Organisational psychology

Question 1

what is organisational psychology?

Answer 1

studying people at work to manage psychosocial health issues in the workplace, solve problems to help improve performance and outcomes

Question 2

what are three examples of org psychs focuses?

Answer 2

working conditions, bullying, poor change management

Question 3

what does wilhem wundt’s voluntarism theory explain?

Answer 3

the mind has a capacity to organise content into high-level thought processes

Question 4

what was Hugo Munsterberg focuses?

Answer 4

wanted to improve industrial efficiency and safety and designed methods to test job fit

Question 5

what is industrial efficiency?

Answer 5

focusing on improving industrial efficiency and safety, and developing methods to choose best job candidates

Question 6

How did James cattle aid the development of org psych?

Answer 6

focused on quantitative assessments and developed cognitive tests to measure individual differences

Question 7

what theory did Frederick Taylor develop?

Answer 7

taylorisim

Question 8

what is taylorism?

Answer 8

is a method focused on increasing efficiency in the work and motivation context by making tasks more optimal

Question 9

what are the principles of scientific management?

Answer 9

task optimisation, worker selection and training, standardised tools and procedures, performance based incentives

Question 10

what was walter dill scotts focus?

Answer 10

factors that related to improvement such as culture, motivation and productivity

Question 11

how did organisational psych principles help with WW1?

Answer 11

helped with developing more efficient selection methods for employing replacement troops

Question 12

What was the aim of the Hawthorne studies and what were the findings?

Answer 12

aim: understanding working conditions and employee productivity
findings: employee performance improved when they received attention which made them feel recognised and values

Question 13

how did org psych help with WW2?

Answer 13

developed psychomotor testing to help select individuals for specific roles

Question 14

what are the two approaches of leadership?

Answer 14

the trait approach and the state approach

Question 15

what is the trait approach of leadership?

Answer 15

leaders are born that way and the predisposition to a certain leadership style will not change and have stable leadership traits

Question 16

what is the state approach of leadership?

Answer 16

leadership style is determined by the situation

Question 17

what is the relationship between human factors and system design?

Answer 17

it focuses on optimising the relationships between system use and human.

Question 18

what are user centred designs?

Answer 18

emphasises designing systems which have the end-user in mind to decrease error likelihood

Question 19

what is ergonomics?

Answer 19

study of how equipments and workplace design can improve comfort, efficiency and safety

Question 20

why did intrinisic motivation become a factor for jobs?

Answer 20

because workers starts placing emphasis on interesting and meaningful work as key motivators

Question 21

how did the top work motivators shift over time?

Answer 21

It shifted from being appreciated at work to interesting work to increase job satisfication

Question 22

what is goal setting theory?

Answer 22

setting specific and challenging goals to enhance motivation and improve performance

Question 23

what is person-organisation fit?

Answer 23

the compatibility between the individual and organisation. so how well their values and beliefs align with another

Question 24

what is transformational leadership theory?

Answer 24

how leaders can inspire and motivate people to achieve more by changing attitudes, beliefs and values

Question 25

what is transactional leadership?

Answer 25

focuses on the exchange between leaders and followers, where followers either receive rewards or punishments

Question 26

what are the 4 categories for occupational hazards?

Answer 26

1. physical (heat, cold, noise) 2. pathogenic: tend to be medically oriented (asbestosis and the victims = builders) 3. ergonomic: physical interactions with environment (tendonitis: assembly workers) 4. psychological: psych issues that impact performance and wellbeing (trauma, depression)

Question 27

what are 3 examples of psychological factors that contribute to occupational health and wellbeing?

Answer 27

1. workload 2. role ambiguity 3. role conflict

Question 28

what are three categories of human error? what type of errors are associated with each?

Answer 28

1. perceptual component: attention error (lapse) 2. decision component: decision error (mistake) 3. response component: action error (slip)

Question 29

what are the 3 patterns of human error?

Answer 29

1. sporadic error: more individual error 2. systematic error: error tends to lean towards one direction, and most are getting it wrong 3. random configuration: nothing is really working, and shots are every where

Question 30

what is risk perception?

Answer 30

the capability to recognise hazarding

Question 31

what is the willingness to tolerate risks called?

Answer 31

risk tolerance

Question 32

what does KSA stand for?

Answer 32

knowledge, skills and attitudes

Question 33

what is the triangulation method of data collection?

Answer 33

use of three particular types of methods for data gathering

Question 34

what does triangulation data collection help with?

Answer 34

cross-checking and confirming findings, identifying different aspects of a phenomenon

Question 35

how are staff surveys helpful?

Answer 35

cost effective, gets lots of info, and can establish relationships between causes and outcomes

Question 36

how are interviews helpful?

Answer 36

allow for more insightful answers, can infer causal pathways, and for more particular questioning

Question 37

does company data need to be compared to anything to identify issues? is so, then what does it need to be compared to and why?

Answer 37

yes, it needs to be compared to findings across the sector to understand the results significance

Question 38

what is role conflict and ambiguity?

Answer 38

when someone receives conflicting orders on tasks and there are conflicts with professional values

Question 39

what type of training can help cope with job insecurity?

Answer 39

resilience training

Question 40

what does the job demands and resources model helps explain?

Answer 40

why some experience burn out and health problems at work while others feel the opposite

Question 41

what are job demands?

Answer 41

emotional and physical stresses in a job role such as workload, time pressure, role ambiguity. they are draining

Question 42

what are job resources?

Answer 42

physical, social, and org factors that helps someone achieve goals and reduce stress such as autonomy, supportive environments

Question 43

what happens when job demands are high and job resources are low?

Answer 43

stress and burnout are common, can cause mental health problems and job dissatisfaction

Question 44

what happens when job resources are high?

Answer 44

can decrease effects of extreme job demands

Question 45

what is the capacity someone believes they can cope called?

Answer 45

coping efficacy

Question 46

what is social identity?

Answer 46

forms part of someones identity and relates to their group memberships

Question 47

what is out-group homogeneity?

Answer 47

seeing all members of an out-group as being similar to another

Question 48

how can intergroup conflict be managed?

Answer 48

collaborative processes and creating new shared identities and methods

Question 49

what are challenges stressors?

Answer 49

job demands that create opportunity for personal growth and development

Question 50

what is the negative form of stress called?

Answer 50

distress