Questions and Answers
What is the main focus of Industrial Psychology?
Who is considered the Father of Industrial Psychology?
What is the purpose of a job analysis?
What is the Hawthorne Effect?
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What is the name of the test used to assess and place draftees during World War II?
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What is the term for the standards by which objects, individuals, procedures, or collectives are assessed?
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What is the term for the degree to which the actual criteria fail to overlap with the conceptual criteria?
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What is the term for the knowledge, skills, abilities, and other characteristics needed for a job?
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What is the name of the organization founded in 1921 to advance psychology and promote its usefulness to the industry?
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What is the term for the process of gathering, analyzing, and structuring information about a job's components, characteristics, and requirements?
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What is the purpose of a job description?
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How often should a job description be updated?
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What is the purpose of a brief summary in a job description?
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What is a method of gathering information for a job description?
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What is another name for subject matter experts (SMEs)?
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What is a section of a job description that lists the tasks and activities involved in the job?
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What is a method of gathering information for a job description that allows the job analyst to observe the worker performing their job?
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How many sections does a job description typically have?
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What is a purpose of a job description's Job Context section?
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What is another method of gathering information for a job description?
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What is the main purpose of a job analysis?
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What is the difference between job analysis and job evaluation?
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What is the Hay Plan?
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What is internal equity in compensation?
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What is the main purpose of a salary survey?
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What is the difference between internal and external recruitment?
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What is the main purpose of job performance criteria?
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What is the point method of job evaluation?
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What is the main advantage of using a job analysis in recruitment?
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What is the main purpose of a compensable factor?
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What is a letter of recommendation usually sent to?
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What is the purpose of a salutation in a job application letter?
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What should be included in the first paragraph of a job application letter?
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What is the purpose of a letter of recommendation?
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What should be explicitly stated in a letter of recommendation?
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What should you do before sending a letter of recommendation?
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What should be included in the last paragraph of a job application letter?
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What is the guideline when providing references?
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What is the purpose of employers spending a lot of time and money on recruiting?
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What type of employment agency is strictly non-profit?
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What is the most commonly used method of employee selection?
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What is the purpose of a realistic job preview?
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What type of interview question is used to clarify information in the resume, cover letter, and application?
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What is the purpose of a reference check?
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What is the characteristic of an effective resume?
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What type of resume lists previous jobs in order from most to least recent?
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What is the purpose of an expectation-lowering procedure?
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What is the purpose of a cover letter?
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Study Notes
Industrial/Organizational Psychology
- Applies the principles of psychology to the workplace to enhance the dignity and performance of human beings and the organizations they work in
- Relies on research, quantitative methods, and testing techniques
- Trained to use empirical data and statistics to make decisions
- Difference from other related fields (e.g., HR): application of psychological principles like the use of psychological tests
Approaches to Achieving the Goal of I/O Psychology
- Industrial approach: focuses on determining competencies needed to perform a job, staffing the organization with employees who have the competencies, and increasing competencies through training
- Organizational approach: creates an organizational structure and culture that motivates employees to perform well, provides necessary information, and ensures safe and enjoyable working conditions
Major Fields of I/O Psychology
- Personnel Psychology:
- Studies areas like job analysis, recruitment, selection, determining salary levels, training employees, and performance evaluation
- Uses tests to select and promote employees; constructs performance appraisal instruments
- Organizational Psychology:
- Concerned with leadership, conflict management, organizational change, group process within an organization, and job satisfaction
- Examines factors that affect people in an organization
Important Events and People in the History of I/O Psychology
- 1870s: Organizational psychology emerged as a separate field
- William Bryan: studied skills of telegraphers using Morse code
- Walter Dill Scott: published "Theory of Advertising" (1903) and "Increasing Human Efficiency in Business" (1911)
- Frederick Taylor: considered the Father of Scientific Management; published "Principles of Scientific Management"
- Lillian Moller Gilbreth: pioneered industrial management techniques; recognized effects of stress and fatigue among workers
- Hugo Munsterberg: created the Army Alpha Test; applied traditional psychological methods to industrial settings; published "Psychology and Industrial Efficiency"
- World War I: I/O psychology made its first impact; I/O psychologists employed to test recruits and place armies in appropriate positions
- Hawthorne Experiments: showed enormous problems of production in relation to efficiency; demonstrated the Hawthorne Effect
- The Psychological Corporation: founded in 1921 by James Cattell to advance psychology and promote its usefulness to industry
- World War II: the "Army General Classification Test" (AGCT) was used to assess and place draftees
- 1980s-1990s: increase use of sophisticated statistical techniques and methods for analysis
Criteria as Standards of Decision-Making
- Conceptual Criterion: an abstract idea that cannot be measured
- Actual Criterion: the operational or actual standard that researchers measure or assess
- 3 Forms of Relationship between Actual and Conceptual Criteria:
- Criterion Deficiency: the degree to which the actual criteria fail to overlap with the conceptual criteria
- Criterion Relevance: the degree to which the actual criteria and the conceptual criteria coincide
- Criterion Contamination: the part of the actual criteria that is unrelated to the conceptual criteria
- Bias: the extent to which the actual criteria systematically or consistently measure something other than the conceptual criteria
- Error: the extent to which the actual criteria are not related to anything at all
Job Analysis
- A formal procedure to define the content of a job in terms of tasks performed, the situation in which the work is performed, and the human attributes needed to perform the job
- Importance of Job Analysis:
- Identify the tasks performed and the tools and equipments used
- Determine job competencies (knowledge, skills, abilities, and other characteristics) needed
- Update job descriptions if a job changes significantly
- Methods of Gathering Information:
- Interview: individual or group interview with Subject Matter Experts (SMEs)
- Direct Observation/Observation of Incumbents: observe workers performing their jobs
- Questionnaire/Inventory: use structured or unstructured questionnaires to acquire existing knowledge about the job
Job Description
- A written result of job analysis procedure that serves as a basis for HR activities
- 8 Sections of a Job Description:
- Job Title
- Brief Summary
- Work Activities
- Tools and Equipments Used
- Job Context
- Physical Demands
- Working Conditions
- Job Competencies### Job Analysis
- Job analysis is the process of identifying the key responsibilities and skills required for a particular job.
- It involves identifying the tasks, duties, and responsibilities of a job and the skills, knowledge, and abilities required to perform them.
KSAOs (Knowledge, Skills, Abilities, and Other Characteristics)
- KSAOs are the essential components of a job that are used to identify the qualifications and requirements of a job.
- They include the knowledge, skills, abilities, and other characteristics required to perform a job successfully.
Job Evaluation Methods
- There are several methods of job evaluation, including:
- Ranking Method: ranking jobs from highest to lowest based on their relative importance and complexity.
- Classification Method: grouping jobs into categories based on their level of complexity and importance.
- Factor Comparison Method: evaluating jobs based on a series of factors, such as knowledge, skills, and abilities.
- Point Method: assigning points to each job based on its level of complexity and importance.
Compensation
- Compensation refers to all forms of rewards earned by employees in exchange for their labor.
- There are two forms of compensation:
- Direct Financial Compensation: wages, salaries, bonuses, and commissions.
- Indirect Financial Compensation: benefits, leaves, retirement plans, and other forms of non-monetary compensation.
Job Performance Criteria
- Job performance criteria are the standards used to evaluate an employee's performance on the job.
- There are two types of job performance criteria:
- Objective Performance Criteria: measurable and quantifiable criteria, such as production, sales, and attendance.
- Subjective Performance Criteria: criteria based on opinions, attitudes, and behaviors, such as teamwork, communication, and problem-solving.
Recruitment
- Recruitment is the process of attracting and selecting candidates for a job opening.
- There are several methods of recruitment, including:
- Internal Recruitment: promoting employees from within the organization.
- External Recruitment: hiring candidates from outside the organization.
- Employee Referrals: recruiting candidates through current employees' referrals.
- Direct Mail: sending job advertisements to potential candidates through the mail.
- Internet: using online job boards and company websites to recruit candidates.
Selection Techniques
- Selection techniques are the methods used to evaluate and select candidates for a job opening.
- There are several types of selection techniques, including:
- Employment Interviews: face-to-face, telephone, or video interviews.
- Personality Tests: assessing a candidate's personality and fit for the job.
- Ability Tests: evaluating a candidate's skills and abilities.
- Reference Checks: verifying a candidate's previous work experience and performance.
Resume and Cover Letters
-
A resume is a summary of a candidate's education, work experience, and skills.
-
A cover letter is a letter that accompanies a resume and provides additional information about the candidate's qualifications and interest in the job.
-
Characteristics of an effective resume include:
- Attractiveness and ease of reading.
- No errors in typing, spelling, grammar, or facts.
- Relevant information about the candidate's education, work experience, and skills.### Job Application Letter
-
Typically starts with a generic salutation "To Whom It May Concern" when the recipient is unknown
-
A formal letter expressing interest in a job position and showcasing one's qualifications
Important Contents
- Salutation: Address the letter to the correct person or position
-
Paragraph 1:
- Mention the enclosed resume
- Specify the job being applied for
- State how the job opening was discovered
-
Paragraph 2:
- State qualifications for the job
- Provide at least three reasons why the applicant is suitable for the job
-
Paragraph 3:
- Express reasons for wanting to work with the company
-
Last Paragraph:
- Include contact information for the applicant
Letter of Recommendation
- A formal letter expressing an opinion about an applicant's ability and previous performance
- Typically sent to a specific person or organization
Guidelines for Providing References
Raynes (2005)
- Explicitly state the relationship: Clearly define the relationship with the person being recommended
- Be honest: Provide accurate and truthful information
- Let the applicant review: Allow the applicant to read the reference before sending it
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Description
This quiz covers the role of industrial organizational psychology in conducting surveys and developing organization-wide programs to improve workplace efficiency.
