L13 - Org Psych 5 - values Flashcards
Conventional predictors of work performance assume that individuals with similar scores (e.g. ability/personality scores) on assessments will produce the same performance on the same job in different orgnaizations - however, this is not the case.
Why is this so?
Organizational Values
- the values of the organization will change how productive a person is*
- (some leads to more turnover)*
The notion that organisations may differ in terms of their values
has led to the development of the concept of ______ ______
organisational culture
What is meant by an individuals work values?
How important certain aspects of the job are
(promotion opportunities, pay, job security, managers, colleagues etc.)
What is person-organization fit
(also called person-culture fit)
How well the values of an employee fits with the values of the organization
How did Edgar Schein describe Organisational Culture?
A pattern of basic assumptions (e.g whats important, valued etc.) - invented, discovered, or developed by a given group as it learns to cope with the problems of external adaptation and internal integration
that has worked well enough to be considered valid, and therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems
What is a summary of what organisational culture means?
A set of assumptions on how to solve, internal challenges, external challenges that gets passed on to new employees
each organization has a unique culture in how they respond and interact in different situations
What are the 3 steps in Edgar Schein’s Organisational Culture Model that go from the most easily observed to the more deeper levels of culture?
1. Easily observed artefacts (dress codes, mission statements, who gets offices etc. - visual things you can see that makes org unique)
2. Normative behaviour and values (accuracy, competitiveness, safety etc. - what is considered appropriate behaviour)
3. Basic beliefs related to work in the organisation (how problems should be solved - the anchor of what drives everything else, why people do what they do in the org)
If all the higher up’s of an organization are of the same religion and go to the same church and this influences the behaviour of the organisation - this is an example of what level of Schein’s Organisational Culture Model?
3. Basic beliefs related to work in the organisation
deepest level of organisational culture
If a person feels like they do not fit in with the existing employees of the organisation, this is an example of the employee not fitting in with the organisations ______
culture
Deeply ingrained within organisational culture are _________ processes
What does this mean?
communication
culture is transmitted through communication - it is through interactions with long term organisational members that new recruits are encultrurated
Stories and “legends” of what happened within an orgnaisation that are told to a new recruit is an example of _______
enculturation
its like an initiation
“Patients who wear pajamas and see hospital garb around them think
of themselves as sick. If they and their caretakers wear street clothes,
patients will think of themselves as moving out of the sick role and into
rehabilitation. They will be ready for life outside the hospital. This is
the rehab philosophy, and this is what makes this unit unique”
What is this an example of?
Cultural attire within the organisation
What did O’Reilly, Chatman and Caldwell (1991) find were the 8 organisational cultural factors that if were matched to the individual would result in higher job satisfaction over 12 months and less turnover after 24 months?
- Innovation
- Attention to detail
- Orientation to results
- Competitiveness
- Supportiveness
- Emphasis on growth and rewards
- Collaborative team orientation
- Decisiveness
An organisation’s culture could be described
in terms of 8 factors:
name them
(O’Reilly, Chatman and Caldwell, 1991)
- Innovation
- Attention to detail
- Orientation to results
- Competitiveness
- Supportiveness
- Emphasis on growth and rewards
- Collaborative team orientation
- Decisiveness
What is the value of understanding the factors that influence what people find important in regards to person-organisational culture? (Sarris, 2013)
It suggests the possibility that work values might be used to improve personnel selection
they can choose applicants whos values fit those of the culture
What did the ‘antarctica case study’ done by the lecturer measure and what did it find?
Measured the person-culture fit for men and women in Antarctica and the match that it had on job satisfaction
Results = Congruence between person-culture fit and the reported job satisfaction
Which variables had a significant effect on the person-culture fit and job satisfaction in the antarctica case study?
Age, gender and wintering had significant effect on subjective fit
- older men more likely to report satisfaction*
- (they have been around the longest)*
- values shown to make a difference, particularly with new recruits*
What conclusions might we draw from the results of the antarctica case study
values shown to make a difference, particularly with new recruits
values should be looked into when deciding whether to bring on new recruits
traditionally only looks at relevant skills and abilities from past experience
The workplace is changing
In the future of work what are the three major dimensions of change affecting I/O psychology that are of concern which we need to take account of as identified by Muchinsky
1. individuals
2. work
3. society
In the future work environment, how is the change expected to impact individuals?
Change is likely to favour intelligent individuals
In the future of work, how should we measure individual intelligence to be most useful?
Practical intelligence measure (ability to solve real world problems is more important)
general intelligence will be insufficient (fluency in words and numbers)
research has found that measures of 1)______ intelligence predicted job performance but were relatively unrelated to 2)_______ intelligence
1) practical
2) traditional
What area related to practical intelligence is particularly valuable in the future workforce as things change?
second individual point
adaptability
the extent to which a person is prepared to change
What is the third area of concern for the future workforce for the individual is the ______ ________ on work.
genetic influence
How did the studies on identical twins reveal about how genetics influence our work?
job choice, job performance, how we feel about work, how we perceive our work environment, our length of service on a job, susceptibility to some chemicals, may have genetic influence
What are the 3 factors relating to individuals in the changing future of work?
practical intelligence
adaptability
genetic influences
What are the 3 factors of change in the future of work relating to the dimension of work
1. Further Technological Developments
2. Increase of Temporary Workforce
3. Life Long Learning
How might further technological developments influence the workforce?
we can become more efficient
we may work from home more
will have to change the types of jobs we do
Why do I/O psychologists believe we will need to engage in life long learning in the future workforce?
Works need to constantly upgrade individuals skills as technology advances and due to possible changes of employment
we cant rely on our employers to teach us and we will need to take charge of learning ourselves
What did Muchinsky mean by the third dimension of change that we need to be concerned about - “society itself”
3 points
- Societal changes include increased economic competition
* (globalisation – expansion of markets and competition worldwide) will impact the future of the workforce* - changes in society will lead to a change in values
- time - the efficient use in full-time and part-time work will influence quality of life
____ based issues are among the leading cause of stress
time
managing time or having enough time to complete work, enough free time etc.
