z - psychology Flashcards
term
what are the measures to assess performance
-Measuring individual employee and team performances with trackers.
-Performance appraisals and ratings.
-360 degree and upward appraisal.
-Critical Incident Method of Analysing Performance (CIT)
term
Define organisational psychology, define each domain.
Organisational Psychology is defined as the scientific study of behaviour in the workplace. This can be broken into three domains: the application of the individual, group, and organisational levels. The individual explores the personality, attitudes, and motivations of its employees, while the group explores the composition of the working members, including their inter and intra group behaviours and additionally veiws leadership and any forms of conflict. The Organisational level delves into the cultural structure of a workplace, exploring its change and development.
term - individual
Vocational Guidance is the process of helping an individual to choose an appropriate vocation through means such as:
- In-depth interviews
- administrations of aptitude, interest and personality tests
- Discussion of the nature and requirements of specific types of work in which in the individual expresses an interest.
term - individual
Explain Holland’s Theory of Vocational Choice
- what are the six ideal vocational personality types
for the individual
Investigative
- [scientific]
Realistic
-[practical, building]
Artistic
-[creative]
Social
-[caring, communication]
Enterprising
-[buisness, leadership]
Conventional
-[accounting, organisation]
term
what are the advantages and disadvantages of Holland’s Theory of Vocational Choice
Advantages
Individuals and counselors easily understand them.
Most widely used model for organizing career interest assessments.
Disadvantages
Self Directed Search does not assess the skills and knowledge needed for the particular job.
Other considerations also include availability of the jobs (now and in the future), working conditions and renumeration would need to also be taken into account.
term
what is 360 degree and upward appraisal
A 360 degree appraisal is a holistic employee review process. It involves gathering the anonymous views and opinions of colleagues, managers, and direct reports, which is used to give an employee well-rounded and constructive feedback.
term
What is the critical incident method
a qualitative technique that was developed by John Flanagan in the 1950s. It is based on the premise that the best way to understand a job is to examine the situations or incidents that occur during the job performance, and how the employees respond to them.
term
What is vocational guidence
the process of helping an individual choose an appropriate vocation
term
Define:
Objective data
Subjective data
Qualitative data
Quantitative data
- Objective Data: can be verified by other researchers, increasing the reliability and validity of the data.
- Subjective Data: collected or obtained via personal observations.
- Qualitative Data: Often expressed in words, or sentences and describe the quality of behaviour.
- Quantitative Data: Represented by numbers and can be statistically analysed and presented in table, or graph
format making interpretation of the results simpler for the end reader of the research.
term
What is the definition of reliability in psychology?
the consistency of the findings or results of a psychology research study
If findings or results remain the same or similar over multiple attempts, a researcher often considers it reliable.
term
What is the definition of validity in psychology?
assumes that the test in question measures precisely what it aims to measure, meaning the data collected is accurate and represents some truth compared to others outside of the study. If it does, then the test is valid.
relevant and accurate
individual - Jurgensen’s Job preference Study-
Jurgensen’s Job preference Study-
discuss SHE concept of Development and Application
This study explores the work conditions that both men and women value. Discuss how the sociocultural findings from this study could impact the way that Organisational Psychologists advise employers about designing work conditions/writing contracts for employees.
In the context of the SHE concept of the Development and Application - Sociocultural factors/findings can be applied to enhance organisational effectiveness in the design of work conditions and the writing of contracts that cater to diverse preferences. Sociocultural insights improve diversity and inclusion—challenging stereotypes and promoting more inclusive workplaces. Organizational psychologists can advise employers to create environments that enhance satisfaction and productivity for all employees.
individual - Jurgensen’s Job preference Study-
Jurgensen’s Job preference Study-
discuss SHE concept of Communication and Collaboration
This study, and more broadly Organisational Psychology, relies upon the review and verification of results. This study used a self-rating scale which asked participants to reflect upon working conditions that they valued and then that they perceived other people to value. Discuss the benefits of using this self-reporting scale.
This method supports the SHE Key Concept of Communication by capturing participants’ subjective opinions and perceptions directly. Benefits of the self-reporting scale include insights into individual preferences, comparative analysis of perceived norms, and efficient data collection across diverse populations. Overall, the study’s approach enhances understanding of job preferences and fosters collaborative data collection in organizational psychology.
individual
Motivation of individuals - Maslow’s hierarchy of NEEDS relation to organisational performance [fufilling basic needs at work, not explicitly motivation]
organisation:
Providing physiological needs at work
safe at work, can go to manager and people in team
belonging at job and with peers - driving themselves, a team that lifts them up [connection even in isolation]
individual
Motivation of individuals - List concept and 4 domains of Vroom’s Theory of Expectancy in relation to organisational performance
E
P
R
M
employees are rational decision makers who will put effort into activities that lead to rewards they are seeking
expectancy: EFFORT, will effort lead to good performance
Instrumentality: PERFORMANCE, will it lead to good outcomes
Valance: REWARDS, are outcomes desirable
Motivation: MOTIVATION, if the categories are high then motivation is high.
