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branch of psychology that studies the interactions between people working in organizations and the effects of those interactions on productivity
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A leadership style characteristic of leaders who focus on supervision and organizational goals achieved through a system of rewards and punishments; maintenance of the organizational status quo
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process in which an organization tries to achieve greater overall efficiency by reducing the number of employees
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branch of psychology that studies job characteristics, applicant characteristics, and how to match them; also studies employee training and performance appraisal
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traits that employers cannot use to discriminate in hiring, benefits, promotions, or termination; these traits are fundamental to one’s personal identity (e.g. skin color and hair texture)
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theory of management that analyzed and synthesized workflows with the main objective of improving economic efficiency, especially labor productivity
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an effect that is an increase in performance of individuals who are noticed, watched, and paid attention to by researchers or supervisors
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assumes workers are people who seek to work hard and productively; managers and workers can find creative solutions to problems; workers do not need to be controlled and punished
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assumes workers are inherently lazy and unproductive; managers must have control and use punishments
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