Module 1: History and Overview of SHRM Flashcards
An engineer and management consultant that conducted time and motion studies. Known for the Principles of Scientific Management.
Fredrick Taylor
This period saw the application of the psychological tools and techniques developed for the military to private industries.
World War 1 to the Great Depression
During World War I, the U.S. Army created ____ for recruits, which prompted focus on screening and selection
Intelligence / mental ability tests
During these years, psychologists began working directly with industries, and consulting organizations were formed
1920s
The development of the human relations movement can be traced from the work of ___ in the 1930’s
Elton Mayo
Elton Mayo is famous for which studies?
The Hawthorne Studies
What did Elton Mayo find in his studies involving workers and lighting?
That workers were being affected not by their environment, but the fact that they were being studied and that their expectations of improvements in the workplace enhanced their performance
The Hawthorne Studies highlighted?
The importance of social factors and worker morale in influencing productivity
This German-American experimental psychologist was interested in the design of work and personnel selection for jobs such as streetcar operators
Hugo Munsterberger
This American experimental psychologist studied salespersons and the psychology of advertising. He was also the first professor in Industrial Psych. and began a consulting company
Walter Dill Scott
This American mechanical engineer’s time-and-motion studies paved the way for scientific management.
Frederick Taylor
What did Taylor, Frank, and Lilibeth Gilbraith’s time-and-motion studies do?
Broke down a job into measurable component movements and recording the time needed to perform each movement
This American psychologist studied elements of human motion with husband Frank, and was among the first to recognize effect of stress and fatigue to workers
Lillian Moller Gilbreth
This American psychologist worked with a group of psychologists under the APA to create intelligence tests for Army recruitment. He contributed to the first mass testing effort and recruitment selection. Moreover, he paved the way for screening applicants and placement of people in industry involving psychologists
Robert Yerkes
This French industrialist defined the universal functions of managers and identified principles of good management
Henri Fayol
Max Weber was the first to first?
To view organizational behavior from a structural perspective
What two centers were created to help the development of IO Psych in the PH?
Philippine Institute of Applied Behavioral Sciences and Ateneo Human Resources Center
The first Psychologist to focus on the practice of IO Psych in the PH was?
Mariano Obias
Mariano Obias graduated from which university and headed the Personnel department at what company?
Stanford ; Caltex PH
The teaching of IO Psych in the PH began when?
1960s
He established the Ateneo Department of Psychology and introduced the science of group process and started IO Psych as an academic field
Jaime Bulatao S.J.
The creation of ___ in 1962 led to the birth of ___
Psychological Association of the Philippines; Philippine Journal of Psychology
IO Psych uses what approach?
Scientist-practitioner Model
What does the Scientist-Practitioner Model implicate?
- Scientific research on human work behavior aimed to increase knowledge and understanding, 2. Application to the world of work to help improve work behavior, work environment, and psychological conditions of employees
He is considered the father of Filipino psychology or Sikolohiyang Pilipino
Dr. Virgilio Enrqiuez
What are the three categories of professions in IO Psych?
HRM, Academe, and Organization Consulting
Can one be in simultaneously be in positions in different categories of professions in IO Psych?
No! Unless it is a combination of two categories, with one being in academe
What are the challenges in IO Psych?
Identity, challenge to be a scientist-practitioner, conducting research, social relevance, visibility, and ethical practice and standards
What are some influences that are changing the work landscape?
Fluctuating career opportunities, Stricter quality standards and work ethics, Faster work pace, Ubiquity of technology, 24/7 Accessibility, Diverse employee profile
Work is a function of what 3 domains?
Work centrality, Societal norms, and Work goals
This refers to how important work is to an individual’s life at any given point in time
Work centrality
What are the sources of meaning of work?
Self, others, context, and spiritual
What are the 5 C’s of the Meaning of Work?
Coast, Cause, Calling, Chore, and Career
What are the four axis’ of the 5 C’s?
Intrinsic or Extrinsic, and Unpleasant or Pleasant
When work is viewed as intrinsic and unpleasant, defined as a duty for which there is an intangible reward and is experienced as a heavy load which contributes to some good rather than a responsibility, it is called a
Cause (Sacrifice)
When work is viewed as intrinsic and pleasant, defined as an endeavor engaged in due to a lofty non-material goal and feels highly energizing and fulfilling, it is called a
Calling (Vocation)
When work is viewed as extrinsic and pleasant, defined as an undertaking one due to some benefits and is an enjoyable experience, it is called a
Career (Profession)
When work is viewed as extrinsic and unpleasant, defined as something constraining and a mere means of earning for a living, it is called a
Chore (Job)
When work is neither intrinsic nor extrinsic, and is neither pleasant nor unpleasant, it is called a
Coast (Filling time)
True or False: Career is more long-term, defined as the combination and sequence of roles played by a person during the course of a lifetime
True
This career theory divided developmental tasks into life stages wherein employees or candidates who fall into certain ages might display certain characteristics within a certain age
Developmental Self-Concept Theory by Donald Super
What are the different life stages in Super’s Developmental Self-concept Theory?
Adolescence, Early Adulthood, Middle Adulthood, and Late Adulthood
What are the different developmental tasks in Super’s Developmental Self-concept Theory?
Decline, Maintenance, Establishment, Exploration, and Growth
According to Super’s developmental self-concept theory, at which stage does one give less time to hobbies, verify current occupational choice, get started in their chosen field, learn more about opportunities, and develop a realistic self-concept?
Adolescence (16-25)
According to Super’s theory, at which stage does one reduce sport participation, make their occupational position secure, settle down in a suitable position, find desired opportunities, and learn to relate to others?
Early Adulthood (25-45)
According to Super’s theory, at which stage does one focus on essentials, hold one’s own against competitors, develop new skills, identify new tasks to work on, and accept one’s limitations?
Middle Adulthood (45-65)
According to Super’s theory, at which stage does on reduce work hours, keep what one enjoys, do things one has wanted to do, find a good retirement place, and develop and value non-occupational roles?
Late Adulthood (65+)
This career theory equated career interest with one’s personality and suggests the expression of one’s personality is through one’s career
Holland’s Theory of Personality and Careers
What are the 6 typologies in Holland’s Theory of Personality and Careers?
Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (R.I.A.S.E.C.)
This career theory involves a person’s self-concept that consists of one’s self-perceived talents and abilities, basic values, and evolved sense of motives and needs (pertaining to the career)
Career Anchors by Edgar Schein
Refers to the management of the organization’s people dimension and covers functions related an organization’s manpower
Human Resource Management
What are the different HR departments involved in?
Acquiring people services, Developing their skills, Motivating them to high levels of performance, and Ensuring maintenance of their commitment to the organization (A.D.M.E.)
Refers to a pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals
Strategic Human Resource Management (SHRM)
What are the different HRM functions?
HR Planning, Career Development, Succession Planning, Employee Relations, Compensation and Rewards (Total Rewards), Recruitment and Selection, Training and Development, and Performance Management
What are the four quadrants of Dave Ulrich’s HR Roles?
Future/Strategically Focused Operations or Day-to-Day Operations, and Process or People
True or False: Managers should focus on fulfilling only one quadrant of Ulrich’s HR Roles
False: Managers should aim to fulfill all four quadrants
This HR role has a future/strategic focus and is focused on the process, tasked with aligning HR strategies with the business strategy
Strategic Partner
This HR role has a future/strategic focus and is focused on the people, tasked with developing new behaviors that ensure the capability of the organization to transform itself to remain competitive
Change Agent
This HR role has a day-to-day operation focus and is focused on the process, tasked with building infrastructures toward efficient HR processes
Administrative Expert
This HR role has a day-to-day focus and is focused on the people, tasked with listening and responding to the day-to-day needs and concerns of employees to increase their capability and commitment
Employee Champion
This refers to a set of knowledge, skills and abilities needed by the organization or individuals to effectively do its task
Competencies
What are the two types of competencies?
Job-specific and Foundational
These are competencies that individuals must demonstrate to be effective in a job or role; functional/technical and leadership competencies
Job-specific competencies
These are competencies that are applicable to all roles in the organization
Foundational competencies
This is the systematic study of the tasks, duties and responsibilities of a job, and the qualities needed to perform it. It is used for recruitment and selection, training and development, performance management and compensation. organizational management and planning, and even litigation protection.
Job analysis
What are the three job analysis techniques?
Position analysis questionnaire, Functional job analysis, and Critical incident technique
This job analysis technique uses a structured questionnaire to analyze jobs
Position analysis questionnaire
This job analysis technique examines a series of tasks and the process by which they are completed. It focuses on an employee’s typical interaction with data, people, and things.
Functional job analysis
This job analysis technique identifies and records specific worker behaviors leading to successful or unsuccessful job performance. It discovers actual incidents of job behavior that makes a negative or positive difference
Critical incident technique
What does a job description include?
Job title (reporting line, purpose), Tasks (procedures and responsibilities), Work Context, Equipment (machines and tools used to perform the job), Job Output or Performance Standards, and Competencies
What does the job specification provide?
Information about the human characteristics required to perform a job which can be used in recruitment (such as physical and personal characteristics, work experience, and education)
This refers to the assignment of goals and tasks that are accomplished by the employees that will influence job productivity and motivation
Job design
A job design may include:
R.E.E.A.: Job rotation, Job enlargement, Job enrichment, and Autonomous work groups
