Psych 475 Exam 1 Flashcards
(53 cards)
Industrial Psychology
the application of psychological concepts and methods to optimizing human behavior in workplaces
Industrial Psychology Micro-focus
recruitment, job analysis, selection, training, performance appraisal, compensation, employment law
personnel psychology
a subfield of I/O psychology that focuses on employee recruitment, selection, placement, training, appraisal, and development
Organizational Psychology
a subfield of I/O psychology that examines organizational influences on worker satisfaction and productivity and facilitates organizational change
Organizational Psychology Macro-focus
leadership, teams, org theory, culture, org development & change, worker attitudes, safety & well-being, work-family
Staffing
The processes involved in finding, assessing, placing, and evaluating individuals at work
History of HRM: Early 1900s
Organizations were very hierarchical. People did what they were told!
Transactional HR
Personnel departments’ major jobs were to keep employee records (date of hiring, payroll), do hiring and firing. It is very reactive instead of proactive.
Frederick Taylor and Scientific Management
emphasized the use of scientific methods to scrutinize individualized tasks to find the most effective method.
Hawthorne Studies
A series of studies during the 1920s and 1930s that provided new insights into individual and group behavior
What did the Hawthorne studies find?
Employees’ behaviors will change if they know that they are being monitored.
Draw more attention to workers and the effect of psychological and social factors at workplace
crystallized intelligence
one’s obtained knowledge and verbal skills; tends to increase with age
fluid intelligence
ability to think, learn, and apply new concepts
Civil Rights Act of 1964 (Title VII)
Made it illegal to use race, color, gender, religion, or national origin for hiring decisions.
Douglas McGregor’s Theories
Theory X and Theory Y
Theory X (Douglas McGregor)
People just want money and must be coerced to perform
Theory Y (Douglas McGregor)
People want to experience Self-actualization.
4 Major Modern HR Challenges
1) individual attributes
2) job characteristics
3) organizational practices and procedures
4) the larger environment
Job Analysis
The process of describing what is done on a job, and the context in which the work activities are conducted.
Job Specifications
The process of inferring human-trait requirements presumed to be necessary for successful job performance
Griggs vs. Duke Power Co. (1971)
Griggs claimed that Duke Power had unfair and invalid standards for entry into supervisory positions.
Direct observation by job analyst Pros & Cons
Pros.
Free of Subjective Bias
Cons.
Time Consuming
Cannot Observe some key aspects of the job
Employee’s behaviors will change if they know they are being observed.
Individual Interviews Pros and Cons
Pros.
Detailed information because the interviewer can prompt the interviewee for additional details, check or question the validity of information.
Cons.
Sometimes individuals cannot describe what they do in enough detail, particularly if they have been doing the same job for a long time and have routinized the work.
Individuals with lower verbal ability may not be able to describe their job clearly.
Group Interviews Pros and Cons
Pros
Rich information
Cons
How to resolve disagreement
Can be subject to dysfuntional group processes (conformity)
