Work Psychology Understanding Human Behaviour In The Workplace 4th Edition Joanne Silvester, Fiona Patterson, Ivan Robertson, Cary L. Cooper, Bernard Burnes - Solutions

When and how is pay a motivator?
In what ways have motivation theories based on individual differences in personality and self-identity advanced our understanding of work behaviour?
It is often claimed that goal-setting is a theory of motivation which works.Examine whether it works better in some situations than others.
In what ways, if any, do academic theories of motivation improve upon socalled‘common sense’?
Examine the usefulness of need theories in understanding and predicting behaviour at work.
Describe three characteristics of jobs that have recently been identified as being important in job redesign.
Suggest three limitations of the JCM as a framework for job redesign.
Draw a diagram which represents the main features of the job characteristics model (JCM).
What self-regulatory strategies are features of an action orientation?
Name and define the five types of motivation suggested by Leonard et al.(1999).
What are the key differences between performance goal orientation and learning goal orientation?
Draw a simple diagram that shows the key elements of goal-setting.
Name and define three kinds of organisational citizenship behaviour and two kinds of perceived injustice at work.
Define valence, instrumentality and expectancy. According to Vroom, how do they combine to determine motivation?
What are the components of the motivation to manage?
List five features of the ‘self-actualising’ person.
Suggest three ways in which Maslow’s hierarchy of needs theory might helpfully be amended.
Describe the key features of the theory X and theory Y ‘common-sense’ views of motivation.
Apply concepts from the job redesign literature to Simon’s job. Do they explain why he is not motivated?
To what extent does each theory provide guidance to Katherine Walker about what she should do? What actions would they recommend?
Review the motivation theories discussed in this chapter. How would each one describe and explain the problems with Simon Lucas’s motivation?
Show how behaviourist concepts may be incorporated into more general theories such as social cognitive theory.
Critically evaluate the OB Mod approach to work performance and discuss its ethical basis.
What is modelling behaviour?
Outline the concept of ‘reciprocal determinism’.
What is the reversal or ABAB design?
Give details of the study carried out by Zohar and Fussfeld (1981), involving the application of behaviourist principles.
What are the two items that need to be identified when functional analysis of behaviour is carried out?
Explain why punishment does not work under most circumstances.
Why is behaviour based on partial reinforcement more persistent than behaviour based on continuous reinforcement?
Give an example of operant conditioning.
Give an example of classical conditioning.
Make suggestions about how Barry might have gone about achieving his goal by a more successful route, using OB Mod techniques.
Using the concepts and terminology of behaviour modification, explain what went wrong and why.
To what extent does the research evidence about organisational commitment suggest that managers in organisations should care about how committed their staff are?
Examine how much is known about what factors determine either job satisfaction or organisational commitment.
In what circumstances do attitudes determine behaviours at work?
Define organisational commitment and its component parts.
Briefly describe three general phenomena that can influence job satisfaction.
Draw a diagram to show the theory of planned behaviour, and define its key concepts.
List the features of a persuasive message which affect the success of that message.
List the features of the communicator of a persuasive message which affect the success of that message.
Compare and contrast Likert and Thurstone attitude scaling.
Why are attitudes useful for a person?
Define three aspects of an attitude.
Discuss how a multinational organisation might address the issue of consistency in the assessment of applicants from different cultures.
If interpersonal assessment is vulnerable to bias and subjectivity, why do organisations continue to use it?
Multi-source feedback (MSF) has been proposed as an improvement on traditional appraisal systems. Why is this so, and what evidence is there to support such a view?
Assessment centres demonstrate good levels of criterion-related validity, but researchers are not sure why. Describe how an assessment centre works and the arguments that have been proposed to explain the effectiveness of assessment centres.
Compare and contrast the validity and utility of interpersonal assessment decisions based upon observation of behaviour compared with those derived from psychometric questionnaires.
How can we make interpersonal assessment more objective and reliable?
What are the main difficulties when assessing behaviour in cross-cultural contexts?
What is person–organisation fit and why is it important for assessment?
What are the key differences between assessment for selection and assessment of performance in an appraisal context?
What has been referred to as the enigma of assessment centres?
Define an assessment centre.
Why should managers avoid using non-behaviours to feed back to employees?
How would you create a behaviourally anchored rating scale?
Why is it important to train assessors?
What are the four principles of effective assessment?
Name and describe five sources of bias in interpersonal assessment.
The closing case study provides a structured question.
Discuss the advantages and disadvantages of using technology for personnel selection and assessment.
Critically review the validity evidence for contemporary personnel selection procedures.
What are the advantages and disadvantages of on-line application forms for(a) applicants, (b) organisations?
What are unique features of biodata?
What problems may apply to designing and implementing work-sample tests?
What stages are involved in developing a situational interview?
What is adverse impact in personnel selection?
How does sampling error distort validation studies?
What selection methods are used in assessment centres?
Outline the key stages in the selection process. Discuss the practical problems associated with validating selection procedures in organisations.
You have been asked to design a job analysis process for the role of politician.Describe the techniques you might use and how this will inform the selection process.
Given recent changes in the nature of work and the increasing number of newly created job roles in organisations, discuss the relative effectiveness of job analysis techniques and suggest how psychologists might improve them.
What are the main items of information needed in order to calculate the financial utility of a selection procedure?
What are the differences between face, content and construct validity, and how is each type of validity assessed?
Describe a predictive validity study for a selection process and explain the associated practical problems they present in organisations.
Describe the criteria you would use to make the decisions about which job analysis technique to use in practice.
What are behavioural indicators in competency models and how are they used?
What are competencies and competency analysis? Describe how they are used in organisations and for what purposes.
Draw a diagram of the personnel selection design and validation system.
For what purposes can job analysis outputs be used in organisations?
Outline three job analysis techniques and describe the relative advantages and disadvantages of each.
What evidence is there that emotional intelligence is distinct from traditional conceptualisations of personality and intelligence?
Discuss the extent to which the ‘Big Five’ provide a comprehensive picture of human personality.
Critically evaluate the trait-factor analytic approach to cognitive ability.
Now suggest three reasons why those test scores might have only a limited impact on work performance.
Suggest three general reasons why a person’s scores on personality and intelligence tests might influence his or her work performance.
What is emotional intelligence?
What are the ‘Big Five’ personality factors?
What are Gardner’s multiple intelligences?
Outline the role that factor analysis has played in identifying the structure of intelligence.
Are a person’s scores on tests of different cognitive abilities likely to be similar? Explain your answer.
Give examples of how cognitive ability can be assessed.
Find an article in an academic work psychology journal. Check that it reports research in which some kind(s) of data were collected. Report on the research philosophy, design, methods and data analysis techniques used, and discuss(i) whether these were appropriate given the research hypotheses or
‘It is not worth distinguishing between research designs and research methods in work psychology because the choice of design dictates the choice of method.’ Discuss.
Choose any issue in work psychology that interests you. Examine how different research designs might be used to tackle that issue. Is any one design better than the others?
What is action research?
Write a short paragraph on the differences between experimental and survey research in work psychology.
List five methods by which work psychologists obtain research information.

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Work Psychology Understanding Human Behaviour In The Workplace 4th Edition Joanne Silvester, Fiona Patterson, Ivan Robertson, Cary L. Cooper, Bernard Burnes - Solutions

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