Industrial-Organizational Psychology
Exam 2-Graded A
Organizational Excellence - ANS-The creation of an enabling context that deploys the
strengths, talents, and potential in people.
Organization Levels - ANS-1. Organizational Dysfunction
2. Organizational Normalcy Mediocrity (most companies focuses on)
3. Organizational Excellence
Domain of organizational excellence - ANS-Environment, Person, and the in between
(The enabling context that deploys the strength, talents, and potential people)
Traditional Approaches to Employee Development (2 wrong assumptions) - ANS-1.
Each person can learn to be competent in almost anything
2. Each person's greatest room for growth is in his or her areas of greatest weakness
2 Assumptions of A Strengths-Based view of Development - ANS-Each person's
greatest room for growth is in the areas of her unique strengths or special talents.
Improving areas of weakness will get you to average not excellent. Instead, building on
your special talents, begets excellence.
Percentage of people that are doing best (Gallup Organization) - ANS-Less turn over,
more satisfaction scores, more productive business units-only 20% said they did what
they did
Strategies for cultivating strengths - ANS-manage around weakness but DEVELOP
STRENGHS
Focus on WHAT IS RIGHT
Ask GOOD QUESTIONS
Construct "BEST SELF PORTRAIT"
Manage around weakness but develop strengths
Focus on What is Right
Ask Good Questions
Construct "Best Self Portrait"
Positive Enabling Work Place - ANS-More productive employees
Higher customer satisfaction
Decreased absenteeism and accidents
Increased motivation and energy for work
Improved commitment to company
, Work Environment Levels - ANS--Positive Enabling Work place
-Rational Workplace
-Toxic Workplace
Ways to create an enabling work place - ANS--Declare GOH as a goal
-Hire with an attitude
-Audit your human capital bank account
Praise to raise performance
Self Efficacy - ANS-An individual's beliefs in his/her abilities to engage in courses of
action that will lead to desired outcomes.
an individual's beliefs in his/her abilities to engage in courses of action that will lead to
desired outcomes
Effects of Worker Stress - ANS-Stress-related illnesses include ulcers, colitis, high
blood pressure, heart disease, migraine headaches, and stress can worsen common
colds and infections
Job burnout - ANS-Withdrawl from the organization
Three Phases of Burnt Out - ANS-1. Emotional Exhaustion
2.Depersonalization
3. Feelings of Low Personal Accomplishment
Coping with work stress - ANS-1. Individual Coping strategies
2. Organizational coping strategies
Individual Coping Strategies - ANS-Exercise
Meditation
Cognitive Restructuring
More efficient time management
Vacation time and voluntary absences (time away)
Organizational Coping Strategies - ANS-Improving person-job fit
Employee training and orientation
Increase employees' sense of control
Eliminating punitive management
Removing hazardous work conditions
Providing a supportive work environment
Improving organizational communication
Employ Engagement - ANS-A psychological state characterized by vigor, dedication,
and absorption in one's work/organization
Exam 2-Graded A
Organizational Excellence - ANS-The creation of an enabling context that deploys the
strengths, talents, and potential in people.
Organization Levels - ANS-1. Organizational Dysfunction
2. Organizational Normalcy Mediocrity (most companies focuses on)
3. Organizational Excellence
Domain of organizational excellence - ANS-Environment, Person, and the in between
(The enabling context that deploys the strength, talents, and potential people)
Traditional Approaches to Employee Development (2 wrong assumptions) - ANS-1.
Each person can learn to be competent in almost anything
2. Each person's greatest room for growth is in his or her areas of greatest weakness
2 Assumptions of A Strengths-Based view of Development - ANS-Each person's
greatest room for growth is in the areas of her unique strengths or special talents.
Improving areas of weakness will get you to average not excellent. Instead, building on
your special talents, begets excellence.
Percentage of people that are doing best (Gallup Organization) - ANS-Less turn over,
more satisfaction scores, more productive business units-only 20% said they did what
they did
Strategies for cultivating strengths - ANS-manage around weakness but DEVELOP
STRENGHS
Focus on WHAT IS RIGHT
Ask GOOD QUESTIONS
Construct "BEST SELF PORTRAIT"
Manage around weakness but develop strengths
Focus on What is Right
Ask Good Questions
Construct "Best Self Portrait"
Positive Enabling Work Place - ANS-More productive employees
Higher customer satisfaction
Decreased absenteeism and accidents
Increased motivation and energy for work
Improved commitment to company
, Work Environment Levels - ANS--Positive Enabling Work place
-Rational Workplace
-Toxic Workplace
Ways to create an enabling work place - ANS--Declare GOH as a goal
-Hire with an attitude
-Audit your human capital bank account
Praise to raise performance
Self Efficacy - ANS-An individual's beliefs in his/her abilities to engage in courses of
action that will lead to desired outcomes.
an individual's beliefs in his/her abilities to engage in courses of action that will lead to
desired outcomes
Effects of Worker Stress - ANS-Stress-related illnesses include ulcers, colitis, high
blood pressure, heart disease, migraine headaches, and stress can worsen common
colds and infections
Job burnout - ANS-Withdrawl from the organization
Three Phases of Burnt Out - ANS-1. Emotional Exhaustion
2.Depersonalization
3. Feelings of Low Personal Accomplishment
Coping with work stress - ANS-1. Individual Coping strategies
2. Organizational coping strategies
Individual Coping Strategies - ANS-Exercise
Meditation
Cognitive Restructuring
More efficient time management
Vacation time and voluntary absences (time away)
Organizational Coping Strategies - ANS-Improving person-job fit
Employee training and orientation
Increase employees' sense of control
Eliminating punitive management
Removing hazardous work conditions
Providing a supportive work environment
Improving organizational communication
Employ Engagement - ANS-A psychological state characterized by vigor, dedication,
and absorption in one's work/organization
