Industrial Psychology (30-40)
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Questions and Answers

What is the purpose of segmentation in Human Capital Planning?

  • To classify jobs according to their difficulty levels
  • To prioritize jobs based on their cost to the company
  • To match job segments with specific workforce actions (correct)
  • To evaluate employee performance

    • Which analysis method is used to predict the required staffing levels based on historical data?

  • Trend Analysis
  • Statistical Regression (correct)
  • Scatter Plot
  • Ratio Analysis

    • What does Markov Analysis forecast in workforce planning?

  • Availability of internal job candidates (correct)
  • Effectiveness of workforce actions
  • Future business strategies
  • Availability of outside job candidates

    • In which type of analysis are numerical relationships between work volumes and the number of staff required analyzed?

    <p>Staffing Ratio</p> Signup and view all the answers

    What is the scope of analysis in Human Capital Planning?

    <p>Job roles, families, or functions</p> Signup and view all the answers

    What time frame is generally used for generating a Human Capital Plan?

    <p>3 to 5 years</p> Signup and view all the answers

    Which method forecasts personnel needs by analyzing historical ratios?

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

    What does workforce or employment planning help address in relation to firm's strategic planning?

    <p>Staffing needs</p> Signup and view all the answers

    What does 'Predictive Workforce Monitoring' primarily involve?

    <p>Paying continuous attention to workforce planning issues</p> Signup and view all the answers

    Which analysis method involves studying variations in the firm's employment levels over the past few years?

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

    Which framework proposes that similar individuals are both attracted to and selected by organizations?

    <p>Schneider's Attraction-Selection-Attrition Framework</p> Signup and view all the answers

    What is the purpose of Personnel Replacement Charts?

    <p>To show the present performance and promotability for each position's potential replacement</p> Signup and view all the answers

    What is a key component of the 'Job Analysis' process?

    <p>Collecting and analyzing information about a job</p> Signup and view all the answers

    What does the Markov Analysis primarily forecast?

    <p>Internal job candidates' availability</p> Signup and view all the answers

    What is a key feature of Ratio Analysis?

    <p>Forecasts based on historical ratios between causal factors and number of employees required</p> Signup and view all the answers

    Which recruitment method is likely to enhance employee morale and motivation?

    <p>Internal recruitment</p> Signup and view all the answers

    What does the term 'Attrition' refer to in the ASA framework?

    <p>People leaving the organization</p> Signup and view all the answers

    Why is Job Analysis considered important in personnel selection?

    <p>It identifies essential KSAOs needed on the first day of the job</p> Signup and view all the answers

    What is the primary distinction between the chronological and functional resume formats?

    <p>Functional format organizes jobs based on skills required to perform them while chronological lists jobs from most to least recent.</p> Signup and view all the answers

    Which type of interview style involves a series of interviews with time passing between each?

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

    Which evaluation method is designed to estimate the percentage of future employees who will be successful using a particular test?

    <p>Taylor-Russell Tables</p> Signup and view all the answers

    In interviews, what type of questions tap the extent to which an applicant will fit into the culture of an organization?

    <p>Organizational-Fit Questions</p> Signup and view all the answers

    Which interview medium is commonly used for screening applicants and does not involve visual cues?

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

    In the Averaging versus Adding Model of Impression Formation, what is emphasized more?

    <p>Activity quality</p> Signup and view all the answers

    What kind of questions in an interview must be answered in a particular way or the candidate is disqualified?

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

    What kind of interview method is utilized to interact with as many applicants as possible in a personal manner?

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

    Which recruitment strategy focuses on minorities, inmates, and persons with disabilities?

    <p>Nontraditional Population</p> Signup and view all the answers

    Which question type in interviews is designed to tap an interviewee's level of expertise?

    <p>Skill-Level Determiners</p> Signup and view all the answers

    What term describes any nonmotivational element of a group situation that detracts from the group performance?

    <p>Process Losses</p> Signup and view all the answers

    Which effect is defined as the influence on behavior when two or more people are performing the same task in the presence of one another?

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

    What theory suggests a group member realizes their effort is unnecessary when things are going well and thus does not work as hard?

    <p>Free-Rider Theory</p> Signup and view all the answers

    Brooks' Law states that adding more people to a project team when the project is already ongoing will likely result in what outcome?

    <p>Extended project duration</p> Signup and view all the answers

    Which concept involves increasing efforts on collective tasks due to the anticipation of little help from other group members?

    <p>Social Compensation</p> Signup and view all the answers

    Which of the following best defines 'Social Distance'?

    <p>An imaginary space that separates colleagues through formal and polite interaction</p> Signup and view all the answers

    Which concept explains why a group member reduces their effort after noticing others are not working hard, to avoid being 'played for a sucker'?

    <p>Sucker Effect</p> Signup and view all the answers

    How do members of advisory teams generally respond to conflict?

    <p>By collaborating, understanding others' views, and compromising</p> Signup and view all the answers

    What is the key characteristic of 'Departmental Teams'?

    <p>Similar or complimentary skills within the same unit of structure</p> Signup and view all the answers

    What does the Brogden-Cronbach-Gleser Utility Formula compute?

    <p>The amount of money an organization would save if it used the test to select employees</p> Signup and view all the answers

    Which selection method involves presenting only the top three scorers to the person making the hiring decision?

    <p>Rule of Three</p> Signup and view all the answers

    What effect occurs when individuals perform less effort in group work compared to individual work?

    <p>Social Loafing</p> Signup and view all the answers

    What are the key functions involved in managing relationships within an organization?

    <p>Developing, Monitoring, Maintaining, Managing</p> Signup and view all the answers

    What aspect does competency-focused evaluation concentrate on?

    <p>Employee's knowledge, skills, and abilities</p> Signup and view all the answers

    Which performance appraisal criterion is organized by the similarity of tasks that are performed?

    <p>Task-Focused</p> Signup and view all the answers

    Which approach administers tests one at a time rather than all simultaneously?

    <p>Multiple-Hurdle Approach</p> Signup and view all the answers

    Which description best fits Human Resource Development (HRD) in an organization?

    <p>Focuses on making the employee the best asset for the best outcome</p> Signup and view all the answers

    An event that affects one group member affecting all group members describes which concept?

    <p>Corresponding Effects</p> Signup and view all the answers

    Which selection method allows some flexibility for affirmative action while attempting to hire the top scorers?

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

    What is the primary focus of Human Resource Management (HRM)?

    <p>Whom and how to employ for the best outcome</p> Signup and view all the answers

    Which factor can help increase individual commitment and identity within a team?

    <p>Form smaller groups</p> Signup and view all the answers

    Which role involves behaviors such as blocking group activities and calling attention to oneself?

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

    What is Mindguard in a cohesive group?

    <p>A member protecting the group from contrary information</p> Signup and view all the answers

    Which type of task is where the group's performance depends on the least effective group member?

    <p>Conjunctive task</p> Signup and view all the answers

    According to Social Impact Theory, what might the addition of a new member to an already cohesive group cause?

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

    What is Psychological Reactance in group dynamics?

    <p>Reacting by doing the opposite of what is suggested</p> Signup and view all the answers

    Which of the following is a characteristic of high-performing groups?

    <p>Scoring high on conscientiousness and agreeableness</p> Signup and view all the answers

    What is a Conjunctive Task?

    <p>A task where performance depends on the least effective member</p> Signup and view all the answers

    Which factor tends to increase group cohesiveness?

    <p>High group status</p> Signup and view all the answers

    What does 'Groupthink' describe in a group setting?

    <p>Members making poor decisions despite contrary information</p> Signup and view all the answers

    In which stage of team development is there likely to be high cooperation and trust, with conflicts resolved quickly?

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

    Which of the following is NOT one of Tuckman's 5 developmental phases of team development?

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

    What is a characteristic of virtual teams?

    <p>Operate across space and time</p> Signup and view all the answers

    Which dimension of work-team effectiveness focuses on variables such as productivity, quality of output, and cost control?

    <p>Team Performance</p> Signup and view all the answers

    Which predictor of work-team effectiveness involves praise from high-status members and access to valued resources?

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

    According to the content, what happens in the Storming phase of team development?

    <p>Team members start to disagree and frustration begins</p> Signup and view all the answers

    Which of these actions is characteristic of teamwork in work-team effectiveness?

    <p>Maintaining and enhancing team performance</p> Signup and view all the answers

    Which aspect affects attitudes in work-team effectiveness?

    <p>Quality of work life</p> Signup and view all the answers

    What is a key aspect of group work design in predicting work-team effectiveness?

    <p>Member task interdependence</p> Signup and view all the answers

    What is the implication of the punctuated equilibrium model of team development?

    <p>Teams drastically revise their strategy halfway through</p> Signup and view all the answers

    What is role differentiation in an organizational context?

    <p>A process by which distinct roles are established for various members of a group</p> Signup and view all the answers

    Which type of conflict is characterized by tension in interpersonal relationships within a team?

    <p>Relationship Conflict</p> Signup and view all the answers

    What are descriptive norms within a team?

    <p>Expectations on what people tend to feel, think, or do in a specific situation</p> Signup and view all the answers

    Which concept describes the degree of attraction and motivation people feel toward their team?

    <p>Team Cohesion</p> Signup and view all the answers

    Which of the following is associated with higher team cohesion?

    <p>Isolation from other groups</p> Signup and view all the answers

    Which type of trust is based on a logical calculation of other members' actions?

    <p>Calculus-Based Trust</p> Signup and view all the answers

    Why do smaller groups tend to have higher cohesion?

    <p>Frequent interaction and stronger personal bonds</p> Signup and view all the answers

    What does the similarity-attraction effect describe?

    <p>People assume those who are similar are more trustworthy</p> Signup and view all the answers

    Which type of conflict results from differing ideas on how work should be completed?

    <p>Process Conflict</p> Signup and view all the answers

    What is the benefit of having a diverse team?

    <p>Better representation of the team's constituents</p> Signup and view all the answers

    Which of the following best characterizes a transformational change within an organization?

    <p>Seeks to create significant, fundamental shifts in operations</p> Signup and view all the answers

    What does organizational development primarily address?

    <p>Planned, organization-wide effort to increase organizational effectiveness</p> Signup and view all the answers

    What differentiates organizational change from organizational development?

    <p>Organizational change refers to actions altering a major component of the organization</p> Signup and view all the answers

    Which factor is NOT typically a driver of organizational change?

    <p>Job satisfaction levels</p> Signup and view all the answers

    Which type of change focuses on making small, but meaningful adjustments to systems and structures?

    <p>Incremental Change</p> Signup and view all the answers

    Which type of change involves employees formulating and implementing necessary adjustments?

    <p>Organizational Development</p> Signup and view all the answers

    What characterizes process and system change within an organization?

    <p>Adjustments aimed at improving efficiency and effectiveness</p> Signup and view all the answers

    Which type of organizational change seeks to build on existing structures to bring improvements?

    <p>Developmental Change</p> Signup and view all the answers

    Brainwriting in organizational settings aims to accomplish what?

    <p>Remove conversations during idea generation</p> Signup and view all the answers

    Which of these is a characteristic of revolutionary change in an organization?

    <p>Drastic changes</p> Signup and view all the answers

    Which of the following best describes production blocking in team decision making?

    <p>Teams take longer than individuals to decide due to building rapport and understanding each other's ideas</p> Signup and view all the answers

    What is a potential downside of high team efficacy?

    <p>Overconfidence leading to less vigilant decision-making</p> Signup and view all the answers

    Which style of conflict management involves ignoring the conflict in the hope that it will resolve itself?

    <p>Avoiding Style</p> Signup and view all the answers

    Which of the following is NOT mentioned as a cause of conflict?

    <p>Team cohesion</p> Signup and view all the answers

    In which type of conflict do group members depend on the performance of other members?

    <p>Task interdependence conflicts</p> Signup and view all the answers

    Which conflict management style involves adopting give-and-take tactics?

    <p>Compromising Style</p> Signup and view all the answers

    What is a characteristic of dysfunctional conflict?

    <p>Lessens productivity</p> Signup and view all the answers

    Which of the following reasons why teams don't always work involves members not being fully authorized to make decisions?

    <p>Lack of empowerment</p> Signup and view all the answers

    What is the main focus of the collaborating style of conflict management?

    <p>Ensuring both parties win</p> Signup and view all the answers

    Which type of conflict management involves discussing the conflict with a third party?

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

    Study Notes

    Industrial Psychology

    Predictive Workforce Monitoring

    • Continuous attention to workforce planning issues

    Matching Projected Labor Supply and Labor Demand

    • No additional information provided

    Succession Planning

    • Ongoing process of identifying, assessing, and developing organizational leadership to enhance performance

    Staffing/Workforce Planning

    • Determining what type of people should be hired, recruiting, selecting, setting performance standards, compensating, evaluating, counseling, training, and developing employees
    • Execution of plans from manpower planning
    • Planning and deciding what positions to fill and how to fill them
    • Identifying and addressing gaps between current and projected workforce needs

    Trend Analysis

    • Studying variations in employment levels over the past few years

    Ratio Analysis

    • Making forecasts based on historical ratios between causal factors and employee requirements
    • Assumes productivity remains constant

    Scatter Plot

    • Graphical representation of the relationship between two variables, such as sales and staffing levels

    Managerial Judgement

    • Adjusting forecasts based on expert opinion

    Recruitment

    • Attracting people with the right qualifications to apply for a job
    • Internal recruitment: within the organization, enhancing employee morale and motivation
    • External recruitment: outside the organization
    • Recruitment Yield Pyramid: gauging staffing issues to address

    Job Analysis

    • Systematic process for collecting and analyzing information about a job
    • Tasks or work activity
    • KSAOs (Knowledge, Skills, Abilities, and Other characteristics)
    • Level of job performance
    • Workplace characteristics

    Job Analysis is the cornerstone of personnel selection

    • Every essential KSAO identified in the job analysis should be tested, and every test must relate to the job analysis

    Selection

    • Formal and informal procedures for selecting people with desired attributes
    • Attrition: people leaving the organization

    Media Advertisements

    • Newspaper ads, blind box, electronic media, situation-wanted ads, point-of-purchase methods, recruiters

    Employee Agencies and Search Firms

    • Outsourced agencies helping with recruitment and selection

    Human Capital Planning

    • Segmentation: classifying jobs according to their importance to the business, matching with specific workforce actions
    • Less specificity: analyzing job roles, families, or functions
    • Time frame: 3-5 year plan for workforce planning

    Strategy and Workforce Planning

    • Workforce planning is an outgrowth of strategic and business planning
    • Analyzing personnel needs, supply of internal and external candidates, and creating a plan to address future staffing needs
    • Statistical regression: using historical data to predict staffing levels
    • Staffing ratio: numerical relationships between work volumes and staff required

    Forecasting Personnel Needs (Labor Demands)

    • How many people with what skills will be needed?
    • Trend analysis: studying variations in employment levels
    • Ratio analysis: making forecasts based on historical ratios
    • Scatter plot: graphically showing relationships between variables

    3 Types of Gaps

    • Staffing levels
    • Gaps in skills or capabilities
    • Mix of both

    Recruitment Methods

    • Internet: employer-based websites, internet recruiters
    • Job fairs: providing information to many applicants
    • Nontraditional population: developing recruitment strategies for minorities, inmates, PWDS, etc.
    • Passive applicants: finding hidden talent and convincing them to apply

    Interviews

    • Most commonly used method to select employees
    • Clarifiers: clarifying information in the resume, cover letter, and application
    • Disqualifiers: questions that must be answered a particular way or the applicant is disqualified
    • Skill-level determiners: tapping an interviewee's level of expertise
    • Future-focused questions: asking what they would do in a particular situation
    • Past-focused questions: focused on previous behavior
    • Organizational-fit questions: assessing the extent to which the applicant will fit into the organization's culture

    Interview Styles

    • One-on-one: one interviewer, one applicant
    • Serial: series of single interviews
    • Return: similar to serial interviews with a time gap between interviews
    • Panel: multiple interviewers, one applicant
    • Group: multiple applicants, one interviewer

    Interview Medium

    • Face-to-face: both interviewer and applicant in the same room
    • Telephone: screening applicants without visual cues
    • Videoconference: remote interview with visual and audio cues
    • Written: written questions and answers

    Resume Formats

    • Resume: summarizing professional and educational background
    • Chronological: listing previous jobs in order from most to least recent
    • Functional: organizing jobs based on skills required
    • Psychological: combining strengths of chronological and functional styles

    Evaluation Methods

    • Averaging versus adding model of impression formation: activity quality is more important than quantity
    • Taylor-Russell tables: estimating the percentage of successful employees
    • Proportion of correct decisions: computing the percentage of true positives and true negatives

    Interview Structure

    • Structured interviews: standardized questions and scoring
    • Unstructured interviews: open-ended questions and flexible scoring

    Selection Methods

    • Lawshe tables: probability of an applicant's success
    • Brogden-Cronbach-Gleser utility formula: computing the cost savings of using a test
    • Top-down selection: rank-ordering applicants based on test scores
    • Rule of three: selecting the top three scorers
    • Passing scores: determining the minimum score for acceptable performance
    • Multiple-cutoff approach: administering multiple tests simultaneously
    • Multiple-hurdle approach: administering tests in a series
    • Banding: hiring top scorers while allowing for affirmative action

    Managing Relationships

    • Developing, monitoring, maintaining, and managing relationships
    • Leading: motivating and controlling subordinates
    • Controlling: setting standards, checking performance, and taking corrective action

    Evaluation

    • Performance appraisal: evaluating employee performance relative to standards
    • Setting work standards
    • Assessing employee performance
    • Providing feedback

    Criteria

    • Trait-focused: evaluating employee attributes
    • Competency-focused: evaluating employee knowledge, skills, and abilities
    • Task-focused: evaluating employee tasks
    • Goal-focused: evaluating employee goals

    Contextual Performance

    • Effort an employee makes to get along with peers, improve the organization, and perform tasks beyond their job description

    Compare the role of HRM and HRD in an Org

    • Human Resource Management (HRM): whom and how to employ for the best outcome

    • Human Resource Development (HRD): making the employee the best asset for the best outcome### Types of Groups

    • Formal Groups: subunits established by the organization to achieve specific goals

    • Informal Groups: formed by employees to socialize and interact with each other

    Group Characteristics

    • Dyad: a group of two people
    • Triad: a group of three people
    • Small Group: a group of three or more people who interact with each other to achieve a common goal

    Corresponding Effects

    • When an event affects one group member, it affects all group members

    Formal and Informal Groups

    • Formal Groups: established by the organization to achieve specific goals
      • Examples: departments, teams, and committees
    • Informal Groups: formed by employees to socialize and interact with each other
      • Examples: social cliques, interest groups, and friend groups

    Advisory Teams

    • Parallel Teams: teams that solve problems and recommend solutions
    • Process Losses: additional costs and resources spent on team development and maintenance rather than on performing the task
    • Brooks' Law: adding more people to a project team that is already ongoing will take longer to complete

    Social Facilitation

    • Positive Effect: presence of others increases individual's performance
    • Social Inhibition: presence of others decreases individual's performance
    • Audience Effects: presence of others affects individual's performance based on audience size, proximity, and status
    • Coaction: presence of others affects individual's performance when performing the same task
    • Mere Presence: presence of others naturally produces arousal

    Social Loafing

    • Effect: individuals exert less effort when working in a group than when working alone
    • Factors: low attractiveness of the task, lack of cohesion, and lack of identifiability
    • Free-Rider Theory: individuals who do not contribute to the group effort
    • Sucker Effect: individuals who reduce their effort when they notice others are not working hard
    • Social Compensation: individuals who increase their effort because they don't anticipate much help from others

    Teams

    • Definition: a group of two or more people who interact with each other to achieve a common goal
    • Characteristics: interdependence, shared goals, and collective identity
    • Team Permanence: how long the team exists
    • Skill Diversity: different skills and knowledge among team members
    • Authority Dispersion: distribution of decision-making responsibility among team members
    • Identification: extent to which team members identify with the team

    Conflict in Teams

    • Types:
      • Interpersonal Conflict: between two individuals
      • Individual-Group Conflict: between an individual and the group
      • Group-Group Conflict: between two or more groups
    • Causes: competition for resources, task interdependence, jurisdictional ambiguity, communication barriers, beliefs, and personalities
    • Conflict Styles: avoiding, accommodating, forcing, collaborating, and compromising

    Organizational Change and Development

    • Types of Change: organizational change, organizational development, and organizational transition
    • Organizational Change: alteration of a major component of the organization
    • Organizational Development: long-term effort to improve the organization's overall health and effectiveness
    • Organizational Transition: a temporary state of instability and uncertainty

    Note: I will not cover all the topics mentioned in the text, but I will focus on the key points and concepts related to groups, teams, and organizational change and development.### Organizational Change

    • Guiding organizational change to a successful resolution involves altering organizations to be more adaptive and congruent with their business environment, achieving a desired future state with minimal disruption or negative impact.
    • There are two types of organizational change:
      • Evolutionary Change: a continual process of upgrading or improving processes.
      • Revolutionary Change: drastic changes.

    Organizational Development

    • Organizational development is a change process through which employees formulate and implement the required changes.
    • It is a planned, organization-wide effort to increase organizational effectiveness through behavioral science knowledge and technology.
    • Organizational development addresses change and its impact on organizations and individuals.

    Organizational Transformation

    • Organizational transformation involves moving an organization from its current state to a desired future state.
    • It allows the business to act strategically, staying ahead of events and being the agent of change.

    Factors Driving Organizational Change

    • Various factors drive organizational change, including:
      • Technology adoption and diffusion
      • Cultural diversity
      • Emergence of advanced communication technologies
      • Globalization
      • Global competition
      • Redistribution of economic power
      • Consumer needs
      • Government deregulation
      • Environmental standards

    Types of Organizational Change

    • Transformational Change: seeks to create significant, fundamental shifts in how an organization operates and organizes itself, involving new strategies, processes, systems, and structures.
    • Incremental Change: introduces small, but meaningful changes to an organization's systems, processes, and structures, focusing on small, targeted adjustments.
    • Developmental Change: seeks to build on existing processes, structures, and capabilities of an organization, introducing new systems, technologies, and tools to bring about meaningful improvements.
    • Remedial Change: involves making corrections or improvements to existing systems, processes, and structures, troubleshooting and problem-solving.
    • Process and System Change: makes adjustments to existing processes and systems to improve efficiency and effectiveness, introducing new technologies, systems, and tools.
    • People and Culture Change: focuses on transforming an organization's culture, values, and behaviors to drive change.

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    Description

    Test your knowledge on industrial psychology concepts such as predictive workforce monitoring, matching labor supply and demand, and succession planning. This quiz covers workforce planning issues and leadership development

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