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intro to psych (1 & 2) > Organisational psychology > Flashcards

Organisational psychology Flashcards

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1
Q

what is organisational psychology?

A

studying people at work to manage psychosocial health issues in the workplace, solve problems to help improve performance and outcomes

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2
Q

what are three examples of org psychs focuses?

A

working conditions, bullying, poor change management

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3
Q

what does wilhem wundt’s voluntarism theory explain?

A

the mind has a capacity to organise content into high-level thought processes

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4
Q

what was Hugo Munsterberg focuses?

A

wanted to improve industrial efficiency and safety and designed methods to test job fit

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5
Q

what is industrial efficiency?

A

focusing on improving industrial efficiency and safety, and developing methods to choose best job candidates

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6
Q

How did James cattle aid the development of org psych?

A

focused on quantitative assessments and developed cognitive tests to measure individual differences

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7
Q

what theory did Frederick Taylor develop?

A

taylorisim

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8
Q

what is taylorism?

A

is a method focused on increasing efficiency in the work and motivation context by making tasks more optimal

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9
Q

what are the principles of scientific management?

A

task optimisation, worker selection and training, standardised tools and procedures, performance based incentives

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10
Q

what was walter dill scotts focus?

A

factors that related to improvement such as culture, motivation and productivity

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11
Q

how did organisational psych principles help with WW1?

A

helped with developing more efficient selection methods for employing replacement troops

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12
Q

What was the aim of the Hawthorne studies and what were the findings?

A

aim: understanding working conditions and employee productivity
findings: employee performance improved when they received attention which made them feel recognised and values

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13
Q

how did org psych help with WW2?

A

developed psychomotor testing to help select individuals for specific roles

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14
Q

what are the two approaches of leadership?

A

the trait approach and the state approach

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15
Q

what is the trait approach of leadership?

A

leaders are born that way and the predisposition to a certain leadership style will not change and have stable leadership traits

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16
Q

what is the state approach of leadership?

A

leadership style is determined by the situation

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17
Q

what is the relationship between human factors and system design?

A

it focuses on optimising the relationships between system use and human.

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18
Q

what are user centred designs?

A

emphasises designing systems which have the end-user in mind to decrease error likelihood

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19
Q

what is ergonomics?

A

study of how equipments and workplace design can improve comfort, efficiency and safety

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20
Q

why did intrinisic motivation become a factor for jobs?

A

because workers starts placing emphasis on interesting and meaningful work as key motivators

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21
Q

how did the top work motivators shift over time?

A

It shifted from being appreciated at work to interesting work to increase job satisfication

22
Q

what is goal setting theory?

A

setting specific and challenging goals to enhance motivation and improve performance

23
Q

what is person-organisation fit?

A

the compatibility between the individual and organisation. so how well their values and beliefs align with another

24
Q

what is transformational leadership theory?

A

how leaders can inspire and motivate people to achieve more by changing attitudes, beliefs and values

25
Q

what is transactional leadership?

A

focuses on the exchange between leaders and followers, where followers either receive rewards or punishments

26
Q

what are the 4 categories for occupational hazards?

A
  1. physical (heat, cold, noise)
  2. pathogenic: tend to be medically oriented (asbestosis and the victims = builders)
  3. ergonomic: physical interactions with environment (tendonitis: assembly workers)
  4. psychological: psych issues that impact performance and wellbeing (trauma, depression)
27
Q

what are 3 examples of psychological factors that contribute to occupational health and wellbeing?

A
  1. workload
  2. role ambiguity
  3. role conflict
28
Q

what are three categories of human error? what type of errors are associated with each?

A
  1. perceptual component: attention error (lapse)
  2. decision component: decision error (mistake)
  3. response component: action error (slip)
29
Q

what are the 3 patterns of human error?

A
  1. sporadic error: more individual error
  2. systematic error: error tends to lean towards one direction, and most are getting it wrong
  3. random configuration: nothing is really working, and shots are every where
30
Q

what is risk perception?

A

the capability to recognise hazarding

31
Q

what is the willingness to tolerate risks called?

A

risk tolerance

32
Q

what does KSA stand for?

A

knowledge, skills and attitudes

33
Q

what is the triangulation method of data collection?

A

use of three particular types of methods for data gathering

34
Q

what does triangulation data collection help with?

A

cross-checking and confirming findings, identifying different aspects of a phenomenon

35
Q

how are staff surveys helpful?

A

cost effective, gets lots of info, and can establish relationships between causes and outcomes

36
Q

how are interviews helpful?

A

allow for more insightful answers, can infer causal pathways, and for more particular questioning

37
Q

does company data need to be compared to anything to identify issues? is so, then what does it need to be compared to and why?

A

yes, it needs to be compared to findings across the sector to understand the results significance

38
Q

what is role conflict and ambiguity?

A

when someone receives conflicting orders on tasks and there are conflicts with professional values

39
Q

what type of training can help cope with job insecurity?

A

resilience training

40
Q

what does the job demands and resources model helps explain?

A

why some experience burn out and health problems at work while others feel the opposite

41
Q

what are job demands?

A

emotional and physical stresses in a job role such as workload, time pressure, role ambiguity. they are draining

42
Q

what are job resources?

A

physical, social, and org factors that helps someone achieve goals and reduce stress such as autonomy, supportive environments

43
Q

what happens when job demands are high and job resources are low?

A

stress and burnout are common, can cause mental health problems and job dissatisfaction

44
Q

what happens when job resources are high?

A

can decrease effects of extreme job demands

45
Q

what is the capacity someone believes they can cope called?

A

coping efficacy

46
Q

what is social identity?

A

forms part of someones identity and relates to their group memberships

47
Q

what is out-group homogeneity?

A

seeing all members of an out-group as being similar to another

48
Q

how can intergroup conflict be managed?

A

collaborative processes and creating new shared identities and methods

49
Q

what are challenges stressors?

A

job demands that create opportunity for personal growth and development

50
Q

what is the negative form of stress called?

A

distress

intro to psych (1 & 2) (11 decks)

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