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This Gestalt principle of perception states that
we tend to maintain a form even if it cuts through another
Continuity
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This “test” requires you to say the color instead of the word (which are also colors); can you do it
without messing up?
Stroop Test
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This “test” requires you to say the color
instead of the word (which are also colors); can you do it without messing up?
Stroop Test
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The tendency to recall items at the end of a
sequence
Recency
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The tendency to assume that if a person is good
at one thing, s/he is good at other things
Halo Error
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Theory that explains stereotyping by proposing that we assign ourselves to ingroups which we then favor outgroups.
Social Identity Theory
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The tendency to overestimate personal
characteristics and underestimate situational characteristics when explaining
others’ behavior
Attribution Bias
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Numeric "rule" used to infer disaparte impact
4/5 Rule
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Excessive flirting, displaying pornography, and
telling dirty jokes are all examples of this form of sexual harassment
Hostile work environment
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“Practical” standard often used by courts to
determine sexual harassment
Reasonable person standard
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The restaurant Hooters tried to say that being
female is this in order to avoid losing a disparate treatment lawsuit
bona fide occupational qualification (BFOQ)
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An interpersonal influence process that attempts
to motivate others to achieve goals that represent values of the leader and/or
others (vision)
Leadership
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This approach to leadership states that leaders
possess stable characteristics that differentiate them from non-leaders
trait approach
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Of the Big Five, this trait is most strongly
correlated with leadership
Extraversion
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This leader behavior is the extent to which
leaders have regard for subordinates and build trust and respect
Consideration
-
Of the Big Five, this trait is most strongly correlated with Transformational Leadership
Openness to Experience
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Buying a car typically represents this type of
negotiation
Distributive bargaining
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This type of negotiation is characterized by a
“win-win” potential
Integrative Bargaining
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Fail to battle this
“perception” and you may reach a suboptimal agreement
Fixed Pie Perception
-
Make the first offer and you will do this to the
negotiation
Frame the Negotiation
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Giving these in smaller increments is better than giving thiese in equal increments
Concessions
-
Government’s attempt to ensure that all
individuals have equal chance for employment
Equal Employment Opportunity
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This legislation made it illegal for employers
to discriminate on the basis of race, color, religion, sex, or national origin
Title VII of the Civil Rights Act of 1964
-
This policy, stemming from an Executive Order, seeks to redress discrimination
Affirmative Action
-
If you’re below 40, don’t expect to be protected
by this “act”
Age Discrimination in Employment Act (ADEA)
-
Companies are expected to make these to disabled
individuals as long as undue hardship is not created
Reasonable accommodations
-
Type of discrimination where an employer
intended to treat an employee differently
Disaparate treatment
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Type of discrimination where a facially neutral
employment practices disproportionately affects a protected group
Disparate Impact
-
The tendency to recall items presented at the
beginning of a list
Primacy
-
Supreme Court-based “test” used to prove cases
of disparate treatment
McDonnell Douglas test
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Internal attributions are more likely when this
is low – the degree to which a person exhibits different behavior in other
situations
Distinctiveness
-
This theory of leadership proposes that
situational variables can neutralize or enhance the effects of leaders
Substitutes for leadership theory
-
This theory of leadership proposes that leaders
place followers into “in-groups” and “out-groups” based on their relationships
with them
Leader member Exchange Theory (LMX)
-
Of the four dimensions of transformational
leadership, this is closest to charisma
Idealized Influence
-
Of job satisfaction, leader satisfaction, leader
effectiveness, and follower performance, the one most strongly related to
charisma
Leader Satisfaction
-
According to the study by Judge and Piccolo
(2004), contingent reward was more strongly related to this outcome than was
transformational leadership
Follower satisfaction
-
If a buyer quickly accepts the first offer I
make, I’ve just experienced this “curse”
Winners curse
-
This “alternative” should equal your reservation
point – don’t settle for less
BATNA
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When Options are framed positively, individuals tend ot be this in terms of risk
Averse
-
Trading off on multiple issues represents this
integrative negotiation tactic
logrolling
-
Integrative agreements that are impossible to
improve upon are referred to as this
Pareto-optimal
-
Degree to which individuals will “hold tough” in
maintaining their own interests
Resistance to yielding
-
The difference between one’s reservation point
and target point
Aspiriation Range
-
Time demands and individualist orientations make these “perceptions” more likely
Fixed Pie Perception
-
This bias occurs when individuals settle for
less than their BATNA
Agreement bias
-
According to the Americans with Disabilities
Act, employers must define job functions into these categories
Essential and marginal
-
This organization is responsible for enforcing
equal employment opportunity laws
Equal Employment Opportunity Commission (EEOC)
-
This amendment to the CRA of 1964 allows for punitive
damages in cases of intentional discrimination
Civil Rights act of 1991
-
To demonstrate this, employers must show that an
employment practice is a valid predictor of performance
Business necessity
-
In addition to seniority and quantity/quality of
production, this can be used as a reason to pay men and women differently
Merit
-
According to the Americans with Disabilities
Act, these are less important duties that do not need to be performed by all
employees
Marginal job functions
-
This act prohibits employment discrimination
based on citizenship or national origin unless a person is an illegal alien
Immigrant reform and control act
-
This policy allows for the preferential hiring
of protected class members under conditions of equal qualification
Affirmative action
-
According to this Supreme Court case, HIV+
individuals and those with AIDS are protected under ADA
Bragdon v Abbott (1998)
-
According to this Supreme Court case,
correctable impairments do not constitute a disability under the ADA
Sutton v United Airlines (1999)
-
Managers evaluating performance usually measure
one of these three broad criteria
attributes, behaviors, or objective results
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