Week 1, Intro, Key Terms

Question 1

Interdependent

Answer 1

Information gathered at one point in the overall procedure determines what, if any information will be gathered next

Continuous feedback loop that needs to be monitored

Question 2

Industrial Psychology

Answer 2

The “I side” deals with person job fit.

We determine what the ideal employee is and try to find people who are close (selection) and then get them even closer (training)

Must do this in a legal fashion

Question 3

Job Analysis

Answer 3

Building block of I/O

Fundamental to ALL processes

To match the individual to the job, we need a detailed description of the job, and the skills required to perform the job.

Competency modeling is a similar concept

May use:
Observation
Interviews
Focus Groups
Questionnaires
Critical Incidents

Question 4

selection ratio

Answer 4

(Number of Hired) / (Number of Applicants)

10 / 100 = .1 (good)
10 / 12 = .83 (not good)

Question 5

Screening & Selection

Answer 5

Difference is bottom up vs. top down

Starts by setting the standards or qualifications of individuals who are acceptable to you as candidates

Ex. Master’s Degree, 5 years experience

These standards can be stringent or lax depending on a variety of factors

Question 6

Selection

Answer 6

We use information either:
A) Judgmentally ( unstructured interviews)
B) Mechanically (written tests)
C) Both

Ex. Application blank, written test, performance test, reference checks, structured interview

Question 7

Selection tools

Answer 7

Work sample tests

Cognitive ability testing

Personality testing

Integrity testing

Interviews

Assessment Centers

Question 8

Criterion Validity

Answer 8

Demonstrated statistical relationship between Test and Measure of Performance

*Usually a significant positive correlation

Question 9

Training

Answer 9

Programs designed to modify and develop Knowledge, Skills, and Abilities (KSAs) in a way that enables employees to perform better

First have to identify training needs (needs analysis)

Learning Objectives

We then use learning principles of psychology (behaviorism, cognitive psychology) to maximize both the learning that takes place, but also transfer to the job

Develop performance indicators

Systematically evaluate

Question 10

Performance Appraisal

Answer 10

Observing, evaluating, and documenting behavior

PA is tied to many other I/O functions; promotion, compensation, disciplinary actions, etc…

Can serve as criterion in a validation study

Requires a great deal of training to reduce bias

The PA system allows management to provide performance feedback to employees

Feedback is necessary for development

Motivates employees

Younger employees require feedback and will often seek it

Question 11

Org Psych

Answer 11

The “grease” that keeps the organization running smoothly

Interested in employee’s attitudes like satisfaction, commitment & engagement

These have indirect links to performance, but direct links to extra role behavior and counterproductive behaviors

Question 12

Organizational Culture

Answer 12

Shared beliefs, norms, & assumptions

Analogous to the personality of individuals

Helps explain why people do what they do at work (regulating force that guides behavior)

Very resistant to change

What stories have you been told about your programs?

Stories are one way that organizational culture is transmitted and maintained

Rituals, artifacts also play a part

Strong cultures can impact org performance

Question 13

Leadership

Answer 13

Everybody can spot a leader, but there is no one theory that explains the phenomenon

Implicit Leadership Theory

Self Monitoring

Training leaders in new Paradigm Dynamics (chaos)

Toxic leadership

Question 14

Multicultural Issues

Answer 14

Organizations are global, and must react quickly to stay ahead of markets

Complicates everything!

Impact all the topics we mentioned previously

Western thought has shaped much of our practice, but not everyone thinks that way

What is a person’s relationship to other people? (Individualistic vs. group; (hierarchical or lateral)

What is the primary mode of activity? (Doing i.e. employee works hard to achieve goals) vs. being (i.e. employee works only as much as needed to be able to live)

What is the conception of space? (Private vs. Public.)

What is a person’s temporal orientation? (Future/present vs. past/present)

Question 15

Teams, Training, & Technology

Answer 15

“Buzzwords”

Examine composition issues

Facilitate team processes to reduce cognitive errors (groupthink)

Team Building

How do we use advanced technology and design to improve team effectiveness?

Technological integration

High fidelity simulations

Artificial Intelligence

Question 16

SMWT

Answer 16

Self-Managing Work Teams are groups of interdependent individuals that can self-regulate their behavior on relatively whole tasks

Discretion over work assignments, work methods, and scheduling of activities

Emerged in the 80’s as organizations cut out middle management

One of the goals of SMWT is to utilize the various skills of different workers.

Question 17

Future of I/O

Answer 17

I/O name and identity crisis

Pro-social I/O
Emerging economies

Changing world view of I/O psychology