Organisational psyc Flashcards
What is the history or org psyc?
Initial focus was on enginerring the workplace
Then Taylor proposed:
Employee productivity had 4 principles:
1. Determine efficient methods for task performance
2. Linked employee characteristics to task performance
3. Emphasised job training
4. Recognition for hard work
WW1: First time group testing proposed
-developed two intelligence tests (Alpha and Beta test) and results used to assign tasks to US army
WW2:
- developed new systems for job selection, classification and training
- origin of applied psyc
What are the Hawthorne effect and studies
Hawthorne effect- social aspects are important factors of performance
Study- What lvl of lighting produced optimal performance
Results- Ppl perform better bc they are singled out and made to feel special
-workplace is a social system, importance of individual
What are the six core components of org psyc
- Leadership
- Organisational culture
- motivation
- performance
- workplace health and wb
- diversity in the workplace
What are the 7 work motivation theories
- Need theories- e.g. hygiene factors= job satisfaction
- Reinforcement theory- incentive system- behaviour increase through reward e.g. wage
- Expectancy theory- Focus on outcomes, relies on expectations e.g. how boss react to you being late
- Self- efficacy theory- Engage in activity when you think can complete it
- Equity theory- balance between effort put in and outcomes e.g. if still rewarded when do less effort will always do less effort
- Control theory- person has control and behaviour influenced by the need you want to fulfil, e.g. if have heaps of needs fulfil the one you think is most important
- Action Theory- behaviour that describes process linking goals and intentions, set goals for self
What are behaviours that link to performance (unrelated to task)
Organisation citizenship behaviour (OCB)= pos behaviour e.g. bring coffee for worker
counterproductive work behaviour (CWB)=neg behaviours
- withdrawal (Absenteeism, lateness, turnover)
- Active behaviours (Aggression, sabotage, theft)
What are the two ineffective and 1 effective strategies for addressing diversity
2 ineffective models:
- Assimilation model- forcing to adopt culture, values, attitudes, beliefs
- protection model-each depend on own culture values
1 effective model:
1. value model- managers sit with team and discuss values that should work e.g collaborate more
How do orgs select employees
- criterion- define good employee performance (e.g. work quality, attendance)
- Predictor- assess characteristics that are relevant to the job requirement
What are the 6 steps in employee selction
- Job vacancy
- Job analysis (define job, tasks)
- Attracting candidates
- Screen candidates (list of essential criteria)
- Interviewing
- Selection
What is job analysis, and the approaches
Job analysis- Investigate job to determine essential requirements (duties, tasks, responsibilities)
- Job-oriented approach- info about tasks performed on job
- Person-oriented approach- Info about characteristics needed to perform job successfully (knowledge, skills)
Learning and development- what are the 5 learning process used to increase performance
- training needs and assessment
- define training objectives
- design training
4 deliver training - evaluate training
2 methods used to develop and administer training:
- On job training- exposure to actual job and high levels of transfer, practice new skills
- Lecture- economical and good informative method
What is professional coaching
Reveal skills, potential and resourcefulness e.g. ask question but don’t give answer directly
What is organisational development and change
Family of techniques to help org change for better
e.g. team building, survey feedback
Org psyc role is to help org facilitate change (reactions and resistance to change)
e.g. team building, group dynamics
What are the 3 group dynamics
- Group (more then 3 people, common goal, interdependency)
- types
formal- created by org to achieve task, structured, professional relo
Informal-Created by employee for own sake, voluntary, not structured, not professional relo
What are the 5 stages of group development and tools used in each stage
- Forming-team comes together and establishes rules, members treated as strangers and guarded as dont know own role (tools= clarify role, build goal, discuss working arrangements)
- Storming- Ever member feels safe and included, people communicate feeling but still feel individual and explore own power, resist control by group leaders and show hostility (tools= Negotiate idea, communicate and collab, resolve conflict and give good feedback)
- Norming- commitment to each other and goal now, feel energised as can handle tough stuff and ready to work. Feel part of team, find it easy to establish norms and goals
- Performing- Ready to work hard as there is a shared vision and sense of unity, work in open and trusting atmosphere where flexibility is key and hierarchy not important, difference accepted as feel part of a greater entity, ability as team to efficiently produce
- Adjourning- task completion and dissolution, recognise each members contribution and team, feel sadness, victory and insecurity about whats next
What makes a group effective (3 factors)
- Agree on common goal (shared vision, clear target)
- Agree on functioning (roles, tasks, rules, process)
- Quality of interpersonal relos (trust, collaboration)
