PSY 120 Lecture 34.5

Industrial and organizational (I-O) psychology

Industrial and organizational (I-O) psychology

Branch of psychology that studies how human behavior and psychology affect work and how they are affected by work

Industrial psychology

Concerned with describing job requirements and assessing individuals for their ability to meet those requirements

Organizational psychology

Discipline interested in how the relationships among employees affect those employees and the performance of a business

Human factors psychology

Study of how workers interact with the tools of work and how to design those tools to optimize workers' productivity, safety, and health

Hawthorne effect

Describes the increase in performance of individuals who are aware they are being observed by researchers or supervisors

Job analysis

Accurately describing the task or job

Performance appraisals

Typically documented several times a year, often with a formal process and an annual face-to-face brief meeting between an employee and their supervisor

US Equal Employment Opportunity Commission (EEOC)

Responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex, sexual orientation, national origin, age, disability, or genetic information

Immutable characteristics

Traits of an individual that are fundamental to their identity, in hiring, benefits, promotions, or termination of employees

Americans with Disabilities Act (ADA)

States people may not be discriminated against due to the nature of their disability

Bona fide occupational qualifications (BFOWS)

Requirements of certain occupations for which denying an individual employment would otherwise violate the law

Job satisfaction

Describes the degree to which individuals enjoy their job

Work-family balance

The act of juggling the demands of work life with the demands of home life

Telecommuting

Involves employees working at home and setting their own hours, which allows them to work during different parts of the day, and to spend part of the day with their family

Scientific management

Theory of management that analyzes and synthesizes workflows with the main objective of improving economic efficiency, especially labor productivity

Theory X

An approach to management where managers assume that most people dislike work and are not innately self-directed

Theory Y

An approach to management where managers assume that most people seek inner satisfaction and fulfillment from their work

Transactional leadership

Focus is on supervision and organizational goals, which are achieved through a system of reward and punishments

Transformational leadership

Possess four attributes to varying degrees:
Charismatic
Inspirational
Intellectually stimulating
Considerate

Work teams

Bring together diverse skills, experience, and expertise

Organizational culture

Encompasses the values, visions, hierarchies, norms, and interactions among its employees

Diversity training

Educates participants about cultural differences with the goal of improving teamwork

Sexual harassment

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or crates an intimidating, hostels, or offensive work environment

Workplace violence

Any act or threat of physical violence, harassment, intimidation, or other threatening, disruptive behavior that occurs at the workplace

Procedural justice

The fairness of the processes by which outcomes are determined in conflicts with or among employees