B&E 2: How to enforce capitalism and corporate culture in the workplace !! :D

Define Industrial and Organizational psychology

Generally: Analyzing jobs, performance, workplace issues, designing training and employee recruitment

Industrial psych: Answers questions about systems (hiring, recruiting, performance management)

Organizational psych: Behavior, well-being, dynamics in workplace (burnout, motivation)

Why do Industrial and Organizational psychology matter?

We work a lot, so it’s useful to optimize it.

Where did Industrial and Organizational psychology start?

In the 1900s with the Hawthrone study (how environment- and light- affects performance)

What is the role of evidence-based practice and practice-based evidence

Evidence-based uses research evidence and clinical expertise for decisions

Practice-based comes from documenting and measuring outcomes from real-world practice

What are the social psychological theories & phenomena that impact the workplace? List and explain some (lecture 2)

1. Consistency seeker: We dislike inconsistency and either delude, or rewire accordingly- the sunk-cost fallacy of investing in a failing endeavour

2. Naive scientist: People test hypotheses about social world by testing their ideas (making judgements)- assuming attributes based on first-impressions/ observed behavior (affects coworker-relationship)

3. Cognitive miser: We use shortcuts when making judgements (heuristics)

4. Motivated tactician: Humans are not lazy, they’re strategic- ‘we rely on heuristics to save time, that’s why we switch between processes in the dual-processing model’

5. Activated actor: Situations auto-cute responses (norms, primes) before deliberation- auto-cue responses (primed to have higher motivation in office, etc.)

Define Pygmalion effect, and what the golem and underdog effects are

It’s essentially a self-fulfilling prophecy- if you have high expectations for someone, they will perform better, or if you expect worse, they may expect worse.

• Golem effect: Low expectations from someone you respect make you acc do bad

• Underdog effect: Low expectations from someone you disrespect makes you do better (spite)

What are 3 rules that differentiate a team from a workgroup?

1. The actions of individuals must be interdependent and coordinated.

2. Each member must have a specified role.

3. There must be common task goals and objectives.

all teams are groups but not all groups are teams (a group can do their job wo each other)

What are the different perspectives and theories on teamwork? (lecture 3)- (team efficiency diagram, coordination perspectives, and cohesion)

1. The task + how the team works (several factors) = team effectiveness but also, environmental dynamics and complexity impact

2. ‘Coordination perspectives’

• Explicit action coordination- unambiguous coordination (planning and giving instructions)

• Implicit action coordination- expecting action via mutual anticipation (simply monitoring, talking to the ‘room’)

• Explicit info- information request straight up

• Implicit info- ‘gather’ info from context and listening in

3. Cohesion (affects social climate)

• Interpersonal attraction- liking e/o

• Task commitment- how much do they gaf

• Group pride- shared importance of being a member

What’s the relationship between culture and climate?

Culture is a set of norms, and meaning deeply rooted in an organization that contributes to the climate (person/situation interactions)

What are some types of conflict and how can they affect teams? (3)

1. Task conflict: unclarity in what work needs to be done

2. Relationship conflict: Interpersonal clashes

3. Process conflict: Unclarity in how the work is getting done

What differentiates a team-building intervention from team training

Team-building: Not similar to work environment, or systematic (fun bonding)

Team training: Focused on certain skill competencies, done in work context and is systematic

Define leadership. (lecture 4)

Socially influences and motivates a group towards goal achievement

What are the key leadership theories?

• Trait approach: physical traits (like height and appearance), their ability (intelligence and speech fluency) and personality (dominance, extroversion, emotional control) affect view of leader

• Consideration and Initiating structure (behavioral approach), and Task/relationship oriented which are both a balance between focusing on being considerate, supportive, peoples’ need. Task/initiating focuses on scheduling, goals, planning, efficiency

• Situational favorability (contingency theory): ppl have inherent leadership styles and only work for some situations (1 leader can’t work everywhere, tweak for employees)

• New: Full range model of leadership: charismatic, optimistic, individualized consideration (awarded for goal achievement in transactional style)

Explain the path-goal theory

• Directive leadership- be direct when members are authoritarian

• Supportive leadership- be nurturing when members are insecure

• Participative- be involved when members need control and autonomy

• Achievement oriented- be challenging when members have need to excel

What is Theory X/Y?

• Theory X- treat as if workers can’t do work w their own initiative, aren’t motivated, and need to be monitored

• Theory Y- trust workers’ initiative and motivation over their work

Explain LMX

Low LMX relationships: Economic exchange based on formal agreement, balanced reciprocation

High LMX relationships: Feelings of mutual obligation - more social relationship

What’s the difference between leadership and management?

Leadership is more future-oriented, motivation and inspiration rather than management’s day-to-day oversight and administration of resources

Briefly explain the flow of leadership theories from one to another.

Trait focus → Behavior → contingency → ‘new’ leadership

What are the various assessments for employees? (lecture 5)

CV, interviews, ability tests, trying-them-out, etc.

What are the various tools for determining employee training?

• Cognitive ability tests- IQ tests like the PTI and Beta II

• Psychomotor Ability Tests- ability to use tools, coordination

• Personality tests

• Questionnaires

Define PE-fit and how selection and training helps

PE-fit is how appropriately a person’s skills, personality traits, and values suit the environment they’ll work in. Selection checks for how fitting they already are and training helps develop those qualities.

Explain the role of each step in the training process to a child

Goldstein’s training model:

1. Assess the needs, personality, and KSAOs of the person

2. Develop appropriate selection and training programs (and use them)

3. Evaluate how good the programs are

4. Check for training validity

Why is it important to study work stress? (lecture 6)

It affects physical and mental health, and performance

What is stress?

Psycho-physiological state of high arousal and displeasure e

Why is chronic stress unhealthy? In which ways?

• chronic elevation of cortisol

• impaired functioning of hippocampus

• regulatory mechanisms fail

• suppression of immune system

How can one recover from stress during worktime, and in their free time?

During worktime:

• Mini-breaks

• Slower tempo at work

• Alternate between task difficulties

Free time:

• Exercise

• Social

• Vacation

• Creativity

• Sleep

Which three constructs are often found in definitions for Motivation? (lecture 7)

• a vague idea will suffice, this’d be MCQ

• Direction

• Intensity

• Persistence

What’s in Maslow's Hierachy of Needs?

• a vague idea will suffice, this’d be MCQ

Physiological → Safety → Love → Esteem → Self-actualization

When intrinsic motivation is replaced by extrinsic motivation, how is that effect called?

• a vague idea will suffice, this’d be MCQ

Overjustification effect

Which trait of the OCEAN model is described here: "This trait describes how focused on negative emotions a person is."

• a vague idea will suffice, this’d be MCQ

Neuroticism

Which trait did the HEXACO Model add to OCEAN?

• a vague idea will suffice, this’d be MCQ

H for honesty and humility

Which of these goal orientations is the most beneficial to learning?

• a vague idea will suffice, this’d be MCQ

Learning orientation

Which of these theories assume that we get what we deserve?

• a vague idea will suffice, this’d be MCQ

Justice Motive Theory

What does Distributive Justice mean?

• a vague idea will suffice, this’d be MCQ

We all get the same

What is Vroom's expectancy calculation for motivation?

• a vague idea will suffice, this’d be MCQ

Efforts (expectancy)* Performance (Instrumental)* Outcome (Valence)= Motivation

How is Self Efficacy different from expectancy theory?

• a vague idea will suffice, this’d be MCQ

In expectancy theory, you get motivation if you believe the effort to be worth the reward.

In efficacy theory, people who have faith in their abilities have the motivation to perform!

According to Goal setting theory what is the most important criteria when setting your goals?

• a vague idea will suffice, this’d be MCQ

The more specific the goals, the more guided you are

Which theory is combined in action theory?

• a vague idea will suffice, this’d be MCQ

The action theory is having a desire → developing goal → plan generation → plan execution → feedback. It’s combined with the action process

What are the different organizational theories (lecture 8)

• Classical theory Taylor: use science, coordination, harmony, and be efficient

• Classical theory Fordism: similar, and led to mass production, strong division of labor, low costs, and paternalism

• Bureaucracy: specialization for efficiency (unlike classical theory), impersonality, and systematic’

• Sociotechnical systems theory: More human side of organization, autonomy, ‘meaningful’ tasks

Open-systems theory

Like plants, org. import and export resources, have cyclical processes 

What is scalar principle?

vertical division, hierarchy, delegation

What are subjective norms in relation to technology

they influence your decision to use/not use a tech

Shadow IT

Alternative tech that the organization doesn’t approve of (that gets the job done tho)

Target IT

The tech that the organization approves of and promotes

Privacy fatigue

Being too tired to read conditions and just saying yes

Trick questions (w respect to tech getting info out of you)

Phrasing things that ask for permission in a convoluted manner (perhaps w double-negatives)

Sneak into basket (w respect to tech getting info out of you)

Adding products into your basket when online shopping

Roach motel (w respect to tech getting info out of you)

hidden costs, pre-subscribed to things (have to go unsubscribe)

How can AI impact autonomy at work

AI can check sources and help us make informed decisions. It also takes away our autonomy that way tho cos why is it the top dog

How can AI impact human skills at work

Can do diff tasks (AI does repetitive)! Mostly just monitor AI progress and do small menial ‘download this for the AI, that’s it’ tasks.

What are 4 interventions for technology in the workplace?

1. Intervention A: When implementing tech, consider the tasks remaining to relegate to humans, and how to make it nice for the workers :)

2. Intervention B: Make the tech itself have a human side

3. Intervention C: ask higher institutions to implement policies that support humans instead of 010010 algorithms

4. Intervention D: Adapt the way the work is designed so that humans becomes more relevant

again