Industrial Psychology

A. Expectancy
B. Relatedness
C. Existence
D. Growth

A. The approach cannot consistently predict motivation
B. The approach makes too many assumptions of behavior
C. The approach as little or no role for any cognitive activity
D. The approach is not applicable in today’s workplace

A. Personal psychology
B. Industrial psychology
C. Human engineering
D. Organizational psychology

A. Behaviorist approach
B. Instrumental approach
C. Nature approach
D. Environmental approach

A. Instinct theory
B. Maslow’s need theory
C. Field theory
D. Metaphor theory

A. Performance=(Motivation x Ability)+ Situational constraints
B. Performance=(Motivation x Ability)- Situational constraints
C. Performance=(Motivation x Situational constraints) + Ability
D. Performance=(Motivation/Situational constraints) + Ability

A. A person will respond to whatever satisfies the lowest level unfulfilled need
B. Workers in the same department are assumed to be the same needs level
C. The behavior of the individual is unconscious and automatic
D. The employer needs to know at what need level a worker is operating

A. A method of distilling job performance into measurable units
B. A precursor to the think- aloud protocol
C. A job analysis method that focuses on specific tasks
D. A technique used to quantity job analysis information

A. Amplitude
B. Satisfaction
C. Direction
D. Learning

A. Reliance on the status quo
B. Globalization
C. Changing technologies
D. Corporate restricting