Chapter 13 - Industrial/Organizational Psychology Flashcards
industrial and organizational (I-O) psychology
a branch of psychology that studies how human behavior and psychology affect work and how they are affected by work
industrial psychology
- concerned with describing job requirements and assessing individuals for their ability to meet those requirements
- an area of I-O psychology
organizational psychology
- a discipline interested in how the relationships among employees affect those employees and the performance of a business
- an area of I-O psychology
human factors psychology
- the study of how workers interact with the tools of work and how to design those tools to optimize workers’ productivity, safety, and health
- an area of I-O psychology
job analysis
- organizations must identify the characteristics of applicants for a match to the job analysis
- training employees from their first day on the job throughout their tenure within the organization
- used to make job descriptions
performance appraisals
- typically documented several times a year, often with a formal process and an annual face-to-face brief meeting between an employee and their supervisor
- meeting is often used for the supervisor to communicate specific concerns about the employee’s performance and to positively reinforce elements of good performance
U.S. Equal Employment Opportunity Commission (EEOC)
responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, etc.
immutable characteristics
- traits of an individual that are fundamental to their identity
- illegal to treat employees differently because of these things
Americans with Disabilities Act (ADA)
- people may not be discriminated against due to the nature of their disability
- employer must make reasonable accommodations for the performance of the job of an employee with disabilities
bona fide occupational qualifications (BFOQs)
requirements of certain occupations for which denying an individual employment would otherwise violate the law
job satisfaction
the degree to which individuals enjoy their job
downsizing
- an increasingly common response to a business’s pronounced failure to achieve profit goals
- involves laying off a significant percentage of the company’s employees
work-family balance
people juggle the demands of work life with the demands of their home life
telecommuting
employees working at home and setting their own hours, which allows them to work during different parts of the day, and to spend part of the day with their family
scientific management
a theory of management that analyzes and synthesizes workflows with the main objective of improving economic efficiency, especially labor productivity
Theory X
- approach to management
- managers assume that most people dislike work and are not innately self-directed
- ex. punishing people for being late, reprimand employees for speaking out
Theory Y
- managers assume that most people seek inner satisfaction and fulfillment from their work
- employees function better under leadership that allows them to participate in, and provide input about, setting their personal and work goals
transactional leadership
- focus is on supervision and organizational goals, which are achieved through a system of rewards and punishments (i.e., transactions)
- maintain the status quo: they are managers
transformational leadership
possess four attributes to varying degrees: They are charismatic, inspirational, intellectually stimulating, and considerate
work teams
- teams are brought together and given a specific task or goal to accomplish
- bring together diverse skills, experience, and expertise
organizational culture
- encompasses the values, visions, hierarchies, norms, and interactions among its employees
diversity training
- educates participants about cultural differences with the goal of improving teamwork
- different departments within one company can develop their own subculture within the organization’s culture
sexual harassment
one well-recognized negative aspect of organizational culture is a culture of harassment, including sexual harassment
procedural justice
the fairness of the processes by which outcomes are determined in conflicts with or among employees
checklist
- One of the methods used to reduce accidents in the workplace
- related to workplace safety, list of protocols
- concern of human factors psychology
occupational health psychology
deals with the stress, diseases, and disorders that can affect employees as a result of the workplace
humanitarian work psychology
- works to improve the conditions of individuals who have faced serious disaster or who are part of an underserved population.
- focuses on labor relations, enhancing public health services, effects on populations due to climate change, recession, and diseases.
Hawthorne effect
describes the increase in performance of individuals who are aware they are being observed by researchers or supervisors
workplace violence
any act or threat of physical violence, harassment, intimidation, or other threatening, disruptive behavior that occurs at the workplace
task-oriented
- strategy for employee selection (industrial psychology)
- Lists in detail the tasks that will be performed for the job
worker-oriented
- strategy for employee selection (industrial psychology)
- Describes characteristics required of the worker to successfully perform the job (e.g. knowledge, skills, abilities)
orientation
- strategy for employee training (industrial psychology)
- Orientation to organizational policies, practices, culture
- Foundation to keeping strong talent in your company
observable artifacts
- part of organizational culture
- Symbols of language (jargon, slang humor), narratives (stories and legends), and practices (rituals) that represent the underlying cultural assumptions
espoused values
- part of organizational culture
- concepts/beliefs that an organization endorses
basic assumptions
- part of organizational culture
- Usually unobservable and unquestioned
team halo effect
- part of teamwork and employee interaction (organizational psych)
- Teams get credited for team successes, individuals within teams get blamed for team failures
work-life balance
- Long ago there was the ideal 9-5 job
- Today, constant communication availability leads blurs the line between work and home life
