Aly - IOS Psychology

Selection Interview

Predicts job performance via oral responses.

Unstructured Interview

No set format; lacks prepared questions.

Structured Interview

Pre-planned questions ensure consistency and reliability.

Situational Interview

Future-oriented; uses hypothetical scenarios for responses.

Behavioral Interview

Past-oriented; focuses on actual past situations.

STAR Interview Technique

Evaluates Situation, Task, Action, and Result.

Job-Related Interview

Semi-structured; focuses on job-relevant experiences.

Standardizing Interviews

Enhances job relatedness; reduces subjectivity.

Sample Questions

Common queries like strengths and weaknesses.

Directive Interview

Structured approach with pre-planned questions.

Formal Guide

Used in structured interviews for scoring answers.

Hypothetical Situations

Used in situational interviews for candidate responses.

Actual Situations

Used in behavioral interviews for candidate responses.

Job-Relevant Past Experiences

Focus on candidate's relevant work history.

Interview Questionnaire

Set of questions prepared for interviews.

Candidate Behavior

Responses reflect potential job performance.

Interview Consistency

Same questions for all applicants enhance fairness.

Interview Reliability

Consistency in scoring across different interviews.

Interview Validity

Accuracy in predicting job performance.

Interview Preparation

Interviewers should prepare to ask relevant questions.

Scoring Answers

Evaluating responses based on predetermined criteria.

Stress Interview

Uses rude questions to assess stress tolerance.

Puzzle Interview

Evaluates problem-solving under pressure.

Exit Interview

Determines reasons for employee departure.

One-on-One Interview

Single interviewer and interviewee interaction.

Open-ended Questions

Require detailed responses from candidates.

Close-ended Questions

Answerable by yes or no only.

Informal Interview

Casual conversation without structured questions.

Formal Interview

Planned interview with scheduled time and date.

Sequential Interview

Multiple interviewers assess candidate in sequence.

Structured Sequential Interview

Standardized questions rated on evaluation forms.

Unstructured Sequential Interview

Interviewers ask spontaneous questions as they arise.

Panel Interview

Team of interviewers questions candidate together.

Mass Interview

Panel interviews multiple candidates at once.

Phone Interview

Conducted via phone, focusing on responses.

Computer-Based Job Interview

Responses to computerized questions or scenarios.

Online Video Interview

Conducted using teleconferencing applications.

First Impressions

Initial judgments made quickly, often biased.

Job Requirements Clarification

Understanding job traits before interviewing candidates.

Candidate-Order Error

Interview order affects candidate ratings.

Pressure to Hire

Urgency influences interview quality and ratings.

Nonverbal Behavior

Interpreting personality through candidate's body language.

Impression Management

Candidates manipulate perceptions to appear favorable.

Ingratiation

Agreeing with interviewer to show similarity.

Self-Promotion

Highlighting skills to project competence.

Structured Situational Interview

Job-relevant questions with predetermined answers.

Job Description

Document detailing worker qualifications and responsibilities.

Main Duties Rating

Assessment of primary responsibilities of the job.

Interview Questions

Questions assessing situational, behavioral, and job knowledge.

Critical Incidents

Specific examples used to evaluate candidate responses.

Benchmark Answers

Ideal responses rated on a scale from 1 to 5.

Interview Panel

Group responsible for conducting candidate interviews.

Judgmental Approach

Subjectively evaluates all candidate evidence.

Statistical Approach

Quantifies evidence using formulas for predictions.

Hybrid Approach

Combines statistical results with subjective judgment.

Job Offer

Verbal proposal of employment terms to candidate.

Job Offer Letter

Basic document outlining job specifics and terms.

Job Contract

Detailed document covering employment duration and terms.

At-Will Employment

Employment can be terminated by either party anytime.

Organizational Theory

Explains behavior in various organizational structures.

Classical Organizational Theory

Focuses on productivity through structured activities.

Differentiated Activities

Distinct tasks and functions within an organization.

Authority

Power structure ensuring cooperation among employees.

Economic Reasons

Organizations exist to achieve productivity goals.

Scientific Management

Systematic approach to enhance organizational efficiency.

Taylorism

Frederick Taylor's method for optimizing work processes.

Four Principles of Management

Data collection, analysis, application, and worker training.

Scientific Selection

Careful choice of workers based on job fit.

Data Collection

Gathering information to improve work efficiency.

Work Redistribution

Management assumes tasks previously done by subordinates.

Cooperation

Collaboration among employees to achieve common goals.

Severance Provisions

Terms outlining compensation upon employment termination.

Confidentiality Agreement

Contract clause protecting sensitive information.

Relocation Provision

Terms covering employee relocation expenses.

Design vs. Performance

Separation of design and execution roles in work.

Specialization

Breaking work into small, simple, specialized tasks.

Science of Shoveling

Study of shovel load efficiency by Taylor.

Optimum Shovel Load

Ideal load for efficiency: 20.5 pounds.

Bureaucracy

Organizational structure characterized by hierarchical authority.

Functional Principle

Division of labor into specialized functional units.

Scalar Principle

Hierarchical supervision with a clear chain of command.

Unity of Command

Each subordinate reports to one superior only.

Unity of Direction

Information flows top-down in bureaucratic organizations.

Line Functions

Primary responsibilities for achieving organizational goals.

Staff Functions

Support line functions, less critical to goals.

Micro-managers

Supervisors who control every detail of tasks.

Vertical Growth

Expansion of authority levels in an organization.

Horizontal Growth

Addition of functional units across the organization.

Coordination of Activities

Organizing similar tasks for effective supervision.

Organizational Fragmentation

Challenges from dividing labor among employees.

Employee Accountability

Subordinates responsible to one superior only.

Predictability of Information Flow

Stability in communication within bureaucratic structures.

Task Delegation

Assigning specific tasks to employees for completion.

Efficiency Measurement

Assessing productivity based on output per time.

Daily Yield of Coal

Increased from 16 tons to 59 tons post-Taylor.

Training for Task Completion

Teaching employees optimal methods for specialized tasks.

Line Function

Manufacturing products as primary organizational goal.

Staff Function

Support roles like personnel and quality control.

Span of Control Principle

Number of subordinates reporting to a supervisor.

Flat Organizations

Few levels between top and bottom management.