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WorksheetsPSYIND2 (Industrial Psychology)
Total questions: 15
Worksheet time: 9mins
A branch of psychology that applies the principles of psychology to the workplace
Humanistic psychology
Psychodynamic psychology
Human Resources Psychology
I/O Psychology
What are tests used in selecting soldiers back in WWI?
Army Alpha
Army Omega
Army Beta
CPAS-11
What are the responsibilities of an I/O Psychologist?
Designs and implements compensation and rewards e.g. payroll
Lead and study internal and external factors affecting employee’s motivation and engagement at work
Diagnose organizational problems and creates recommendations for organizational solutions.
Improves employee well-being e.g. research study
It is a two-to-five short page summary of the different tasks and job requirements alongside the job analysis
Job Specification
Job Analysis
Job Description
Resume
This type of job description is solely aligned with the organization’s particular job opening, which mostly includes expected duty and performance standards.
Company job description
Specific purpose job description
Organizational job description
General-purpose job description
What are the sections that must be on the job description?
Job title
Medical benefits
Tools and equipments used
performance standards
Medical Benefits
The forces within a person that affect the direction, intensity, and persistence of effort extended at work, and the external factors that encourage action
Direction
Motivation
Prudence
Inspiration
Category of motivation theory that focus on thoughts or cognitive processes, that take place within the minds of people and that motivate their behavior
content theories
process theories
encouragement theories
cognitive-motivation theory
States that a high-probability behavior can be used to reinforce a low-probability behavior
Premack principle
Schrödinger principle
checks and balances
Tranference principle
Stage of planned change where systems and conditions are formalized to reinforce and maintain the desired behaviors and make sure the organization doesn't slide back into its former ways of doing things
concretizing
retention
refreezing
revival
Reasons of change resistance
Fear of the unknown
Inhibits progress
Incongruent organizational systems
Breaking routines
A problem-focused change process that combines action orientation (changing attitudes and behavior) and research orientation (testing theory through data collection and analysis)
Large Group Interventions
Appreciative Inquiry
Action Research
Parallel Learning Structure Approach
The basic pattern of shared values and assumptions governing the way employees within an organization think about and act on problems and opportunities
organizational values
business ethics
corporate-driven
organizational culture
Functions of countercultures:
Maintains organization's standards of performance and ethical behavior (surveillance and critique of by employees who hold countercultural values against the dominant order)
emphasis is on financial issues, such as what a target company is worth, tax implications, and expected returns on the investment. Little thought or concern is directed to psychological or cultural issues
Source of emerging values that keep the firm aligned with the needs of customers, suppliers, society, and other stake holder
1. Identify cultural differences between the merging companies
States that employees will be satisfied if their ratio of effort to reward is similar to that of other employees
Motivational theory
Equity theory
Rewards vs. Punishment
Expectancy Theory
