Industrial/Organizational Psychology Notes PDF

Term 3 (23-24) Industrial/ Organizational Psychology Professor: Chester Howard Lee May 7, 2024 Introduction to Industrial/ Organizational Psychology Goals 1. What is Industrial/ Organizational Psychology? 2. Why study this?...

Term 3 (23-24) Industrial/ Organizational Psychology Professor: Chester Howard Lee May 7, 2024 Introduction to Industrial/ Organizational Psychology Goals 1. What is Industrial/ Organizational Psychology? 2. Why study this? - Work → purpose → mental health - Misconception: Work is a curse. Industrial/ Organizational Psychology - Application: Don’t run away from work. - The branch of psychology that studies human behavior in the work environment and applies Importance of Industrial/ Organizational Psychology general psychological principles to work-related - The branch of psychology that studies human issues and problems behavior in the work environment and applies general psychological principles to work-related 3 Facts about Work issues and problems (solve these problems) Fact #1: Work is a big part of a human’s life. - Efficiency → doing things in a right manner - Time use on an average work day for employed (maayos na trabaho) persons ages 25 to 54 with children → 8 hours - Quality of work → quality of life per day - Work is not limited to employees. Issues and Problems to be solved to be Efficient - Work MASR - Something on which exertion or labor is 1. Motivation expended a. Psychological Goal: the only way to do - A task or undertaking great work is to love what you do. - Insight: employment is not necessary for b. Psychological variable/s → work you to have work. motivation - Application: May work ka na ba? 2. Work attitude a. Asset worker vs. Liability worker Fact #2: Work affects the psyche, the psyche affects b. Promoted vs. Fired the workplace. c. Attitude → value - Industrial/ Organizational Psychology i. Highest paid athletes - The branch of psychology that studies 3. Work stress human behavior in the work a. Reminder: kahit saang work may stress. environment and applies general 4. Work relationships psychological principles to work-related a. Presence of teamwork issues and problems b. Boss relationship - Psyche ⇔ workplace i. Goal: how to better relate with - How workplace affects the mind? the boss? - Hospital → mind? ii. Goal: how to be a good boss? - How the mind affects the workplace? - Family stress → grades? May 10, 2024 Research Methods in Industrial/ Organizational Fact #3: Working is a natural part of the psyche. Psychology - Work → good for mental health - Human beings are wired to work. - Maslow: self-actualization Research - Systematic effort to discover or confirm facts, to investigate a new problem or topic, or to  describe events and understand relationships - Organized conversation between among variables researcher and subject - Process or discovering pre-existing truth in the - Main tool: Interview guide world - Research question - Scientific - Identify experts - Nonscientific (philosophical, theological, - Interview experts etc.) - Combine data (“themes”) - Answer research question - Sample questions - How to achieve work-life balance? - What is the role of passion to one’s career choice? 4. Correlational - A statistical technique - Describe and measure relationship - Implication: Scientific research is not the between 2 psychological variables only way to do research/ way to the - How strong is their relationship? truth. - There are truths in life not discoverable by scientific method (especially Psychology). - Realize - May mga bagay sa buhay na totoo whether or not agree ka kung totoo. - True things do not depend on your - Remember: no causality can be feelings. established. - Ex. employee motivation → employee Common Researches in IO performance 1. Observation 5. Experimental - Passively describe - Establish causality - “Passive” → none/ minimal influence - 2 or more groups → influence differently from observer (group differences?) - Foundation of research - Does nature improve the mental - IO psychology health of workers? - Worker - Does attractiveness cause a - Workplace higher chance of hiring? - Ex. attendance and mondays - Does open workspace cause - Ex. skills deficiency (ano ang kulang?)/ increase in productivity? performance eval (sino nagkakalat?) - Important tools May 14, 2024 - Note (free writing/ narrative) Short History of Industrial/ Organizational - Camera Psychology 2. Case Study - Detailed description of a psychological To learn: case over time 1. Narrate sequence of events that started - Difference from observation industrial/ organizational psychology - More detailed 2. Identify and elaborate key names in the field of - Longer duration industrial/ organizational psychology - How to manage the right way? - How to increase the well-being of Application #1: Army Testing employees? - Recruitment (sino?) 3. Interview - Placement (saan?)  - Army Alpha and Beta - Satisfying workers’ human needs → - Implication today: psychological tests used productivity frequently in the workplace. - Relationships (people factor) - Must have license - Workplace environment Walter Dill Scott “Psychological Laws” that can control and predict - One of the fathers of IO psychology human behaviors… - Applied psychology in advertising - Ex. reinforcement and behavior 1. The advertisement has to leave a lasting - “Psychological Laws” that can control and impression on viewers. predict work performance. 2. It must appeal to customers through - APA’s definition of IO Psychology their feelings (pain, happiness, sympathy). 3. It must appeal to the human instincts of customers (maternal instincts, food, material possessions). - Application today: Psyche and Commercials - Operant conditioning Modern Applications of IO Psychology - Classical conditioning 1. Employee psyche can be measured (i.e. Stress, - Repetition Motivation). - Framing a. Work performance → vital to be - Later on: utilize framework in the workplace measured - External forces → psyche 2. Management decisions (i.e. recruitment, promotion) must be data based. Frank and Lillian Gilbreth 3. External forces psychologically affect employees - People in the industrial setting → want for the (i.e. office design, team building activities). business to be productive 4. There are other needs of employees other than - “Time and motion studies” salary (Hawthorne studies) - What makes employees work efficiently a. It is not always about the money. with the shortest time? (External b. Adaptation of Maslow’s theory factors?) - Studying employee behaviors must involve - Quantification (nasusukat) - Companies: Data driven decisions Hawthorne Effect - Name came from factory owned by western electric company - Psychological phenomenon → when managers - Through IO psychology, those people can pay attention to people, better morale and become the right people. productivity ensue. - Right people = Growth of organization - When workers see that people show concern for them, productivity rises more. May 17, 2024 & May 21, 2024 - Multiple external factors in the workplace affects Job Analysis employees - Lighting Job Analysis - Length of breaks - Process of gathering and analyzing information - Impacts about a work (“job title”) an employee performs - Confirmed Scott’s idea: External forces in an organization → workers - Job title → official name of a certain post in an - Specifically managers in the organization factories - Information  - What is the overall purpose of the - Implication: Check your job? (para saan ang trabaho?) motivation for why you are in the - What are the main tasks of the job? field. (ano ang ginagawa sa trabaho?) - Pampataas ng sweldo sa - What qualifications are required? psychology → statistics (paano ang tamang paggawa ng 5. Clarity of tasks (sino ba may responsibility trabaho?) nyan?) - What are the key competencies? (sino - Sino ang hahabulin kapag may dapat ang nagtatrabaho?) nangyari? - Sino ang gumagawa? 6. Basis of Job Contracts - Human Resources - No job analysis, no contract. - 1st: ask job title → check - Before signing a contract, read organizational chart thoroughly (make sure it is in line with the job description). Job Analysis Job Description 3 Data Gathering Techniques - Series of steps - Concrete output 1. Look for existing job descriptions online. - Process of - paper/ document - Where? gathering - Possible problems information There can be no JD - Traditionally → network with HR people without JA. (ask for the JD) 2. Ask SMEs. Sample Job Description - Experts - Seniors on the job - Academic instructors 3. Field observations - Observe in the work setting (“a day in the life of…”) - Bubuntot ka sa ginagawan mo ng job analysis (take notes) - Perform the job yourself Mind in the Workplace: Psychological Implications Importance of JA and JD (RTPSCB) of Job Analysis 1. For recruitment (sino tamang kunin?) 1. Job analysis enhances identity. - Applicants - “Sino ako as a worker?” - Employee knowledge, skills and - Minimizes ambiguity (malinaw, clarity) → abilities ⇔ job demands good for worker mental health 2. Training (skills needed to learn?) - We are geared towards things - Branch of HR → training and that are clear. development - Magulo: “Ano ba ako sakanya?” - Workshops and programs to - Friends with benefits improve skills of employees - Situationships 3. Performance appraisal (magaling o palpak?) - Ambiguous roles = not how 4. Salary grading (magkano ba?...) human relationships are - Volume (dami or konti ng gawain but not designed for always guaranteed) + uniqueness and specialization → high salary - Volume = magsipag ka - Specialization = specialize at something - Psychologist not in the Top 10 highest paying jobs.  - Labels are important. Techniques of Gathering Prospects (Paano kukuha - “Relational job descriptions” ng applicants?) OPAHRJ - Husband job description 1. Online platforms - Wife job description a. jobstreet.com 2. Mind is powered by purpose. b. trabaho.com - Job description → sense of purpose → 2. Points of purchase motivation to work a. Search in places where target - Unemployment leads to loss of applicants are more likely to be in sense of purpose → distress b. Ikaw lalapit sa tao na gusto mo i-hire 3. Promotes organizational coordination (mind c. Ex. resident psychologist in groups) i. Attend convention (hosted by - Clear unique roles → achievement PAP) - “If you are going to have a team of role d. Ex. athletes players, then you better have a team of e. Legit job title: talent scout players who truly understand their 3. Agency roles.” a. Security agencies - Team building b. Janitorial services - Need for a reminder c. Maids - Clarifying roles 4. Headhunter/ Recruitment firm - Studying how to coordinate the a. They search for you (super specialized different roles positions). - Coordination of unique roles starts with b. Examples a very clear job description that came i. Python developer from a job analysis. ii. Branch area head iii. Cybersecurity specialist 5. Referral May 24, 2024 a. Possible applicant referred Employee Selection (Part 1) b. Sometimes involves incentives (CSR industry) Operative Functions of Human Resources i. Incentive as you refer Management 6. Job Fairs Hard skills - Technical/job related Soft skills - Uniquely human skills - Most important: public speaking Screening - Goal: identify the qualified (how?) → know the standard - Recruitment is all about the standard. - Standard of your organization (job Recruitment description contains this) - Process of searching for prospective employees - Relationship lesson: have a standard to work for an organization - How? → What can you do? (ano kaya niyong - 3 phases gawin? - Gathering/ ”sourcing” → amin - Screening technique #1: references and feelings, paalam, intention recommendation - Vacant job position/ job opening a. Letter of recommendation - Screening → dating or courtship i. Former teacher: what can the - Selection → sagot applicant do? (capabilities mo?) ii. Background checking b. References  i.How long did you work with? i. Wag maghanap ng hindi alam ii.Strengths and weaknesses? ang hinahanap. iii.Do you think he/ she is fit to? 2. Person-job fit must be the goal of iv. Before making someone your recruitment. reference, spot disadvantages. a. Person-job fit theory → person must fit - Screening Technique #2: interviews the job c. Conversation with applicant (main i. Bagay, fit, appropriate, tugma goal?) ang tao sa trabaho niya d. Types of interview questions 1. Remember the benefits i. Situational → questions related ii. Bagay, fit, appropriate, tugma to on the job events ang tao sa kultura ng 1. Ex. How do you handle organization students not listening to 1. Organizational culture your lessons? → mga kaugaliang ii. Disqualifying pinahahalagahan ng iii. Elaboration organization na dapat iv. Organizational fit → questions meron ang employee designed to check the alignment a. Mababait mga between applicant’s values and tao dyan the organization b. Bawal malate 1. Ex. How important do dyan you think is innovation c. Masisipag mga in your personal life? tao dyan e. Research the organization you are d. Ex. starbucks applying to. → hospitality 2. Screening Technique #3: Demo b. Application: applicant → recruitment a. Observe skills real time (abilities, skills, knowledge) → hire or i. Tryouts not hire? ii. Masterchef c. Remember: screening before iii. American Idol application (recruitment already occurs before the job interview) i. Fix social media accounts May 28, 2024 d. Realize: hindi porket magaling, hired Recruitment (Employee Selection) agad! i. Work is not just about skills… Important lessons attitude also matters. 1. Standards are very important to be set. e. Issue: should christian schools/ a. Set level of quality universities hire atheist teachers? b. Measure of goodness (gaano kaganda o 3. Recruitment tools must be strategic. kagaling ang isang bagay o tao?) a. Person job fit → tools c. “What kind of people do I want to work i. IQ test or specific tests in my company?” 1. Tailormade fit tests d. Applicants → understand the standard made by → hire or not hire? psychometricians for i. Hiring someone must always companies depend on the standard set ii. Interviews e. Key questions iii. Personality tests i. Magaling ba? Gaano? b. Are these tools capturing the profile of ii. May necessary training ba? the applicants for the organization? iii. Sapat ba ang experience? i. Ex. personality tests right usage f. Application: Recruitment process must → tugma o bagay ba ang ugali be anchored to the vision and mission ng applicant sa culture ng statement of the organization/ company. company?  ii.Tama: Sinusukat ang ugali na Feelings of worth (“they mahalaga para sa organization. invested in me”) c. Human Resource Department: Tools analysis Note: untrained i. Ilatag tools used in the employees take up to 6 organization times longer to perform ii. Can these capture the traits we the same task as trained employees. value? 4. Know the company before you apply. a. Perspective of the applicant b. Research (org culture, etc.) → apply - Time is gold. i. Advantages - You don’t build a business… you build 1. Preparation people. And then people build the 2. Tuloy o hindi? business. 3. Referral - Application: Invest in training. (wag c. Ex. gusto mo ba talaga → ligaw manghihinayang dito) - Costs Jun 7, 2024 - Curriculum Training - Trainer - In-house (part of the Training and Development → “Paano ko pagagalingin sa organization) trabaho ang mga employees?” - Outsourced - Training firms Training - GuthrieJensen - Systematic process through which an - Rainmakers organization’s human resources gain knowledge - Insight: Career path and develop skills by instruction and practical for psychology majors activities that result in improved corporate (corporate trainer) performance - Venue/ Plane ticket/ Hotel - “Gumawa ka ng training program/ module” accommodations - Food 3 Principles of Training in the Workplace - Manpower 1. Training is a necessity. - Studies: training investment predicts - Hindi pwedeng wala or sabak agad organization success. - “Training is essential for an organization - Jesus believes in training. because it ensures that employees have 2. Training is not random. the knowledge and skills necessary to - Systematic acquisition of skills, rules, perform the job” concepts, or attitudes that result in - Knowledge and skills from training → improved performance efficiency on the job - Anong training program ang - Benefits gagawin or ipopropose? - Needs analysis → Process of gathering Employer Employee information that leads to identification of Less errors Improved self-efficacy skill that need training (work of HR) Faster service (“kaya ko to”) - Job description High quality of outputs - Also known as - Job deficiencies → aspects of Achieve company goals self-confidence service that needs improvement (vision mission) Career growth (i.e. (weaknesses) Customer satisfaction promotions, future - employees employment) - Customer feedback = profit - Certification after training - Incidents - “Do you offer 3. Training must be evaluated. trainings?” - Effective ba? - Iooffer pa ba sa next batch?  - What improvements are needed? Critical Variable: Key Performance Indicator (KPI) - Trainer - Specific measurable behavior/s that reflect good - Activities employee performance (from JD) - Adjust budget? - Some examples - Speed of preparation What is Training teaching us? - # of customers served - Preparation → improves quality of life/ mental - # of complaints health - # of errors/ accidents - High confidence - Main target of training programs - Low stress - Principle - Less panic - All training programs enhance at least 1 - Clear or relaxed mind KPI - Anong training ang kailangan for you to - Hindi pwede disconnected ang training prepare for something coming in your life? program and KPI - Good KPI translates to profit = need for continuous enhancement Jun 11, 2024 Evaluating Training Programs Worth it? (naimprove ba ng training program ang KPI? (PTBR) Crew Training Program in Boracay 1. Participants - Advanced cashiering - Ask training participants if they benefited - Store cleanliness from the training program - Customer service - When? - Right after training Conceptual Map - Do you think what you learned today will help you in doing your job better? Other suggestions. - Months after training - 1 month after, did you think the training - Needs Analysis program made you - Everything starts here better perform in your - Dictates what training program you will job? make - What specific skills - Training Program and Running it taught from the training - Hiring trainer program do you think - Program itself really helped you - Evaluation become better at your - How was the training program? job? - Was the training program worth it? - Answers yes in these questions (strategic planning) = worth it - Continue? - Weakness: highly subjective - Modify? 2. Training exam - Discontinue? - Practical or written exam that needs to - Remember be passed as a requirement to formally - Training cost → money is pass a training program involved - Target KPI was shown to - Curriculum determine if passed. - Trainer - Majority passes → target KPI → - Venue/ plane/ hotel improved → worth it - Food - Weakness: baka sa training lang - Manpower magaling  3. Before and after performance - Life after death - Comparing KPI before the training to - How? Through God's word. KPI after the training - Fruit of the Spirit - Realize: statistics is needed in the - Train yourself in righteousness. industry. - Implication: Lasallian - T-test, ANOVA, regression achievers for God and - Data analytics → to be a country. competent HR staff - Schools in general 4. Return of investment (ROI) should be a training - Magkano ang naipasok na pera after ground for spirituality gumaling ang mga employees (esp. Intimacy with God; - How to know? righteousness) - Overall profit → did it go up or - Reminder: we are not down? all intellectual - Utilize multiple regression - Which significantly Jun 14, 2024 predicts profitability of Motivation in the Workplace the organization. How to motivate employees? (MBME) Jun 11, 2024 Lessons from Employee Training Principle #1: Motivation = Movement - Motivation → root word “movere” Preparation - Impetus (energy) that gives purpose or - “Future tense” → we prepare for something in direction to behavior and operates in that future humans at a conscious or unconscious - Improves quality of work level - By failing to prepare, you are preparing - Tagalog: “gana” (gumagana ba?) to fail. - Psychological fuel towards work behaviors - Improves quality of life/ mental health - Motivation → willingness to work - Students: better grades for exams - Conscientiousness → prepares for the Principle #2: Being motivated is a normal state. future - Maslow → ang tao ginaganahan para mameet - More frequent positive affect, ang hierarchy of needs greater life satisfaction - The psyche should be motivated. - Less likely to suffer depression - PDLs (people deprived of - When prepared liberty) are still given work to - High confidence sustain motivation. - Low stress - Application: anyone who is not motivated - Less panic needs help (esp. workplace) - clear/ relaxed mind - Origin of motivation - Anong training kailangan mo to prepare - Motivated God for something coming in your life? - Human body → built to be motivated - Nagttraining ka ba? (i.e. complex movements) - Are you doing something for this? Principle #3: Motivation has positive workplace - Spiritual training psychological effects. - Are you prepared to - Direct and strong relationship (↑↑) with experience… - Job performance - Failure - Job persistence - Illness - Attendance - Accidents - Job commitment - Rejection - Employee engagement → make sure of - Death this  - Degree of employee’s - Higher = intrinsically motivated dedication to the job (i.e. bigay - Lower = extrinsically motivated todo/ effort) - Example: Med Students - Motivation → employee engagement → work - because of parents quality/ success (extrinsic) - Application: how to make exceptional - because gusto employees? (HR programs) tumulong sa may sakit (intrinsic) = lower Principle #4: Employees are motivated by different dropout rate reasons. - Self determination theory Lesson: Hindi lang pera ang nagpapasaya sa - Regulation focus theory empleyado. - Intrinsic and extrinsic motivation (Deci & - Never say “bayad ka naman ah?!” Ryan) - Hierarchy of Engagement → HR Programs - People are motivated by both external and internal reasons. - Intrinsic - Interest - Employment - Satisfaction - Autonomy - Meaning - Extrinsic - Rewards - The more this is secured, the more - Pressure to perform engaged employees are. - Competition - Compliance Jun 18, 2024 - Ego involvement Self Determination Theory - Do not categorize people as being intrinsic or extrinsic. Principle: employees are motivated by different - Everyone has varying levels reasons. - Look into it in a spectrum - Motivation → employee engagement → work quality/ success - Application: We will know how to motivate! → an HR concern - We are all somewhere Self Determination Theory (ACR) in between. - Autonomy → motivated to achieve freedom - Different workplace - I work because I can get autonomy. mindset. - Financial freedom - Which is better? - Hindi ka hawak ng trabaho mo apra - Intrinsic motivation = positive kumita = financial independence KPIs - May sapat kang pera kahit hindi - More committed, more ka na employed engaged, more - HR application: programs that help persistent, desire for savings. excellence - Incentive programs - Mahal ko trabaho ko vs. kailangan ko - Salary increase gawin trabaho ko - Workshops or programs on - NBA players (past = more love financial intelligence for the game, present = pera - Understanding workforce exodus pera nalang) - Overseas filipino workers - Jesus wanted to keep it intrinsic. - Persistence  - Mas malakas magoffer ng - Employees have dreams about where and autonomy ang jobs abroad than how they want to work. in the philippines - Bigger responsibilities - Competence → motivated because they feel - Bigger salaries professional improvement (gumagaling) - The more employees are motivated to - I work because I am becoming better. work when they think of this. - Nakukuha mo yung self-esteem needs - The closer they become to the mo (Maslow) → magaling ako. version of themselves they want - Confirms: hindi pera pera lang to be - HR applications - Provide training Application #1: Exposure to inspirations programs (upskilling) - “Possible pala mangyari to” - Give knowledge - Good practice: motivational talks to employees in what they do Application #2: Training Programs - Reinforce competence - Skills needed to reach ideal self - Certificates - Makakapagmove forward sa employees to reach - Awards their dreams - Incentives - Learn soft skills - Relatedness → motivated because they have good relationships with workmates Application #3: Growth Philosophy to Employees - I work because I feel at home. - Prioritize employees over organization - Especially in the Filipino culture → - Your employees will take care of the highly collectivist organization - HR Application: enhance relatedness - We will support you in any way that will move - Team-building you closer to your goals. - Strengthen relationships - HR Policy Making: good of the people before - Opening up to each good of the company other - “Take care of your people and they will take care of your customers.” What are the HR programs to propose in order to - Hindi kinukulong increase the ACR of employees? - Walang guilt trip - Walang black mail Jun 18, 2024 Lesson on Organizations Regulation Focus Theory - Stepping stone model - Be an instrument for the success of your Principle: employees are motivated by different employees. reasons. - Motivation → employee engagement → work quality/ success Jun 28, 2024 - Application: We will know how to motivate! Job Satisfaction → an HR concern Job Satisfaction → how well a job provides fulfillment Regulation Focus Theory of a need or want, or how well it serves as a source or - Motivated to be their ideal self means of enjoyment - Closing discrepancy - Degree to which individuals feel positively or negatively about their jobs - Masaya ka ba sa ginagawa mo? - Answer in a scale of 1 to 10 - Closing the gap between real self and - “You can be motivated without being happy.” ideal self - Kailangan kumayod - Ex. sports psychology (fitness) → - Yung feeling na monday nanaman current body vs. dream body bukas.  - “… you can be motivated by being happy.” - Equity theory → “I am happy - Low job satisfaction when I know that there is - Absenteeism fairness.” - High turnover → papalit palit ang - Issue of transparency and employees fairness = pagwewelga ng - Counterproductive behaviors employees - Lack of organizational commitment 4. Ensure employee fitness behavior → affection the employee - Tugma at bagay ang employees sa gives the company company - Psyche has shape (spiritual gifts). Basic Principles: Paano maging masaya sa trabaho? - Kung ano ang gift o shape mo, (TCKEC) yun ang gawin mo. 1. Realize: The ability to be happy differs from - Hire the right people, not necessarily the person to person. best people. - Masayahin vs. malungkutin - Application: Master the vision. - Highly genetic - Ex. Nike - Implications - Right person - Not everything is in the hands of - Loves sports the organization - Inspired - Recruit “happy” applicants (i.e. - Innovative personality tests) - Heart for 2. Create “non-job related” happiness athletes - Spill-over effect 5. Create happiness on the job. - Direct and strong relationship - Employer or employee? More on the between life satisfaction and job employee, but the employer still has a satisfaction role. - Satisfaction with one’s job “spills - Happiness is an ability. over” into other aspects of life, - You are responsible for your and satisfaction with other own happiness. aspects of life spills over into - What can you do to make your job a satisfaction with one’s job little more enjoyable? - Implication: Kung hindi sila masaya - Gumawa ka ng paraan to make sa ginagawa nila, pasayahin mo sila it more enjoyable for you sa ibang aspect. - Change in perspective - Relationships boost satisfaction - Other techniques 3. Keep your promises. - Job rotation (avoid boredom) - Job expectations - Job enrichment → let - Application: clearly show what to employees feel values by expect during orientation… follow enriching them through - Providing resources to - Do’s and don'ts improve their work - Rewards and punishment - Ex. work laptop - Perks - Autonomy → giving space for - Orientation palang present what employee to do the things the to expect way they want to do it - Make sure these will - Leaves really happen - Flexible time - Pag may pinangako, gagawin. (i.e. - Social activities promotion) - Vision and mission - Unmet expectations bring down development/ satisfaction decision-making - Important: Transparency → - Always involved management is doing what it promised in company to everyone decisions  - To win in the marketplace you must first win in the workplace. a. Iba’t ibang tao ang mageevaluate to determine the current performance of an Jul 12, 2024 employee Performance Evaluation b. “360 degree feedback” c. Need: Bias blinds objectivity Performance → accomplishment of a given task i. Check consistency of evaluation measured against preset known standards of accuracy, of an employee completeness, cost, and speed 4. Performance evaluation must be in numerical - Nasaan ang kakayahan ng empleyado form. - Why care about this? a. Helps to be exact (scores) - Contributes to the stability of the i. Staying with words is just company estimating. - Maximize profit and minimize loss ii. Identifying scores - Remember spiritual performance evaluation b. Quantification c. Verbal comments still have their weight. How can we know? (nasaan ang employees sa performances) Steps in Evaluating (IQC) 1. Identify the job dimensions. a. Sub-skills being performed in a job positions i. May vary depending on workplace (which do they want to consider in evaluations) b. Example: teachers Performance Evaluation → process of determining the i. Teaching skills level of employees’ efficiency in performing a certain job ii. Teacher-student relationship position iii. Mastery of subject iv. Classroom management and Basic principles organization 1. Set the standard. c. Found in job description → to enable job a. What is expected from an employee? performance (management, employee knows) 2. Quantify the job dimensions. b. Must be communicated from the a. Gaano kagaling ang employee in the beginning (training) sub-skills (i.e. likert scales) c. Spiritual: God is clear. b. Frequency counts → counting a 2. Performance evaluation is purposeful. certain number expression of a a. Reasons performance i. Spot weaknesses (i.e. training) i. Items sold 1. Needs analysis ii. Money entered ii. Promotion or salary increase iii. Errors iii. Termination iv. Attendance 3. Performance must be multisourced. v. Win or lose record c. Direct observation of performance on the job (while doing the job) i. Hired inspectors  ii. Customers’ evaluation 2. Raters must be trained. iii. SMEs (subject matter experts) a. Everything must be clear to the d. Important: evaluation instrument evaluators. i. Ensure that it is good and 3. Performance evaluation tools must be valid. accurate a. Predictive validity → nakakapredict ng e. Qualitative comments (still valid) job performance and instrument na i. Becomes more believable if ginamit mo together with quantitative results i. Predict who will perform good 3. Compare employee performances. → employee and bad standings 4. Problem: infrequent observations a. We analyze scores to make decisions. a. The more observations the better b. There must always be a reason why b. Remember: sample of performance → a evaluations are conducted. small part of their overall performance i. Renew i. Need: representative of the ii. Fire employee’s capability iii. Hire 1. Be evaluated by iv. Promote different people for v. Memo multiple times vi. Special training c. Should evaluation be announced? c. How is one performing compared to i. Defeats purpose of performance others? evaluation if announced. i. Rank order → ranking the job ii. True test of a man’s character is dimensions of each of the what he does when no one is employee being evaluated watching. ii. Paired comparison → 5. Results must be discussed with employees, comparing performance of and are confidential. employees one pair at a time a. Right for every employee to know how 1. Remember: same they are performing in the job position is needed for b. Outline this approach i. Explain why evaluated 2. Not applicable all the (purpose) time: a lot of employees ii. Show the results iii. Forced distribution → ranking iii. Interpret the results (strengths employees on overall and weaknesses) performance (nasaan sa normal iv. Implication (What to continue or curve) adjust) Jul 19, 2024 Work Stress Occupational Stress - Stress specifically experienced by people in the 1. Implication in relation to workplace the normal curve 2. Decision is based on Stress → physiological or psychological response to their placement in the internal or external stressors normal curve - Involves changes affecting nearly every system of the body, influencing how people feel and Other Ideas behave 1. Contamination effect → score is not based on - Emotional state (nararamdaman) their 100% performance - Demand > capability a. Presence of bias, other factors - Mas malaki ang hamon/ hinihingi b. May be avoided through multisourcing kumpara sa iyong kakayanan  - Ex. Taking exam, Traffic, Break up 2. Stress is a mental creation. a. It is not the events that make you Effects (JERIAAPBAL) stressed, it is how you think about the - Job dissatisfaction events. - Employee turnover i. Kasalanan mo bakit ka - Reduced efficiency naiistress. - Illness, sometimes leading to death b. Application: stress management is - Absenteeism about mental strategies. - Alcoholism c. Psychological problems demand - Petty internal politics psychological solutions. - Bad or snap decisions i. Wrong ways = band-aid - Apathy solutions → potential bigger - Lack of motivation or creativity stress 1. Drugs Stress can be measured. 2. Alcohol - Perceived stress scale → one of the most 3. Movies popular stress scales 4. Shopping - Cortisol (stress hormones) or Blood Pressure 5. Eating (BP) 6. Traveling - Blood test 7. Sleeping 3. Stress can be managed. → psychological Exercise: more likely or less likely to be stressed? techniques to manage stress in the workplace 1. Savings: P5000 & Meralco Bill: P10,000 → more a. Optimism (mental skill) → Ability of the likely person to see the positive things in 2. Filipino students first time studying in Harvard different situations university → more likely i. Negative thinking creates stress a. University is demanding → to lessen stress “what good b. Higher demand in a new place thing can i find from this stress?” c. Migration is one of the most stressful ii. Application: hanapin ang things to do according to studies. positive 3. Typhoon coming (signal #3) & place of 1. Kakatamad pumasok/ residence: Forbes Park → less likely gumising ng maaga → a. Less fortunate people → more likely gratitude 2. Madaming 3 Truths about Stress assignments/ exams → 1. Stress is part of life. to graduate a. Hindi maiiwasan ang mastress 3. Strict boss, ikaw laging b. Unrealistic: “gusto ko walang stress sa inuutusan → promotion buhay ko” iii. Implication to HR recruitment: i. There is no such thing as a Positive work attitude → good stress-free life. performance c. Application: expect stress in the iv. Reflect workplace. 1. What’s stressing you i. Preparation (i.e. school) out right now? d. Application: huwag umasa, huwag 2. What good things does ipagdasal na mawala ang stress. this stress is giving e. Application: don’t deny/ run from stress, you? learn how to handle or manage it the v. Optimism vs. toxic positivity right way. b. Spirituality → degree of awareness i. Stress management (mental and closeness to god or spiritual ideas skill) → paano mo hinahandle i. I.e. salvation, faith, forgiveness, ang stress? mission, afterlife, heaven, and 1. Must be a topic for hell training ii. Spirituality predicts lower stress  iii. Workplace spirituality d. Workmates → iv. How does spirituality predict hindi tayo lower stress? magkakalaban 1. Spirituality → ? but we are a (Mediating variable) → family low stress (cooperative 2. ? → surrender (let it go) nature) “bahala na” v. Application: magbigay ng 3. ? → resources tulong a. Human (limited) 1. Paano makatulong din b. Divine sa tao? 4. ? → meaning/ purpose 2. Benefit: lower others’ a. Teacher stress stress and lower your → purpose stress (sacred, doing d. Physical Exercise → more physical god’s work, exercise, the lesser the stress answering i. Increases happy hormones god’s call) (dopamine, serotonin, oxytocin, v. Reflect: what things in your life and endorphin) now stress you out that you ii. Physical activity programs → need to let go? stress management efforts vi. Reflect: what do you think is 1. Sportsfest god’s divine purpose why you have the stresses that you now Summary have? 1. Stress c. Social support → stress must not be a. Emotional state/ nararamdaman handled alone b. Demand > capability → mas malaki ang i. Hindi sinosolo ang stress hamon/ hinihingi kumpara sa iyong ii. Pataasin capability to meet the kakayanan demand c. Issue: negative effects on workplace 1. Receive resources (i.e. 2. 3 truths financial, informational) a. Stress is part of life. 2. Emotional support b. Stress is a mental creation. a. Positivity c. Stress can be managed. b. Confidence i. Optimism c. Comfort ii. Spirituality iii. Obstacle #1: pride → ayaw iii. Social support humingi ng tulong sa ibang tao iv. Physical exercise 1. Hindi kahinaan ang humingi ng tulong… it is Jul 23, 2024 human nature. Leadership 2. Hindi mo kaya ang lahat, kailangan mo humingi ng tulong. → Leadership humility - Being a leader is not the same as being a boss iv. Application: humingi ng tulong 1. What help do you need now? 2. Kanino kaya pwede lumapit? a. God b. Family c. Friends  - Determine the success of the company Some Important Issues on Leadership 1. How to select leaders? 4 Elements of Effective Leadership (HSGL) a. Need for a basis (NSOEP) 1. Having a vision. → where are we going? i. Nominations a. Plans to keep making the organization ii. Seniority better iii. Output b. Debates are done in order to know their iv. Elections platform. → all great leaders start with a v. Popularity platform. vi. Suggestion: Be more objective 2. Set goals. through psychological tests → a. How to make the vision happen? personality tests, skills-based 3. Gets everyone involved. tests a. Lahat gumagalaw at may role. 2. Personality characteristics must be b. “We” considered. c. Purpose of involving others: adding 3. Skills needed. value to others (growth) a. Necessary skills to do the job (KTSPP) i. Develops people i. Knowledgeable leadership ii. Involving them in the process ii. Proactive leadership 4. Listens. iii. Transformational leadership a. What are you thinking? iv. Supportive leadership b. I care for you. v. Perseverant leadership c. Listening = humility 4. Appropriate leadership style. i. What you think is important to a. Kailangan tugma sa organization me. b. Principle: type of leadership depends ii. Baka may hindi ako nakikita. on the qualities of the organization iii. Learning → what makes smart i. aligns to the mission, vision, and leaders values = Jesus is a great leader. ii. Ex. parenting varies from each - He possessed all these elements. child → aligning with each child’s personality John Maxwell: Leaders influence people in 5 c. What kind of leader does the company different ways (PCOLI) need? 1. Influence of power (position) i. 6 leadership styles 2. Influence by credentials (permission) = Application: how to select a leader? a. Has credentials that are credible - Fit to the company 3. Influence by outcomes - Potential candidates → screening (personality a. Marami na napatunayan sa organization and skills) → select and review nila b. You have proven yourself. 4. Influence by loyalty a. Follow because they already love the leader b. Goes beyond work factors because you are a good person. i. Touched lives 5. Influence by inspiration (pinnacle) a. Idolizes the leader = People have different motivations in following a leader, which takes time and is earned. - Best one is being the inspiration → will be seen in the quality of work - Great leader would like to move from position to pinnacle.