Chapter 13: Industrial-Organizational Psychology

Frederick Taylor

________ was an engineer who saw that if one could redesign the workplace there would be an increase in both output for the company and wages for the workers.

Diversity training

________: educates participants about cultural differences with the goal of improving teamwork.

Douglas McGregor

________ combined scientific management and human relations into the notion of leadership behavior.

Donald Clifton

________ proposed the strengths- based management, which focused on how an organization can best use an individuals strengths.

Federal legislation

________ does not protect employees in the private sector from discrimination related to sexual orientation and gender identity.

Industrial organizational psychologists

________ may be involved in all aspects of downsizing.

Walter Dill Scott

________ was one of the first psychologists to apply psychology to advertising, management, and personnel selection.

Industrial psychology

________: focuses on identifying and matching persons to tasks within an organization.

Taylor

________ and Gilbreths work improved productivity and the fit between technology and the human using it.

Robert Yerkes

________ organized a group under the Surgeon Generals Office (SGO) that developed methods for screening and selecting enlisted men during WWI.

Procedural justice

________: the fairness of the processes by which outcomes are determined in conflicts with or among employees.

Bingham

________ developed new systems for job selection, classification, training, ad performance review, plus methods for team development, morale change, and attitude change.

Murder

________ is the second leading cause of death in the workplace and the primary cause of death for women in the workplace.

Hawthorne effect

________: the increase in performance of individuals who are noticed, watched, and paid attention to by researchers or supervisors.

Title VII

________ of the Civil Rights Act of 1964: makes it illegal to treat individuals unfavorably because of their race or color of their skin.

Job satisfaction

________ is typically measured after a change in an organization to assess how the change affects employees.

Diversity

________ can introduce communication and interpersonal- relationship problems that hinder performance, but on the other hand ________ can also increase the teams skill set, which may include skills that can actually improve team member interactions.

innovative possibilities

Creative teams: used to develop ________ or solutions.

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 (including pregnancy), national origin, age (40 or older), disability, or genetic information.

diverse skills

Work teams: bring together ________, experience, and expertise.

Scott

________ and Walter Bingham organized a job- description system and a system of performance ratings and occupational skill tests for officers.

organizational psychologists

Industrial and ________ study, research, and implement ways to make work evaluations as fair and positive as possible.

Social factors

________ and body language can influence the outcome of the interview.

Gilbreth

________ was another influential I- O psychologist who worked to make workers more efficient by reducing the number of motions required to perform a task.

Kurt Lewin

________ conducted research on the effects of various leadership styles, team structure, and team dynamics, and is considered the founder of social psychology and influenced organizational psychology.

ADA

Americans with Disabilities Act (________): states people may not be discriminated against due to the nature of their disability.

Merger Acquisition

________: corporations often grow larger by combining with other businesses.

Disability

________: a physical or mental impairment that limits one or more major life activities.

Interviews

________ can provide a more dynamic source of information about the candidate than standard testing measures.

Kinicki

Ostroff, ________, and Tamkins identify three layers in organizational culture: observable artifacts, espoused values, and basic assumptions.

World War II

________ drove the expansion of industrial psychology.

Western Electrics Hawthorne Works

From 1929 to 1932 Elton Mayo conducted a series of studies at ________.

Quid pro quo

________: organizational rewards are offered in exchange for sexual favors.

Human factor professionals

________ are involved in design from the beginning of a project or toward the end in testing and evaluation.

Tactical teams

________: used to execute a well- defined plan or objective.

Observable artifacts

________: the symbols, language, narratives, and practices that represent the underlying cultural assumptions.

Civil Rights Act

The ________ and the Age Discrimination in Employment Act make provisions for bona fide occupational qualifications (BFOQs), which are requirements of certain occupations for which denying an individual employment would otherwise violate the law.

Organizational psychology

________: focuses on social interactions and their effect on the individual and on the functioning of the organization.

Information

________ derived from job analysis usually forms the basis for the types of questions asked during interviews.

Hostile environment

________: a form of sexual harassment where an employee experiences conditions in the workplace that are considered hostile or intimidating.

significant trigger

A(n) ________ is the feeling of being treated unfairly, unjustly, or disrespectfully.

Theory Y

________: managers assume that most people seek inner satisfaction and fulfillment from their work; employees function better under leadership that allows them to participate in, and provide input about, setting their personal and work goals.

demands of home

Work- family balance: to juggle the demands of work life with the ________ life.

Harassment

________ does not have to be sexual; it may be related to any of the protected classes in the statutes regulated by the EEOC: race, national origin, religion, or age.

Scientific management

________: a theory of management that analyzes and synthesizes workflows with the main objective of improving economic efficiency, especially labor productivity.

360 degree feedback appraisal

________: the employees appraisal derives from a combination of ratings by supervisors, peers, employees supervised by the employee, and from the employee herself; the purpose is to give the employee and supervisor different perspectives of the employees job performance.

Strength

________: a particular enduring talent possessed by an individual that allows them to provide consistent, near- perfect performance in tasks involving that talent.

potential candidates

Once a company identifies ________ for a position, the candidates knowledge, skills, and other abilities must be evaluated and compared with the job description.

Job analysis

________: accurately describing the task or job.

Human factors psychology

________: the study of how workers interact with the tools of work and how to design those tools to optimize workers productivity, safety, and health.

Industrial and organizational (I-O) psychology

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

academia, government, consulting firms, and business

Industrial and organizational psychologists work in four main contexts

industrial, organizational, and human factors

The field of I-O psychology can be divided into three broad areas

Industrial psychology

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

Organizational psychology

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

Human factors psychology

the 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

the increase in performance of individuals who are noticed, watched, and paid attention to by researchers or supervisors

Human factors psychology

The study of machine-human fit

Industrial psychology

focuses on identifying and matching persons to tasks within an organization

Job analysis

accurately describing the task or job

unstructured and structured

There are two types of interviews

Unstructured interview

the interviewer may ask different questions of each different candidate; the questions are often unspecified beforehand; the responses to questions asked are generally not scored using a standard system

Structured interview

the interviewer asks the same questions of every candidate, the questions are prepared in advance, and the interviewer uses a standardized rating system for each response

Mentoring

a form of informal training in which an experienced employee guides the work of a new employee

360-degree feedback appraisal

the employees appraisal derives from a combination of ratings by supervisors, peers, employees supervised by the employee, and from the employee herself; the purpose is to give the employee and supervisor different perspectives of the employees job performance

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 (including pregnancy), national origin, age (40 or older), disability, or genetic information

Equal Pay Act

requires that equal pay for men and women in the same workplace who are performing equal work

Title VII of the Civil Rights Act of 1964

makes it illegal to treat individuals unfavorably because of their race or color of their skin

Pregnancy Discrimination Act of 1978

it prohibits job discrimination of a woman because she is pregnant as long as she can perform the work required

Americans with Disabilities Act (ADA)

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

Disability

a physical or mental impairment that limits one or more major life activities

Organizational psychology

focuses on social interactions and their effect on the individual and on the functioning of the organization

Job satisfaction

the degree to which individuals enjoy their job

Stress

the perception and response of an individual to events judged as ovewhelming or threatening to the individuals well-being

Downsizing

an increasingly common response to a businesss pronounced failure to achieve profit goals; involves laying off a significant percentage of the companys employees

Merger/Acquisition

corporations often grow larger by combining with other businesses

Work-family balance

to juggle the demands of work life with the demands of home life

Scientific management

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

Theory X

managers assume that most people dislike work and are not innately self-directed; managers perceive employees as people who prefer to be led and told which tasks to perform and when

Theory Y

managers assume that most people seek inner satisfaction and fulfillment from their work; employees function better under leadership that allows them to participate in, and provide input about, setting their personal and work goals

Strength

a particular enduring talent possessed by an individual that allows them to provide consistent, near-perfect performance in tasks involving that talent

Transactional leadership

the focus is on supervision and organizational goals, which are achieved through a system of rewards and punishments

Work teams

bring together diverse skills, experience, and expertise

Team-based approach

teams are brought together and given a specific task or goal to accomplish

problem resolution teams, creative teams, and tactical teams

There are three basic types of teams

Problem resolution teams

created for the purpose of solving a particular problem or issue

Creative teams

used to develop innovative possibilities or solutions

Tactical teams

used to execute a well-defined plan or objective

Organizational culture

encompasses the values, visions, hierarchies, norms, and interactions among its employees; its how an organization is run, how it operates, and how it makes decisions

observable artifacts, espoused values, and basic assumptions

Ostroff, Kinicki, and Tamkins identify three layers in organizational culture

Observable artifacts

the symbols, language, narratives, and practices that represent the underlying cultural assumptions

Espoused values

concepts or beliefs that the management or the entire organization endorses

Basic assumptions

generally unobservable and unquestioned

Diversity training

educates participants about cultural differences with the goal of improving teamwork

Quid pro quo

organizational rewards are offered in exchange for sexual favors

Hostile environment

a form of sexual harassment where an employee experiences conditions in the workplace that are considered hostile or intimidating

Harassment does not have to be sexual; it may be related to any of the protected classes in the statutes regulated by the EEOC

race, national origin, religion, or age

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

Human factors psychology

concerned with the integration of the human-machine interface in the workplace, through design, and specifically with researching and designing machines that fit human requirements