Industrial Organizational Psychology
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Questions and Answers

What is the main focus of Industrial Psychology?

  • Applying psychological principles to the workplace (correct)
  • Improving human behavior in general
  • Designing organizational structures
  • Enhancing employee skills through training

    • Who is considered the Father of Industrial Psychology?

  • Frederick Taylor
  • Walter Dill Scott
  • Hugo Munsterberg (correct)
  • William Bryan

    • What is the purpose of a job analysis?

  • To design organizational structures
  • To identify the criteria or performance dimensions of a job (correct)
  • To evaluate employee performance
  • To select employees

    • What is the Hawthorne Effect?

    <p>The positive change in behavior at the onset of an intervention</p> Signup and view all the answers

    What is the name of the test used to assess and place draftees during World War II?

    <p>Army General Classification Test (AGCT)</p> Signup and view all the answers

    What is the term for the standards by which objects, individuals, procedures, or collectives are assessed?

    <p>Evaluative Standards</p> Signup and view all the answers

    What is the term for the degree to which the actual criteria fail to overlap with the conceptual criteria?

    <p>Criterion Deficiency</p> Signup and view all the answers

    What is the term for the knowledge, skills, abilities, and other characteristics needed for a job?

    <p>Job Competencies</p> Signup and view all the answers

    What is the name of the organization founded in 1921 to advance psychology and promote its usefulness to the industry?

    <p>The Psychological Corporation</p> Signup and view all the answers

    What is the term for the process of gathering, analyzing, and structuring information about a job's components, characteristics, and requirements?

    <p>Job Analysis</p> Signup and view all the answers

    What is the purpose of a job description?

    <p>To make decisions about HR activities such as selection and training</p> Signup and view all the answers

    How often should a job description be updated?

    <p>On a regular basis</p> Signup and view all the answers

    What is the purpose of a brief summary in a job description?

    <p>To be used in help-wanted ads</p> Signup and view all the answers

    What is a method of gathering information for a job description?

    <p>Individual interview</p> Signup and view all the answers

    What is another name for subject matter experts (SMEs)?

    <p>Incumbents</p> Signup and view all the answers

    What is a section of a job description that lists the tasks and activities involved in the job?

    <p>Work Activities</p> Signup and view all the answers

    What is a method of gathering information for a job description that allows the job analyst to observe the worker performing their job?

    <p>Direct Observation</p> Signup and view all the answers

    How many sections does a job description typically have?

    <p>8</p> Signup and view all the answers

    What is a purpose of a job description's Job Context section?

    <p>To describe the environment in which the employee works</p> Signup and view all the answers

    What is another method of gathering information for a job description?

    <p>Group interview</p> Signup and view all the answers

    What is the main purpose of a job analysis?

    <p>To identify the KSAOs required for a job</p> Signup and view all the answers

    What is the difference between job analysis and job evaluation?

    <p>Job analysis describes a job, while job evaluation compares jobs in terms of their worth</p> Signup and view all the answers

    What is the Hay Plan?

    <p>A tool used to identify compensable factors for managers and executives</p> Signup and view all the answers

    What is internal equity in compensation?

    <p>Comparing jobs within an organization to ensure fairness</p> Signup and view all the answers

    What is the main purpose of a salary survey?

    <p>To gather data on salaries from other organizations</p> Signup and view all the answers

    What is the difference between internal and external recruitment?

    <p>Internal recruitment promotes from within the organization, while external recruitment hires from outside</p> Signup and view all the answers

    What is the main purpose of job performance criteria?

    <p>To evaluate the performance of an employee</p> Signup and view all the answers

    What is the point method of job evaluation?

    <p>A method that uses a point system to rank jobs</p> Signup and view all the answers

    What is the main advantage of using a job analysis in recruitment?

    <p>It reduces the chances of a legal challenge</p> Signup and view all the answers

    What is the main purpose of a compensable factor?

    <p>To determine the relative value of a job for compensation purposes</p> Signup and view all the answers

    What is a letter of recommendation usually sent to?

    <p>A specific person</p> Signup and view all the answers

    What is the purpose of a salutation in a job application letter?

    <p>To address the correct person or position</p> Signup and view all the answers

    What should be included in the first paragraph of a job application letter?

    <p>The fact that your resume is enclosed and how you know about the job opening</p> Signup and view all the answers

    What is the purpose of a letter of recommendation?

    <p>To express an opinion regarding an applicant's ability and previous performance</p> Signup and view all the answers

    What should be explicitly stated in a letter of recommendation?

    <p>Your relationship with the person you are recommending</p> Signup and view all the answers

    What should you do before sending a letter of recommendation?

    <p>Let the applicant read your reference before sending it</p> Signup and view all the answers

    What should be included in the last paragraph of a job application letter?

    <p>How the company can reach you</p> Signup and view all the answers

    What is the guideline when providing references?

    <p>Be honest in providing information</p> Signup and view all the answers

    What is the purpose of employers spending a lot of time and money on recruiting?

    <p>To follow good practice and get it right first time</p> Signup and view all the answers

    What type of employment agency is strictly non-profit?

    <p>Public Employment Agencies</p> Signup and view all the answers

    What is the most commonly used method of employee selection?

    <p>Employment Interview</p> Signup and view all the answers

    What is the purpose of a realistic job preview?

    <p>To give an applicant an honest assessment of a job</p> Signup and view all the answers

    What type of interview question is used to clarify information in the resume, cover letter, and application?

    <p>Clarifiers</p> Signup and view all the answers

    What is the purpose of a reference check?

    <p>To confirm the accuracy of the information provided by the applicant</p> Signup and view all the answers

    What is the characteristic of an effective resume?

    <p>It must be attractive and easy to read</p> Signup and view all the answers

    What type of resume lists previous jobs in order from most to least recent?

    <p>Chronological Resume</p> Signup and view all the answers

    What is the purpose of an expectation-lowering procedure?

    <p>To lower the applicant's expectations about the job</p> Signup and view all the answers

    What is the purpose of a cover letter?

    <p>To tell the employer that you are enclosing your resume</p> Signup and view all the answers

    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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