Organisational Psychology Flashcards
Describe the Hawthorne effect.
The Hawthorne effect is a type of reactivity where an individual modifies an aspect of their behaviour in response to the awareness of being observed. People performing better because they were singled out, recognised and made to feel better
What are some work motivation theories?
Motivation is an internal state that induces a person to engage in a particular behaviour
Work motivation theories:
- Needs Theories
o Need Hierarchy Theory
o Two-Factory Theory
- Reinforcement Theory
o Law of effect: particular behaviour may increase if followed by a reward or reinforcement and may decrease if followed by a punishment
o Incentive system: the idea that behaviour increases are rewarded
- Expectancy theory
- Self-Efficacy theory
o Low vs. high self-efficacy
o Galatea effect: manipulation of self-efficacy to see its effects on job performance
- Justice Theories
o Equity theory: outcomes vs. input
o Fairness theory: distributive justice vs. procedural justice
- Control Theory: need feedback to know what areas need improving
- Action Theory: work behaviour that describes a process linking goals and intentions
Which factors influence job performance?
Ability & motivation -> constraints -> job performance
Constraints include resources, inadequate training, poor communication, unsatisfactory wok content, bullying, breach of work practices
Personality and task performance - The Big Five. Optimal levels of each personality trait
o Extraversion: sociable, assertive, talkative
o Emotional stability: low levels of anxious, depressed, angry, worried, insecure
o Agreeableness: courteous, flexible, good-natured, cooperative
o Conscientiousness: dependable, responsible, hardworking, achievement oriented
o Openness to experience: imaginative, curious, broadminded, intelligent
Environmental conditions
Organisational constraints
What is diversity, and why do some people prefer homogeneity?
Diversity is differences in demographics, values, experiences, abilities and interests
Some people prefer homogeneity because diversity can mean different visions and goals which can lead to disagreements
Differences tend to increase disagreements about which projects to undertake and how to spend money and valuable time
Differences have also been linked to different analyses of a situation causing unproductive communication
Differences in expertise and knowledge may lead to disagreement about methods and procedures
What is an effective model for managing diversity?
Value Model
What are the main differences between Human Relations Managers and Organisational Psychologists?
HR: Focus on recruitment, staff selections, mediating disputes and handling disciplinary actions
OP: Interested in understanding and explaining why people do what they do, specifically as the behaviour relates to the workplace. Trained in human mental processes and observation and interpretation of human behaviour
Describe McGrath’s Systems Model of Behaviour.
There are three factors determining work effectiveness
Physical-technical (environmental level) - group task characteristics, reward structures, level of environmental stress
Social-interpersonal (group level) - structure, level of cohesiveness, group size
Person-system (individual level) - attitudes, personality characteristics, individual skills
List and describe two approaches to job analysis.
Job-oriented approach provides information about the nature of tasks performed on the job
Person-oriented approach provides a description of the characteristic needed, also known KSAOs (knowledge, skills, abilities other characteristics) to perform a particular job successfully
What is the purpose of job analysis?
Career development Legal issues Performance appraisal Recruitment and selection of employees Training Setting salaries Efficiency/safety Job classification Job description Job design Planning
List some methods of job analysis.
Jobs Components Inventory (JCI) - skill requirements for a specific job or matching job requirements to worker characteristics
Functional Job Analysis (FJA) - uses both observation and interviews to provide both a description of a job and scores on several dimensions regarding the job and potential worker
Position Analysis Questionnaire (PAQ) - instrument used to analyse the job. the questionnaire contains 189 items regarding task requirements or elements of the job. The outcome allows comparison on a common set of KSAOs
Task inventory - questionnaire containing a list of specific tasks that might be completed on a job that is being analysed
What are five steps for effective organisational training?
- > Conduct training and assessment
- > Set objectives
- > Design training
- > Deliver training
- > Evaluate training
- > Develop criteria
- > Choose design and measures
- > Collect data
- > Analyse and interpret results
List some methods of organisational training.
- Audio-visual instructions – presents material that could not otherwise be seen or heard. Can train many people at once
- Auto instructions – gives immediate feedback to trainees, provides individual pacing
- Conference – allows for feedback to trainees, provides a high level of trainee involvement
- Lecture – is economical, is a good informative method
- Modelling – provides a high level of feedback, provides practice of new skills
- On-the-job training – gives exposure to the actual job, ensures a high level of transfer
- Role playing – provides a high level of feedback, provides practice of new skills
- Simulation – ensures a high level of transfer, provides practice of new skills
What does organisational development involve and what are some techniques for it?
Organisational development involves techniques that are designed to help organisations change for the better. It involves the use of behavioural science principles and procedures that help employees improve performance and interact with co-workers more effectively
List and describe two types of change.
Episodic change - infrequent, discontinuous, intentional
Continuous change - ongoing, evolving, cumulative
Why might employees be resistant to change?
Economic fear
Fear of the unknown
Fear of altered social relationships
