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Organizational Psychology > 1. Introduction > Flashcards

1. Introduction Flashcards

1
Q

Define “Organizational Psychology”

A

the science that studies the
behaviour of individuals
in organizational setting

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2
Q

What is the object of OP?

A

predicting problems
solving problems
understanding/explaining

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3
Q

What is the AIM of OP?

A

traditionally:

  • profit
  • productivity

recently:

  • personal development
  • quality of life at work
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4
Q

Name several characteristics of the “Organization”

A

MS. CCOLD

Made up of individuals/groups
Structured social systems
Continuity over time
Coordination by norms
Orientation to achieve SPECIFIC aims
Limits
Differentiation of roles, tasks and functions
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5
Q

“The effect of wearing a suit”

A

Rating of athletes: in uniform –> perceived higher professionalism, team spirit, ability

Impressions: clothing more important than personality for first impressions

Posture: body posture influences self-confidence

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6
Q

Which scientist found evidence for the importance of clothing in first impressions?

A

Kaiser 1990

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7
Q

Which scientist found evidence for the importance of body posture regarding self-confidence?

A

Brinol et al. 2009

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8
Q

Name examples of closed organizations

A

army, prison, mental hospital

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9
Q

Name characteristics of closed organizations

A 
SLECC
Strict rules
Limited communication with outside
Extreme socialisation
Closed limits
Coercion, discipline
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10
Q

Differentiate between FORMAL ORGANIZATIONS and SOCIAL GROUPS

A

formal:
- voluntary, free, explicit
- partial inclusion
- finite, specific aims
- individuals are limited
- roles artificially defined

social:

  • natural origin
  • total inclusion
  • multiple, global aims
  • individuals are not limited
  • roles are socially/culturally established
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11
Q

Name the three levels of analysis.

A

INDIVIDUALS
GROUP
ORGANIZATION (structure/procedure)

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12
Q

The INDIVIDUAL level of analysis.

A

“how the employee thinks, feels”

  • personality
  • stress
  • motivation
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13
Q

The GROUP level of analysis.

A

“how employees relate to each-other when working in a group”

  • conflicts
  • teamwork
  • leadership and power
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14
Q

The ORGANIZATIONAL level of analysis.

A
  • organizational culture, structure, change

JUSTICE

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15
Q

Name significant types of emerging tech…

A

AI, VR, blockchain, Robots, IoT, 3D printing, drones

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16
Q

Why is emerging tech a problem for the job market?

A

1/2 of jobs will disappear in 25 years

6/10 of children entering primary school will have job types that do not yet exist

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17
Q

W/O psychologists have a ____ % chance of being automated

A

1,2%

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18
Q

Which jobs are at risk of disappearing?

A

farmers, cashiers, drivers

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19
Q

Which jobs are “not safe” from automation?

A

doctors, lawyers, financial analysts

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20
Q

Define “big data”

A

Data whose complexity, scale and diversity requires new

    • techniques
    • analytics
    • algorithms

to manage it.

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21
Q

What are “people analytics”?

A

method of analytics, that helps managers make decisions about their workforce

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22
Q

Why is effective data management so critical?

A

better insight about employees

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23
Q

Technology and innovation in W/O Psychology.

A

HR chatbots
Therapy chatbots
annual self-assessment

24
Q

Evidence for the benefits of technology and innovation in W/O psychology

A

computer-based personality judgements are more accurate than those made by humans.

25
Criticism of technology and innovation in W/O Psychology.
- theory/scientific method becomes redundant - intepretational shortcomings e.g. finding illusory correlations - racial/gender bias in AI programs - AI --> new type of phrenology?
26
Describe "the gig economy"
- online platform, directly connects customer to worker - flexible time - platform-mediated payment - task-based compensation
27
What does "the gig economy" disrupt?
traditional employer-employee relationships
28
Implications of increasing societal age diversity?
- 4 generations working at same time - age influences work outcome - cross-generational leadership -
29
What would cross-generational leadership require?
- reducing stereotypes | - job redesign
30
Recent developments in the workplace: consequences?
- blurring of work/life domains | - desire for better work-life-balance
31
How is the way we work changing?
- short-term - on-demand - flexible - skill-based - driven by data and algorithms - replaced by machines
32
Work skills for the future?
- analytical data - complex problem-solving - new-media communication - coordinating with others
33
What is I/O Psychology?
Industrial/Organizational Psychology
34
I/O Psychology main application?
Personnel selection
35
Examples of job titles in I/O Psychology
- HR-Director - Professor - Behavioural Scientist - Industrial relations officer
36
I/O Psychology: INDUSTRIAL elements
SCCRTP ``` Selection Compensation Classification Recruitment Training Performance appraisal ```
37
I/O Psychology: ORGANIZATIONAL elements
MOLGS ``` Motivation Occupational stress Leadership Group performance Socialization ```
38
I/O Psychology: Areas of concern...
DDD ART EE Defining jobs Determining action, feelings Designing work, tools Assessment Recruiting Training Effects: work on people, people on work Employee Health and Safety
39
When was the first I/O textbook published?
1913
40
When did the first metal tests for job placement take place?
1017
41
When did the Hawthorne Studies begin?
1924
42
When does I/O Psychology become adopted by APA?
1970
43
Summarise "the Hawthorne Effect"
the mere practice of observing behavior, alters said behavior
44
Who conducted the Hawthorne Experiments?
Elton mayo
45
Who is Elton Mayo?
Psychologist Sociologist harvard Business School Professor
46
Where did the Hawthorne Studies take place?
Chicago
47
Describe the aims and methodology of the Hawthorne Studies.
Examination: effect of fatigue/monotony on productivity IV: breaks, work hours, temperature, humidity
48
Hawthorne Studies: what were the criticisms?
insufficient scientific rigor sample too small no control group certain subjects replaced with "more cooperative" subjects
49
Hawthorne Studies: Implications?
found: POWER of social relations in workplace Movement to interpersonal organisation
50
Besides the Hawthorne Studies, name other experiments that helped form HR theory.
IRMP Illumination studies Relay assembly test experiments Mica-splitting test group Plant interview program
51
Describe the Illumination Studies (1924-27)
Light intensity vs worker output results: each change --> higher output & satisfaction - - light intensity has no conclusive effect on output - - productivity has a psychological component - - researcher interaction with workers -->influenced output
52
Describe the Relay assembly test Experiments (1927-29)
6 women: 5 assemblers, 1 layout operator IV: pay, length of workday/week, use of rest period, company sponsored meals results: changes --> greater output & satisfaction pos effects even with neg influences --> attention increases output -- strong social bonds created within group --> influenced by need for recognition, security, sense of belonging
53
describe the Mica-Splitting Test Group. (1928-31)
- output vs work condition changes - results: productivity increases 15% - conc: non-pay factors also relevant, output is based on social dynamics
54
Describe the Plant Interview Program (1925-1932)
PHASE 1: objective qs, 30 mins, yes/no PHASE 2: attentive, sympathetic listening, concern for personal needs, 90mins RESULTS: remarkable positive employee perception (no real changes) CONC: new supervisory style improves worker morale
55
Summarise the PRINCIPLES of HR Theory.
- shift in emphasis: Task --> worker - creative, cognitive, emptional aspects - dyadic communication - social relationships at heart of org. behavior
56
Historical Evolution of HR Theory.
rational --> cognitive factors --> emotion

Organizational Psychology (9 decks)

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