Chapter 13: Industrial and Organizational Psychology Flashcards
(20 cards)
Industrial and Organizational (I/O) Psychology
branch of psychology studies how human behavior affects work and how they are affected by work
What are the three broad areas of I/O Psychology?
- Industrial Psychology
- Organizational Psychology
- Human Factors Psychology
Industrial Psychology
concerned with job requirements and assessing individuals for their ability to meet those requirements
Before one gets hired.
Organizational Pyschology
- interested in how the relationships among employees affect those employees and the performance of a business
- studies worker satisfaction, worker well-being, leadership, organizational culture
After one is hired. Helps people stay in a company, how personalities blend in the workplace.
Human Factors Psychology
study of how workers interact with tools of work and how to design those tools to optimize worker’s productivity, safety, and health
* integration of human-machine interface (cognitive or physical) in the workplace
- After one is hired.
- e.g. design a chair to optimize work performance
Occupational Health Psychology
how stress, diseases, and disorders affect employees as a result of the workplace
Emphasizes work/life balance.
What did the Western Electic Hawthorn Works studies focus on?
interpersonal relations, motivation, organizational dynamics
Hawthorne Effect
Result of Western Electric Hawthorne Works.
the increase in performance of individuals who are aware they are being observed by researchers or supervisors
ONet
- database by the US Department of Labor
- where each occupation lists tasks, knowledge, skills, personalities, etc. deemed necessary for success in that position
Orientation Training
educate new employees on how an organization runs, operates, and makes decisions
Mentoring
informal training in which an experienced employee guides the work of a new employee
Mentors are often women to show diversity within a company.
Organizational Training
- based on employee’s effort
- test at the end of training to demonstrate learning outcomes were met
I/O psychologists design performance-appraisal systems. What do these evaluate?
employees’ performance
Performance Appraisal
- documented several times a year
- address the employee to motivate them, improve performance, and expand areas of competence
Job Satisfaction
- measured after a change in organization, assess how the change affects employees
- measured by questionnaires that employees complete - anonymous surveys
- correlated to job performance
Likert Scale
- personality testing, involves measurements in opinions, attitudes, and behaviors
- typically five answeres
- very satisfied
- somewhat satisfied
- neither satisfied nor dissatisfied
- somewhat dissatisfied
- very dissatisfied
What are the differences between the Theory X and Theory Y leadership styles?
- Theory X
- assumes most people dislike work
- perceives employees as people who prefer to be led and told which tasks to perform
- Theory Y
- assumes most people seek inner satisfaction and fulfillment from work
- allows employee to participate in decision-making, provide output and input, set their personal and work goals
What are the differences between the transactional and transformational leadership styles?
- Transactional Leadership
- supervision and organizational goals through rewards and punishments (transactions)
- Transformational Leadership
- inspirational, role model, intellectually stimulating, considerate, help employees improve
Organizational Culture
encompasses values, visions, hierarchies, norms, and interactions among the employees
Diversity Training
educates participants about cultural differences with the goal of improving teamwork
