making, we feel more organizational identification, which leads to psychological engagement, which then leads to behavioral engagement, where we find better general performance and more extra-role behavior -
Explain Greenberg's model theory.
When we experience unfairness or when we feel like we've been treated unjust, we experience negative emotions, that lead to unhealthy behavior (such as less sleeping, drinking, etc.). That can cause negative bodily reactions and lead to physical and mental illness (i.e. burn-out). -
How do we enhance fair decision-making in general? Explain very briefly.
By focussing on:
1) Distributive justice: How fair is the outcome?
2) Procedural justice: How fair is the procedure?
3) Interpersonal justice: How fair is the treatment?
4) Informational justice: How fair is the communication? -
What criteria does procedural justice entail?
1) Voice: Are opinions being taken into account? Being heard?
2) Accuracy: Are the decisions based on factual information?
3) Consistenty: Are the decisions being made based on the same criteria every time?
4) Bias-suppression: Are the decisions being made in a neutral manner?
5) Ethicality: Are the decisions made with a moral motive? In an ethical manner?
6) Correctability: Can decisions be undone if necessary? -
What is the difference between equality and equity? Give an example in the workplace.
Equality is giving everyone a bonus, regardless of their performance (differences). Equal treatment.
Equity is giving those who have better performances a bonus. Fair treatment. -
What is the correlation between distributive and procedural justice? Give an example.
When distributive justice is low, procedural justice matters. When the outcome isn't to your liking, it's important that it was made in a fair way (based on the 6 criteria of procedural justice).
When 5 people apply for a promotion, and only 1 gets it, 4 people will be dissapointed or mad. So, it's important that the manager can prove to the candidates how the decision was made. The employees' satisfaction (and motivation) after decision-making is very important. The manager needs to be sincere, otherwise the employees won't care to hear the explanation. -
Give 3 methods to enhance fairness for each of these parties (9 total): organization, leader and employee.
Leader:
- Insights, knowledge and training
- Being Agreeable and Emotionally stable boosts PJ, INF J and INT J
- Self-control and not being exhausted causes more fairness (less depletion)
Organization:
- Centralization lowers procedural fairness so decentralizing decisions can highten it
- Smaller teams boost procedural fairness
- Smaller organizations boost INT J and INF J
Employee:
- Helping others makes leaders treat you more fairly
- Being Agreeable enhances PJ, Int. J and Inf. J.
- Being Conscientious boosts procedural justice -
What is the influence of ability, benevolence and integrity on the different types of justice? Also explain briefly what they mean.
-
What are the consequences of a procedural justice climate and an interpersonal justice climate?
-
What's the difference between a job demand and job resources?
-
What are the types of prevention? Give an example using a sexual assault and/or sexual strategic behavior case in the workplace.
-
How does one get the most out of negotations? Give 4 items.
-
What's the difference between distributive and integrative bargaining?
-
What is the process of negotiation?
-
What are individual differences in negotations and what are their effect on negotiating?
-
Explain gender and culture in negotiations
-
Give 4 emotions and their consequences during negotiations.
-
How do lower individual differences in negotiation?
-
What effect does trust have?
-
How do we repair trust? Give examples of/explain your methods.
-
What type of the self occur at what point of negotations?
-
Name 5 factors that facilitate unethical behavior in negotiations
-
What is the difference between sexual strategic behavior and sexual harassment?
-
Name 3 positive and 3 negative consequences of a romantic relationship at the workplace.
-
Explain policies in a case of sexual harassment at the workplace.
-
Name 2 positive and 2 negative consequences of the #MeToo movement.
Verkoper
[OPNIEUW BESCHIKBAAR] Bachelor in de Arbeids- & Organisatiepsychologie. Full-time HRIT Consultant.
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