Chapter 1 Flashcards
SIOP
(Society for Industrial and Organizational Psychology). The professional organization that represents I/O psychologists in the United States
How many divisions does the APA have?
54
Approximately, how many psychologists work in I/O
about 4% of the total number of all psychologists.
Fields of I/O
Selection and placement - developing assessment methods for the section, placement, promotion of employees.
Training and Development - identifying employee skills that need to be enchanted to improve job performance.
Performance Management - enhancing the contributions of the workforce to facilitate attaining the overall goals of the organizations.
Organizational Effectiveness - Maintaining or improving the quality of the workforce, but also the quality of relationships with customer and suppliers the organization needs.
Quality of Worklife - Healthy and productive workforce.
Licensure
limits those qualified to practice psychology as defined by state law
Founding members of I/O
Walter Dill Scott
Frederick W. Taylor
Lillian Moller Gilbreth
Hugo Münsterberg
Walter Dill Scott
Of the founding members of I/O. His books Theory of advertising and The Psychology of Advertising dealt with the suggestion of influencing people and improving human efficiency with such tactics as imitation, competition, loyalty, and concentration.
Frederick W. Taylor (Exam question)
One of the founding members, Taylor realized the value of redesigning the work to achieve both higher output for the company and a higher wage for the worker. His principles of Scientific management included:
- science over rule of thumb
- scientific selection and training
- cooperation over individualism
- equal division of work best suited to management and employees.
believed people intentionally half assed their jobs
Lillian Moller Gilbreth
Pioneer who recognize the effects of stress and fatigue on workers (the human element).
Hugo Münsterberg
Founding German psychologist, using experimental methods on problems, including perception and attention.
interested in applying traditional psychological methods to practical industrial problems.
WHAT IS I/O PSYCHOLOGY?
An area of scientific study and professional
practice that addresses psychological concepts
and principals in the work world.
Industrial
Industrial Psychology focuses on measurement of job
requirements and individual’s knowledge, skills, ability,
and performance as to match individuals with suitable
jobs
Organizational
Organizational psychology is more theoretical considering
processes such as motivation and work attitudes, group
and organizational climate as well as organizational
change and development.
goal of I/O
Blending evidence based practice
Evidence Based practice
Incorporates evidence/data into practice decisions
four sources of information
Practitioner experience and judgment
Evidence from the local context
Survey of the best information/data available
Perspectives of people who are affected by the decision
W.L. Bryan
(APA President) urges
psychologists to apply psychology to
“real-life” situations (1904)
WWI
Yerkes (APA president) urges
government to allow
psychologists to contribute to
the war effort
• Yerkes is the first full-time I/O
psychologist (focus: IQ tests for
selection and classification of
soldiers)
• Yerkes used his IQ test to make
the case for harsh immigration
restrictions (however, they were biased based on western knowledge)
HAWTHORNE STUDIES
(1924) Purpose of study
• How does the physical environment affect productivity?
• Methods & Results
• Brighter lighting à Increased Productivity
• Dimmer lighting à Increased Productivity
• Placebo à Increased Productivity
Hawthorne Effect (exam)
A positive change in behavior
that occurs at the onset of an intervention
followed by a gradual decline
WWII
(1941 -1945) • Psychologists play a major role in the war
• Army General Classification Test, AGCT
• Design of aircrafts
• Major studies in morale & leadership
First masters degree/program offered during this time.
Influential factors: women joining workforce
KEY CHALLENGES FOR THE PROFESSION
- I-O Psychology needs to be relevant - we need to have skills that keeps us in demand
- I-O Psychology needs to be useful - need to be applicable to the production of industry
- I-O Psychology needs to think bigger - how can our theories affect industrialization and globalization
- I-O Psychology needs to be grounded in the scientific method - still looking a research methods
MCGREGOR’S THEORY X & THEORY Y
Theory X
Command & Control = Scientific Management
Redesign jobs or structures/change incentives/roles
People are lazy and must be directed
Theory Y Want to be involved • Can think for themselves and make decisions • Share ownership of tasks • Will find work more rewarding if given responsibilities and a variety of tasks • Have good ideas • Can engage in some level of self- management
People want to be involved and want to work, with opportunities present and the ability to move up in industry.
(Assumption 1)
ORGANIZATION AS A
SYSTEM
Treating organizations as a system (human body) (cells, organs,) (Assumption 2)
ASSUMPTION 3 (Exam)
Behavior is a function of the person and the environment B=f(PxE)
Dark Triads
(Machiavellianism)
■ Dark cynical interpretation of nature
■ Goals are based on manipulating people
■ No actions are below you—so long as you get ahead
Narcissism ■ Overly concerned with self-importance ■ Desire to be in control of people and admired by them ■ Arrogant ■ Unaffected by criticism
Psychopathy
■ Lacking any concern for others ■ Emotionally shallow
■ Sometimes, charismatic
Big 5 factors of personality
Openness Conscientiousness Extraversion Agreeableness Neuroticism
basis of most personality tests
Strength and weakness of big five
Provided key foundations for assessing and describing personality.
validated assessments are very long
MYERS BRIGGS TYPE INVENTORY (MBTI)
Based of psychological types of carl Jung EXTRAVERSION - INTROVERSION SENSING - INTUITION THINKING OR FEELING JUDGING OR PERCEIVING
IMPLICATIONS & USE OF THE MBTI
Strengths
• Self-awareness • Team building
Weaknesses • Reliability • Test-retest • Context matters! • Validity
What are you actually trying to measure with the MBTI?
• Discrete categories
• Can pigeon-hole team mem
The Hogan
The most reliable professional personality assessments
based off the 5 factor Model
Focuses not only on personality, but derailing traits and values
HPI
Human personality Index (bright side)
One of the three focuses of the Hogan.
Used seven scales to measure how people behave when they’re at their best.
Seven scales of HPI
Adjustment Ambition Sociability Interpersonal Sensitivity Prudence Inquisitive Learning Approach
HDS
Hogan Development Survey: Measures how people behave when they’re under stress and pressure (hindering)
Second focus of the Hogan
MVPI
Motives, Values, Preferences Inventory: Measures core values, goals, and interests that determine career satisfaction.
IMPLICATIONS & USE OF THE HOGAN
Strengths
Strong Validity
Good personality prediction (HPI)
Hard to fake/distort results.
CONS
Expensive
Time consuming
OUTCOMES OF JOB ANALYSIS
● Job description
○ Systematic, detailed summary of job tasks, duties
and responsibilities.
○ Assures that employees and managers are on the same page regarding who does what.
● Job specification
○ Detailed summary of qualifications needed to
perform required job tasks.
● Performance standards
○ Establishes the level of satisfactory performance.
INFORMATION COLLECTED in job analysis
● Tasks or job functions ○ What gets done on the job. ○ Essential functions. ● Scope of responsibility ○ Supervision received. ○ Supervision provided. ● Tools and equipment used on the job ○ Computer software. ○ Hand tools. ○ Job-related equipment.
How might you collect information about a task or job function?
● Observation ● Work sample ● Work diary ● Interview ● Questionnaire ● Perform the job ● Background records ● Multiple methods
KSAOs and give example
K = Knowledge: Types of information needed to perform S = Skills: Proficiencies needed to perform (can be learned, developed, enhanced) A = Abilities: Enduring attributes that are stable over time (innate) O = Other: Personal factors needed to perform tasks (personality, interest, motivation, capacities, etc. )
JOB ANALYSIS METHODS
Task oriented vs. Worker oriented, i.e understanding what’s accomplished vs. what human abilities are needed for the job.
THE APPROACHES TO JOB DESIGN
- Mechanistic Approach
- Biological Approach
- Perceptual-Motor Approach
- Motivational Approach
