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3rd Industrial Psychology > prelim chapter 1 & 2 > Flashcards

prelim chapter 1 & 2 Flashcards

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1
Q
  • It is a branch of psychology that applies the principles of psychology to the workplace.
  • relies extensively on research, quantiative methods, and testing techniques.
  • Are trained to use empirical data and statistics
    rather than intuition to make decisions.
  • Are not clinical psychologist who happen to be in
    industry, and they do not conduct therapy for workers.
A

Industrial and Organizational Psychology

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2
Q

Is to ‘’enchance the dignity and performance of
human beings, and the organizations they work in, by advancing the science and
knowledge of human behavior”. (Rucci, 2008).

A

The purpose of I/O Psychology (Rucci, 2008).

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3
Q

Are used to development training programs and incentive
plans,

A

Principles of learning

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4
Q

Are used to form work groups and understand
employee conflict.

A

principles of social psychology

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5
Q
  • Are used to motivate and satisfy
    employees.
  • It also relies extensively on research, quantitative methods, and testing
    techniques.
A

Principles of motivation and emotion

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6
Q

A factor that helps differentiate I/O psychology from other
branches of psychology is the ?

A

reliance on the scientist practitioner model.

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7
Q
  • Determining competencies needed to perform a job
  • Staffing the organization
  • Increasing competencies through training
A

Industrial Approach

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8
Q
  • Creating an organizational structure and culture
  • Give necessary information to do jobs
  • Provide working conditions that are safe for an enjoyable and satisfying work/life environment.
A

Organizational Approach

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9
Q
  • Concentrates on the selection and evaluation of employees practices in the areas of:
  1. Job Analysis
  2. Recruitment
  3. Job Evaluation
  4. Training
  5. Performance Evaluation
A

Industrial/ Personnel Psychology

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10
Q
  • Investigats the behavior of employees within the context of an organization concerned issues to wit:
  1. Leadership
  2. Job Satisfaction
  3. Employees Motivation
  4. Organizational Communication
  5. Conflict Management
  6. Organizational change and Group Processes
A

Organizational Psychology

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11
Q

-The Theory of Advertising: a book considered to be the first dealing with Psychology and aspect of work.

-use psychological principle to produce more effective advertisements.

A

Proffesor Walter Dill Scoott (1903)

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12
Q
  • A field study concentrating on the interaction between humans and machines
  • A branch of science that aims to learn about human abilities and limitations, and then apply this learning to improve people’s interaction with products, systems and environments.
A

Ergonomics/ Human Factors

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13
Q

-Father of Industrial Psychology

“ The Psychology of Industrial Efficiency”

A

Hugo Munsterberg (1910)

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14
Q
  • Created Psychological Corporation to advance psychology and promote its usefulness to industry.
  • Served as a place for companies to get reference check on prospective psychologist.
A

James Mckeen Catell (1921)

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15
Q
  • Started the Division of Applied Psychology for Carnegie Institute of Technology the 1st academic program in
    Industrial Psychology.
A

Walter Bingham

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16
Q
  • Her theory was a forerunner of today’s teamwork concept and group cohesiveness.
  • Her works focused on groups and advocated people-oriented organizations.
A

Mary Parker Follett

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17
Q

What are the three Important Influences on the Development?

A
  1. The Advent of Scientific Management
  2. Ergonomics: Where Psychology Meets Engineering
  3. The Hawthorne Studies and The Human Relations Approach to Management
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18
Q
  • The pioneers in applying scientific methods to the workplace were not psychologist but
    engineers.
  • They focused on scientific management: the managerial philosopy that emphasizes the worker as a well-oilded machine and the determination of the most efficient methods for performing any work-ralated task.
A

The Advent of Scientific Management

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19
Q
  • The mastermind of the idea of scientific management.
A

Frederick Winslow Taylor

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20
Q
  • Led the 1st publication of an empirical study of the effects of leadership styles which initiated
    arguments for the use of paticipative management techniques
A

Kurt Zadek Lewin (1939)

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21
Q
  • Invented Psychological test
  • I/O psychology mase its first big impact during WWI
  • Army Alpha and Army Beta
A

Robert Yerkes

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22
Q
  • Today, many occupations involve the interaction of human beings with tools.
  • Understanding and enhancing the safety and efficiency of human-machine interaction is the central focus of ergonomics, also called HUMAN FACTORS, a field that combines engineering
    and psychology.
A

Ergonomics: Where Psychology Meets Engineering

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23
Q
  • Mayo and his colleagues were initially interested in examining how various work conditions could influence productivity.
A

Elon Mayo

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24
Q

-Workers’ feelings affect their work behavior

-Workers perceptions of reality more important than objective reality.

A

The Hawthorne Studies

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25
Q

Refers to the tendency of individual to performe better simply because of being
singles out and made to feel important.

A

Hawthorne Effect

26
Q

» Is a scientific investigation
to a particular topic. It must gather data, analyze, and interpret findings.

A

Research

27
Q

Why do we conduct research?

A

❑ Answering questions and making decisions.

❑ Research and Everyday Life.

❑ Common Sense Is Often Wrong

❑ Research allows us to develop new methods to improve productivity in the workplace

28
Q

Saves money for the organizations. These monetary savings can result from many factors, including increased employee satisfaction, increased productivity, and fewer accidents. Perhaps an excellent example of how research can save organizations money involves the employment interview.

A

Answering questions and making decisions

29
Q
  • Understanding research helps you to critically listen and
    analyze results of these studies to make more intelligent
    decision.
A

Research and Everyday Life

30
Q

What are the three considerations in Conducting Research?

A
  • Ideas
  • Hypothesis
  • Theories
31
Q
  • The first step in conducting research is to decide what to research. Though the majority of I/O psychology research is conducted to test the accuracy of theories, many research ideas stem from a person starting a sentence with “I wonder . . . ”
A

Ideas

32
Q

an educated prediction
about the answer to a question. (conduct a study)

A

Hypothesis

33
Q

This prediction is usually based on a theory, previous research, or logic. (test the theory to answer why hypothesis is true)

A

Theories

34
Q

What research Methods in Industrial Psychology use in the ff:

  • No manipulation of variables
  • Measure naturally occurring association bet. two variables
  • Cannot inform researcher about the cause –effect relationship
    between variable
A

Correlational Methods

35
Q

What research Methods in Industrial Psychology use in the ff:

  • Use when some aspects of experimentation are possible but not all
  • More common in I/O psychology
A

Quasi-Experimental Methods

36
Q

What research Methods in Industrial Psychology use in the ff:

  • To ask people their opinion on some topic.
  • Conducted by personal interview, phone, fax,
A

Survey & Interview

37
Q

What research Methods in Industrial Psychology use in the ff:

  • Using previously collected data of records to answer questions

Ex. Personal files, company records

A

Archival Research

38
Q

What research Methods in Industrial Psychology use in the ff:

  • Conducted in natural settings
A

Field Research

39
Q

What research Methods in Industrial Psychology use in the ff:

  • Can be controlled easily than field research
A

Laboratory Research

40
Q

What research Methods in Industrial Psychology use in the ff:

  • A training technique in which employees, usually group, are
    presented with real or hypothetical workplace problem and asked to
    propose the best solution.
A

Case Studies

41
Q

What research Methods in Industrial Psychology use in the ff:

  • A case study based on real life situation
A

Living Case

42
Q

It does not directly answer your question, but this can provide some
good ideas on how to conduct your study.

A

Literature Review

43
Q

Four Types of Periodicals:

A
  • Journals
  • Bridge publications-goal
  • Trade magazines
  • Magazines
44
Q

A written collection of articles describing the methods and results of a new research.

A

Journals

45
Q

Goal of bridging gap bet. the research conducted by
academics and the practical needs of practitioners.

A

Bridge publications

46
Q

A collection of articles for thos “in the biz’, about related
proffesional topics, seldom directly reporting the methods and results of new research.

A

Trade magazines

47
Q

An unscientific collection of articles about

A

Magazines

48
Q

Are ambiguous situations that require a personal
judgment of what is right or wrong because there are no rules, policies, or laws guiding such decisions.

A

Ethical dilemmas

49
Q

In this there is a high level of uncertainty as to what is
right or wrong, there appears to be no best solution, and there are both positive and negative consequences to a decision.

A

Type A dilemma,

50
Q

Also called rationalizing dilemmas, the difference between right and wrong is much clearer than in a Type A dilemma. Usually, individuals know what is right but choose the solution that is most advantageous to themselves.

A

Type B dilemma

51
Q
  • It is the gathering, analyzing and structuring information about a job’s components, characteristics, and requirements.
A

Job Analysis

52
Q

What are the importance of Job Analysis?

A
  • Writing Job Description
  • Employee selection
  • Training
  • Personpower planning
  • Job Classification
  • Job design
  • Compliance with legal guidelines
  • Organizational analysis
53
Q
  • A brief, two to five page summary of the tasks and job requirements found in the job analysis.
  • Detailed description of job task, procedures, and responsiblities, tools and equipment used and the product or service.
  • It is written result of the job analysis. Job analyses and job descriptions serve as the basis for the many HR activities, including employee selection, evaluation, training and work
    design.
A

❑ Writing Job Description

54
Q
  • It is difficult to imagine how an employee can be selected unless there is a clear understanding of the task performed and the
    competencies needed to perform those tasks.
  • By identifying such requirements, it is possible to select test or develop interview questions that will determine wether a particular
    applicant possesses the necessary knowledge, skills and abilities to carry out the requirements of the job.
A

Employee selection

55
Q

Job analyses yield lists of job activities that can be systematically use
to create training programs

A

Training

56
Q
  • Seldom employed used of job analysis is to determine workers mobility within an organization.
  • Many organizations have a policy of promoting the person who perform the best in the job. Although this approach has its
    advantages, it can result into so called “peter principle” promoting employees until they eventually reach their highest level of incompetence.
A

Personpower planning

57
Q
  • Job analysis enables a human resources professional to classify jobs
    into group based on similarities in requirements and duties.
  • Useful for determining pay levels, transfers and
    promotions.
A

Job Classification

58
Q
  • Job analysis information can be used to determine the worth of a job.
A

Job evaluation

59
Q
  • Job analysis information can be used to determine the optimal way in which a job should be performed.
  • By analyzing a job, wasted and unsafe motions can be eliminated, resulting in higher productivity and reduced numbers of job inquiries.
A

Job design

60
Q
  • One legally acceptable way to directly determine job relatedness is by job analysis.
A

Compliance with legal guidelines

61
Q
A

3rd Industrial Psychology (1 decks)

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