Industrial Organizational Psychology Flashcards
Industrial Organizational Psychology
A branch of psychology that studies how human behavior and psychology affect work and how they are affected by work
-Industrial Psychology- studies job characteristics, applicant characteristics, and how to match them; also studies employee training and performance appraisal
-Organizational Psychology- studies interactions between people working in organizations and effects of those interactions on productivity
Human Factor Psychology
studies how workers interact with the tools of work and how to design those tools to optimize workers’ productivity, safety, and health
employees behave differently when they are being ____
observed
Hawthorne Effect
an increase in productivity by employees who are being observed by a researcher or supervisor
Domains of Study
Employee selection
Training
Evaluation
Employee Selection
How do you advertise this option
-Task Oriented- lists in detail the tasks that will be performed for the job
-Worker oriented- describes characteristics required of the worker to successfully perform the job
-How do you interview?
-Tests, interview structure
Employee Training
-Orientation to organizational policies, practices, culture
-Formal or informal mentoring by an experienced employee can be beneficial to long-term success, satisfaction, and productivity
Employee Evaluation
-A particularly challenging aspect of workplace culture
-Performance appraisals may focus on defined job responsibilities and specific goals agreed upon between employee and supervisor
-360 degree feedback appraisal may include peers, customers, self
Organizational Culture
-the values, visions, hierarchies, norms, and interactions among its employees
—How an organization is run, how it operates, and how it makes decisions,
—Many different styles, crucial to employee happiness and productivity
Three layers in organizational culture
-observable artifacts- symbols of language (jargon, slang, humor), narratives (stories and legends), and practices (rituals) that represent the underlying cultural assumptions
-Espoused values- concept/beliefs that management or entire organization endorses
-Basic Assumptions- usually observable and unquestioned
Management/Organizational Structure
-leadership and management philosophy directly affects employee motivation and productivity
-Transactional leadership
-Transformational leadership
Transactional leadership
focuses on supervision and organizational goals achieved through a system of rewards and punishments; maintenance of the organizational status quo
Transformational Leadership
leaders are charismatic role models, inspirational (optimistic about goal attainment), intellectually stimulating, and seek to change the organization
Leadership will drive management philosophy
-scientific management- research found two different managerial styles
-Theory X
-Theory Y
Theory X
manager assumes workers are inherently lazy and unproductive; managers must have control and use punishments
Theory Y
manager 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
Effectiveness of teamwork will depend on team composition and management style
-team halo effect
-teams subject to social psychology challenges
—social loafing
—groupthink
-Ideally, teams should have diverse composition
Team Halo Effect
teams get credited for team successes, individuals within teams get blamed for team failures
Job Satisfaction/ Work Life Balance
Long ago ideal 9-5 job
-Today, constant communication availability blurs the lines between work and home life
-Can lead to familial conflict, overwork, stress for the individual
-can lead to poor morale and employee turnover for the organization
