IO Part 1 Flashcards
TWO APPROACHES IN I/O PSYCHOLOGY
- Focuses on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies through training.
- The field of study that concentrates on the selection and evaluation of employees.
Industrial Approach
A branch of psychology that applies the principles of psychology to the workplace.
▪ The goal is to increase the productivity and well-being of employees.
____ psychologists are not clinical psychologists who happen to be in the industry, and they do not conduct therapy for workers.
INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY
TWO APPROACHES IN I/O PSYCHOLOGY
- Creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment.
- The field of study that investigates the behavior of employees within the context of an organization.
Organizational Approach
MAJOR FIELDS OF I/O PSYCHOLOGY
- field of study that concentrates on the selection and evaluation of employees.
Study and practice in such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance
Usually work in a training department of an organization and are involved in such activities as identifying the organization’s training needs, developing training programs, and evaluating training success
Personnel Psychology
MAJOR FIELDS OF I/O PSYCHOLOGY
- A field of study that investigates the behavior of employees within the context of an organization.
Concerned with the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization.
Organizational Psychology
MAJOR FIELDS OF I/O PSYCHOLOGY
- Field of study concentrating on the interaction between humans and machines.
Concentrate on workplace design, human machine interaction, ergonomics, and physical fatigue and stress - frequently work with engineers (such as Industrial Engineers) and other technical professionals to make the workplace safer and more efficient
- Includes activities such as designing the optimal way to draw a map, designing the most comfortable chair, and investigating the optimal work schedule
Human Factors/Ergonomics
HISTORY OF I/O PSYCHOLOGY
- I/O Psychology has a short history (considering that the field of psychology has been around since 1879).
▪ 1903: Theory of Advertising by Walter Dill Scott, in which psychology was first applied to business. In 1911, he published Increasing Human Efficiency in Business.
▪ 1910: Psychology and Industrial Efficiency by Hugo Munsterberg
▪ 1914-1918: I/O impact during WWI
▪ 1920: Knowledge Test by Thomas Edison - The Gilbreths improve productivity & reduce fatigue by studying the motions of workers.
▪ 1930: I/O continued to expand (Hawthorne Studies by Elton Mayo)
▪ 1960: Legal aspects
▪ 1970: Understanding many of Organizational Psychology Issues
▪ 1980-1990: Performance Appraisals, methods in selecting employees
▪ 2000: Advancement of technology
HISTORY OF I/O PSYCHOLOGY
- I/O Psychology has a short history (considering that the field of psychology has been around since 1879).
▪ 1903: Theory of Advertising by Walter Dill Scott, in which psychology was first applied to business. In 1911, he published Increasing Human Efficiency in Business.
▪ 1910: Psychology and Industrial Efficiency by Hugo Munsterberg
▪ 1914-1918: I/O impact during WWI
▪ 1920: Knowledge Test by Thomas Edison - The Gilbreths improve productivity & reduce fatigue by studying the motions of workers.
▪ 1930: I/O continued to expand (Hawthorne Studies by Elton Mayo)
▪ 1960: Legal aspects
▪ 1970: Understanding many of Organizational Psychology Issues
▪ 1980-1990: Performance Appraisals, methods in selecting employees
▪ 2000: Advancement of technology
METHODS USE IN CONDUCTING A JOB ANALYSIS
- Analyst conducts structured interviews with job holders and supervisors using a series of job-related questions to identify the tasks and responsibilities of a job - a standardized interview form is used often to record information.
Both the employee and the employee’s supervisor must be interviewed to obtain complete details - group or panel interviews are used.
- A team of subject matter experts (SME) who have varying insights about a group of jobs can be assembled to provide job analysis information as well
Interview
- Field of study concentrating on the process of gathering and analyzing information about the work an employee performs, the conditions under which the work is performed, and the worker characteristics needed to perform the work under the identified conditions.
Goal is to identify the tasks performed in a job, the conditions under which the tasks are performed, and the knowledge, skills, attitudes, other factors (KSAOs) needed to perform the tasks under the conditions identified.
- Is the foundation of almost all human resources activities, the process of collecting information about a job in terms of its task, duties, responsibilities and knowledge, skills and abilities needed to perform a job.
Job Analysis
Is the written result of the job analysis
Should contain the following eight sections: job title, brief summary, work activities, tools and equipment used, work context, performance standards, compensation information, and personal requirements.
JOB DESCRIPTION
METHODS USE IN CONDUCTING A JOB ANALYSIS
- Widely used method of gathering data about jobs - offer the major advantage of efficiency in effectiveness as a large number of jobs can be collected inexpensively in an over a relatively short period of time.
Questionnaire
METHODS USE IN CONDUCTING A JOB ANALYSIS
- The analyst observes and documents all the activities performed by current job holders while they work - useful for repetitive jobs and in conjunction with other methods of job analysis or as a way to verify information.
Observation
STEPS IN CONDUCTING JOB ANALYSIS
STEP 2 - ______ these will be used in the task inventory and included in the job description. Note that, in writing task statements it must contain action, object, and the WH questions
Write Task Statements.
STEPS IN CONDUCTING JOB ANALYSIS
STEP 1: _____– can be done through the following methods:
1) _____– the job analyst carefully observes the job holder at work and takes note on the things he usually does and how does he accomplishes each tasks assigned to him/her.
2)______ – the job analyst conducts an interview with the job holder as well as with his supervisor which discusses about the different tasks and processes involved in a certain position.
3) _____– almost similar to the questionnaire method, but the answer sheets usually contains dichotomous items such as questions answerable only by yes or no or other variations.
4) ______– a conference with an available supervisor or subject matter expert that has an extensive knowledge about the job that is about to be analyzed.
5) _____– when the job analyst consults the job holder’s daily record in detail about his/her day-by-day activities.
6) _____– a method in which a group of job experts identifies the objectives and standards to be met by an ideal worker.
7)____ - Job analysts participate or performs the job that they are currently analyzing.
8)____ – used to assess or analyze a certain position in a comprehensive manner. This is where the job holder answers given standardized or structured questionnaires which are then approved by the immediate supervisor.
Identify the Tasks Performed
Systematic information
Interviews
Check lists
Technical Conference method
Diary method
Ammerman technique
job participation
Questionnaires
STEPS IN CONDUCTING JOB ANALYSIS
STEP 3: _____- Once the task statements have been written, next thing to do is to conduct task analysis (using a group of SMEs to rate each task statement on the frequency and the importance or criticality of the task being performed.)
Rate Task Statements
