PSYC 142: Industrial Organizational
Psych: Exam 1-Graded A
branch of psychology that is concerned with the study of behavior in work settings and
the application of psychology principles to change work behavior - ANSWER-industrial
organizational psychology
-efficiency/productivity of organizations
-health/well-being of employees - ANSWER-dual focus of IO psych
procedures in which work tasks are broken down into simple component movements
and the movements timed to develop a more efficient method for performing the task -
ANSWER-time-and-motion studies
a method of using scientific principles to improve the efficiency and productivity of jobs;
most effective for manual labor jobs rather than cognitively complex occupations -
ANSWER-scientific management
intelligence testing for army placement;
Hawthorne effect: lighting effects work efficiency/being watched increases productivity;
human relations movement: social interactions are really important in the workplace/for
productivity, should like the people you work with - ANSWER-WW1/1920s/Great
Depression
specialty areas in IO emerged
growth of defense industry
civil rights legislation: banned discrimination in employment - ANSWER-Post War Era
-the changing nature of work (becoming more complex, outsourcing, downsizing);
-expanding focus on human resources (viewing your employee as a whole person not
just a worker bee);
-increasing diversity and globalization of the workforce (international growth,
globalization);
-increasing relevance of IO psych in policy and practice (improving selection and
training of leader, leveraging/utilizing diversity in workforce) - ANSWER-Four key trends
today in IO Psych
the systematic study of the tasks, duties, and responsibilities of a job and the qualities
needed to perform it - ANSWER-job analysis
job description
, job specification
job evaluation
performance evaluation - ANSWER-What four things do a job analysis produce?
tasks/activities you do on the job;
what people in a particular job do - ANSWER-job description
qualifications/human characteristics necessary for the job - ANSWER-job specification
assessment of the relative worth of a job in order to determine how much money that
job should pay;
based upon perceived value and KSAOs - ANSWER-job evaluation
Knowledge
Skill
Ability
Other Personal characteristics - ANSWER-KSAOs
job incumbents (person holding the current job)
or superivsors - ANSWER-subject matter expert (SME)
skill is learned and can be improved;
an ability is usually something you are born with and relatively fixed - ANSWER-What is
the difference between skill and ability?
career development
human resource planning
project future needs
legal defense
performance appraisal
selection
training
research - ANSWER-purposes of job analysis
analysts
subject matter expert (SME)
records
data base (such as O*NET) - ANSWER-sources of job analysis data
surveys
existing data (O*NET; company records)
interviews with SMEs
diary
observation (like job shadowing)
participation - ANSWER-data collection approaches for job analysis
Psych: Exam 1-Graded A
branch of psychology that is concerned with the study of behavior in work settings and
the application of psychology principles to change work behavior - ANSWER-industrial
organizational psychology
-efficiency/productivity of organizations
-health/well-being of employees - ANSWER-dual focus of IO psych
procedures in which work tasks are broken down into simple component movements
and the movements timed to develop a more efficient method for performing the task -
ANSWER-time-and-motion studies
a method of using scientific principles to improve the efficiency and productivity of jobs;
most effective for manual labor jobs rather than cognitively complex occupations -
ANSWER-scientific management
intelligence testing for army placement;
Hawthorne effect: lighting effects work efficiency/being watched increases productivity;
human relations movement: social interactions are really important in the workplace/for
productivity, should like the people you work with - ANSWER-WW1/1920s/Great
Depression
specialty areas in IO emerged
growth of defense industry
civil rights legislation: banned discrimination in employment - ANSWER-Post War Era
-the changing nature of work (becoming more complex, outsourcing, downsizing);
-expanding focus on human resources (viewing your employee as a whole person not
just a worker bee);
-increasing diversity and globalization of the workforce (international growth,
globalization);
-increasing relevance of IO psych in policy and practice (improving selection and
training of leader, leveraging/utilizing diversity in workforce) - ANSWER-Four key trends
today in IO Psych
the systematic study of the tasks, duties, and responsibilities of a job and the qualities
needed to perform it - ANSWER-job analysis
job description
, job specification
job evaluation
performance evaluation - ANSWER-What four things do a job analysis produce?
tasks/activities you do on the job;
what people in a particular job do - ANSWER-job description
qualifications/human characteristics necessary for the job - ANSWER-job specification
assessment of the relative worth of a job in order to determine how much money that
job should pay;
based upon perceived value and KSAOs - ANSWER-job evaluation
Knowledge
Skill
Ability
Other Personal characteristics - ANSWER-KSAOs
job incumbents (person holding the current job)
or superivsors - ANSWER-subject matter expert (SME)
skill is learned and can be improved;
an ability is usually something you are born with and relatively fixed - ANSWER-What is
the difference between skill and ability?
career development
human resource planning
project future needs
legal defense
performance appraisal
selection
training
research - ANSWER-purposes of job analysis
analysts
subject matter expert (SME)
records
data base (such as O*NET) - ANSWER-sources of job analysis data
surveys
existing data (O*NET; company records)
interviews with SMEs
diary
observation (like job shadowing)
participation - ANSWER-data collection approaches for job analysis
