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Organizational Psychology > 1. Introduction > Flashcards

1. Introduction Flashcards

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1
Q

Define “Organizational Psychology”

A

the science that studies the
behaviour of individuals
in organizational setting

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2
Q

What is the object of OP?

A

predicting problems
solving problems
understanding/explaining

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3
Q

What is the AIM of OP?

A

traditionally:

  • profit
  • productivity

recently:

  • personal development
  • quality of life at work
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4
Q

Name several characteristics of the “Organization”

A

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
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5
Q

“The effect of wearing a suit”

A

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

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6
Q

Which scientist found evidence for the importance of clothing in first impressions?

A

Kaiser 1990

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7
Q

Which scientist found evidence for the importance of body posture regarding self-confidence?

A

Brinol et al. 2009

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8
Q

Name examples of closed organizations

A

army, prison, mental hospital

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9
Q

Name characteristics of closed organizations

A 
SLECC
Strict rules
Limited communication with outside
Extreme socialisation
Closed limits
Coercion, discipline
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10
Q

Differentiate between FORMAL ORGANIZATIONS and SOCIAL GROUPS

A

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
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11
Q

Name the three levels of analysis.

A

INDIVIDUALS
GROUP
ORGANIZATION (structure/procedure)

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12
Q

The INDIVIDUAL level of analysis.

A

“how the employee thinks, feels”

  • personality
  • stress
  • motivation
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13
Q

The GROUP level of analysis.

A

“how employees relate to each-other when working in a group”

  • conflicts
  • teamwork
  • leadership and power
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14
Q

The ORGANIZATIONAL level of analysis.

A
  • organizational culture, structure, change

JUSTICE

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15
Q

Name significant types of emerging tech…

A

AI, VR, blockchain, Robots, IoT, 3D printing, drones

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16
Q

Why is emerging tech a problem for the job market?

A

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

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17
Q

W/O psychologists have a ____ % chance of being automated

A

1,2%

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18
Q

Which jobs are at risk of disappearing?

A

farmers, cashiers, drivers

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19
Q

Which jobs are “not safe” from automation?

A

doctors, lawyers, financial analysts

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20
Q

Define “big data”

A

Data whose complexity, scale and diversity requires new

    • techniques
    • analytics
    • algorithms

to manage it.

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21
Q

What are “people analytics”?

A

method of analytics, that helps managers make decisions about their workforce

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22
Q

Why is effective data management so critical?

A

better insight about employees

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23
Q

Technology and innovation in W/O Psychology.

A

HR chatbots
Therapy chatbots
annual self-assessment

24
Q

Evidence for the benefits of technology and innovation in W/O psychology

A

computer-based personality judgements are more accurate than those made by humans.

25
Q

Criticism of technology and innovation in W/O Psychology.

A
  • theory/scientific method becomes redundant
  • intepretational shortcomings e.g. finding illusory correlations
  • racial/gender bias in AI programs
  • AI –> new type of phrenology?
26
Q

Describe “the gig economy”

A
  • online platform, directly connects customer to worker
  • flexible time
  • platform-mediated payment
  • task-based compensation
27
Q

What does “the gig economy” disrupt?

A

traditional employer-employee relationships

28
Q

Implications of increasing societal age diversity?

A
  • 4 generations working at same time
  • age influences work outcome
  • ## cross-generational leadership
29
Q

What would cross-generational leadership require?

A
  • reducing stereotypes

- job redesign

30
Q

Recent developments in the workplace: consequences?

A
  • blurring of work/life domains

- desire for better work-life-balance

31
Q

How is the way we work changing?

A
  • short-term
  • on-demand
  • flexible
  • skill-based
  • driven by data and algorithms
  • replaced by machines
32
Q

Work skills for the future?

A
  • analytical data
  • complex problem-solving
  • new-media communication
  • coordinating with others
33
Q

What is I/O Psychology?

A

Industrial/Organizational Psychology

34
Q

I/O Psychology main application?

A

Personnel selection

35
Q

Examples of job titles in I/O Psychology

A
  • HR-Director
  • Professor
  • Behavioural Scientist
  • Industrial relations officer
36
Q

I/O Psychology: INDUSTRIAL elements

A

SCCRTP

Selection
Compensation
Classification
Recruitment
Training
Performance appraisal
37
Q

I/O Psychology: ORGANIZATIONAL elements

A

MOLGS

Motivation
Occupational stress
Leadership
Group performance
Socialization
38
Q

I/O Psychology: Areas of concern…

A

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

39
Q

When was the first I/O textbook published?

A

1913

40
Q

When did the first metal tests for job placement take place?

A

1017

41
Q

When did the Hawthorne Studies begin?

A

1924

42
Q

When does I/O Psychology become adopted by APA?

A

1970

43
Q

Summarise “the Hawthorne Effect”

A

the mere practice of observing behavior, alters said behavior

44
Q

Who conducted the Hawthorne Experiments?

A

Elton mayo

45
Q

Who is Elton Mayo?

A

Psychologist
Sociologist
harvard Business School Professor

46
Q

Where did the Hawthorne Studies take place?

A

Chicago

47
Q

Describe the aims and methodology of the Hawthorne Studies.

A

Examination: effect of fatigue/monotony on productivity

IV: breaks, work hours, temperature, humidity

48
Q

Hawthorne Studies: what were the criticisms?

A

insufficient scientific rigor
sample too small
no control group
certain subjects replaced with “more cooperative” subjects

49
Q

Hawthorne Studies: Implications?

A

found: POWER of social relations in workplace

Movement to interpersonal organisation

50
Q

Besides the Hawthorne Studies, name other experiments that helped form HR theory.

A

IRMP

Illumination studies
Relay assembly test experiments
Mica-splitting test group
Plant interview program

51
Q

Describe the Illumination Studies (1924-27)

A

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
52
Q

Describe the Relay assembly test Experiments (1927-29)

A

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

53
Q

describe the Mica-Splitting Test Group. (1928-31)

A
  • output vs work condition changes
  • results: productivity increases 15%
  • conc: non-pay factors also relevant, output is based on social dynamics
54
Q

Describe the Plant Interview Program (1925-1932)

A

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

55
Q

Summarise the PRINCIPLES of HR Theory.

A
  • shift in emphasis: Task –> worker
  • creative, cognitive, emptional aspects
  • dyadic communication
  • social relationships at heart of org. behavior
56
Q

Historical Evolution of HR Theory.

A

rational –> cognitive factors –> emotion

Organizational Psychology (9 decks)

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