1. Introduction Flashcards
Define “Organizational Psychology”
the science that studies the
behaviour of individuals
in organizational setting
What is the object of OP?
predicting problems
solving problems
understanding/explaining
What is the AIM of OP?
traditionally:
- profit
- productivity
recently:
- personal development
- quality of life at work
Name several characteristics of the “Organization”
MS. CCOLD
Made up of individuals/groups Structured social systems Continuity over time Coordination by norms Orientation to achieve SPECIFIC aims Limits Differentiation of roles, tasks and functions
“The effect of wearing a suit”
Rating of athletes: in uniform –> perceived higher professionalism, team spirit, ability
Impressions: clothing more important than personality for first impressions
Posture: body posture influences self-confidence
Which scientist found evidence for the importance of clothing in first impressions?
Kaiser 1990
Which scientist found evidence for the importance of body posture regarding self-confidence?
Brinol et al. 2009
Name examples of closed organizations
army, prison, mental hospital
Name characteristics of closed organizations
SLECC Strict rules Limited communication with outside Extreme socialisation Closed limits Coercion, discipline
Differentiate between FORMAL ORGANIZATIONS and SOCIAL GROUPS
formal:
- voluntary, free, explicit
- partial inclusion
- finite, specific aims
- individuals are limited
- roles artificially defined
social:
- natural origin
- total inclusion
- multiple, global aims
- individuals are not limited
- roles are socially/culturally established
Name the three levels of analysis.
INDIVIDUALS
GROUP
ORGANIZATION (structure/procedure)
The INDIVIDUAL level of analysis.
“how the employee thinks, feels”
- personality
- stress
- motivation
The GROUP level of analysis.
“how employees relate to each-other when working in a group”
- conflicts
- teamwork
- leadership and power
The ORGANIZATIONAL level of analysis.
- organizational culture, structure, change
JUSTICE
Name significant types of emerging tech…
AI, VR, blockchain, Robots, IoT, 3D printing, drones
Why is emerging tech a problem for the job market?
1/2 of jobs will disappear in 25 years
6/10 of children entering primary school will have job types that do not yet exist
W/O psychologists have a ____ % chance of being automated
1,2%
Which jobs are at risk of disappearing?
farmers, cashiers, drivers
Which jobs are “not safe” from automation?
doctors, lawyers, financial analysts
Define “big data”
Data whose complexity, scale and diversity requires new
- techniques
- analytics
- algorithms
to manage it.
What are “people analytics”?
method of analytics, that helps managers make decisions about their workforce
Why is effective data management so critical?
better insight about employees
Technology and innovation in W/O Psychology.
HR chatbots
Therapy chatbots
annual self-assessment
Evidence for the benefits of technology and innovation in W/O psychology
computer-based personality judgements are more accurate than those made by humans.
Criticism of technology and innovation in W/O Psychology.
- theory/scientific method becomes redundant
- intepretational shortcomings e.g. finding illusory correlations
- racial/gender bias in AI programs
- AI –> new type of phrenology?
Describe “the gig economy”
- online platform, directly connects customer to worker
- flexible time
- platform-mediated payment
- task-based compensation
What does “the gig economy” disrupt?
traditional employer-employee relationships
Implications of increasing societal age diversity?
- 4 generations working at same time
- age influences work outcome
- ## cross-generational leadership
What would cross-generational leadership require?
- reducing stereotypes
- job redesign
Recent developments in the workplace: consequences?
- blurring of work/life domains
- desire for better work-life-balance
How is the way we work changing?
- short-term
- on-demand
- flexible
- skill-based
- driven by data and algorithms
- replaced by machines
Work skills for the future?
- analytical data
- complex problem-solving
- new-media communication
- coordinating with others
What is I/O Psychology?
Industrial/Organizational Psychology
I/O Psychology main application?
Personnel selection
Examples of job titles in I/O Psychology
- HR-Director
- Professor
- Behavioural Scientist
- Industrial relations officer
I/O Psychology: INDUSTRIAL elements
SCCRTP
Selection Compensation Classification Recruitment Training Performance appraisal
I/O Psychology: ORGANIZATIONAL elements
MOLGS
Motivation Occupational stress Leadership Group performance Socialization
I/O Psychology: Areas of concern…
DDD ART EE
Defining jobs
Determining action, feelings
Designing work, tools
Assessment
Recruiting
Training
Effects: work on people, people on work
Employee Health and Safety
When was the first I/O textbook published?
1913
When did the first metal tests for job placement take place?
1017
When did the Hawthorne Studies begin?
1924
When does I/O Psychology become adopted by APA?
1970
Summarise “the Hawthorne Effect”
the mere practice of observing behavior, alters said behavior
Who conducted the Hawthorne Experiments?
Elton mayo
Who is Elton Mayo?
Psychologist
Sociologist
harvard Business School Professor
Where did the Hawthorne Studies take place?
Chicago
Describe the aims and methodology of the Hawthorne Studies.
Examination: effect of fatigue/monotony on productivity
IV: breaks, work hours, temperature, humidity
Hawthorne Studies: what were the criticisms?
insufficient scientific rigor
sample too small
no control group
certain subjects replaced with “more cooperative” subjects
Hawthorne Studies: Implications?
found: POWER of social relations in workplace
Movement to interpersonal organisation
Besides the Hawthorne Studies, name other experiments that helped form HR theory.
IRMP
Illumination studies
Relay assembly test experiments
Mica-splitting test group
Plant interview program
Describe the Illumination Studies (1924-27)
Light intensity vs worker output
results: each change –> higher output & satisfaction
- light intensity has no conclusive effect on output
- productivity has a psychological component
- researcher interaction with workers –>influenced output
Describe the Relay assembly test Experiments (1927-29)
6 women: 5 assemblers, 1 layout operator
IV: pay, length of workday/week, use of rest period, company sponsored meals
results: changes –> greater output & satisfaction
pos effects even with neg influences –> attention increases output
– strong social bonds created within group –> influenced by need for recognition, security, sense of belonging
describe the Mica-Splitting Test Group. (1928-31)
- output vs work condition changes
- results: productivity increases 15%
- conc: non-pay factors also relevant, output is based on social dynamics
Describe the Plant Interview Program (1925-1932)
PHASE 1: objective qs, 30 mins, yes/no
PHASE 2: attentive, sympathetic listening, concern for personal needs, 90mins
RESULTS: remarkable positive employee perception (no real changes)
CONC: new supervisory style improves worker morale
Summarise the PRINCIPLES of HR Theory.
- shift in emphasis: Task –> worker
- creative, cognitive, emptional aspects
- dyadic communication
- social relationships at heart of org. behavior
Historical Evolution of HR Theory.
rational –> cognitive factors –> emotion
