Ven - IOS Psychology

Industrial-Organizational Psychology

Branch of psychology applied to workplace issues.

Performance Appraisal Instruments

Tools to evaluate employee performance objectively.

Employee Training Methods

Techniques to develop skills and competencies.

Organizational Psychology

Focus on human behavior within organizations.

Science-Practitioner Model

I/O professionals apply research in practical settings.

Human Factors/Ergonomics

Study of workplace design and human interaction.

Workplace Safety

Designing environments to minimize physical hazards.

Industrial Approach

Focus on job competencies and employee selection.

Organizational Approach

Creates structures to motivate and inform employees.

Army Alpha Test

Cognitive test for literate military recruits.

Army Beta Test

Cognitive test for illiterate military recruits.

Hawthorne Studies

Research showing attention affects employee productivity.

Hawthorne Effect

Behavior changes due to observation by managers.

Behavior-Modification Techniques

Methods to change employee behavior in organizations.

Cognitive Psychology

Study of mental processes affecting behavior.

Sensitivity Training

Group training to improve interpersonal skills.

T-Groups

Training groups for personal development and feedback.

Quantitative Methods

Statistical techniques for analyzing organizational data.

Employee Attitude Surveys

Assessments of employee satisfaction and engagement.

Consultant Role

Advising organizations on improving performance.

Interpersonal Interactions

Relationships between managers and employees.

Diverse Demographics

Variety of backgrounds affecting workplace dynamics.

Global Economy Impact

Worldwide economic factors influencing I/O Psychology.

Walter Dill Scott

Pioneer in applying psychology to advertising.

Hugo Munsterberg

Key figure in Industrial Psychology development.

Frank and Lillian Gilbreth

Studied worker motions to improve productivity.

Statistical Techniques

Advanced methods for analyzing employee data.

High Unemployment Rates

Indicators of economic distress affecting job availability.

Flexible Work Schedules

Work arrangements that allow variable hours for employees.

Family-Friendly Work Policies

Policies supporting employees with family responsibilities.

Child-Care Responsibilities

Obligations related to the care of children.

Elder-Care Responsibilities

Obligations related to the care of elderly individuals.

Flatter Organizational Structures

Organizations with fewer management levels for efficiency.

Population Shifts

Movement of people from urban areas to suburbs.

Health-Care Benefits Costs

Increasing expenses associated with employee health care.

Retirement Age Changes

Potential adjustments to the age of retirement.

Master's Program

Graduate program requiring advanced study beyond a bachelor's.

Doctoral Programs (Ph.D)

Highest academic degree involving original research and dissertation.

Ethical Dilemmas

Situations requiring personal judgment without clear guidelines.

Job Analysis

Process of determining job activities and requirements.

Job Description

Summary of tasks and requirements for a job role.

Job Title

Designation describing the nature of a job.

Work Activities

Tasks performed by an employee in their role.

Job Context

Environment in which job activities are performed.

Job Evaluation

Assessment of job roles for compensation and value.

Training Programs

Structured learning experiences based on job analysis.

Worker Mobility

Potential for employees to advance to other jobs.

Job-Related Duties

Additional tasks assigned beyond primary job responsibilities.

Peter Principle

Promoting employees to their incompetence level.

Work Performance

Job description outlines employee performance evaluation.

Job Classification

Determines pay based on job similarities.

Performance Appraisal

Evaluates employee performance against work standards.

Salary Grade

Classification indicating pay level for jobs.

Job Worth

Determines the value of a job position.

Exempt Position

Job not subject to overtime pay regulations.

Compensable Factors

Criteria for determining job salary levels.

Job Specifications

Necessary KSAOs for job success.

KSAOs

Knowledge, Skills, Abilities, and Other characteristics.

Job Relatedness

Directly determined through job analysis methods.

Uniform Guidelines

HR principles ensuring compliance with job analysis standards.

Job Analysts

Professionals conducting job analysis for organizations.

Consultants

Experienced professionals conducting job analysis effectively.

Job Crafting

Informal changes made to job roles by employees.

Formal Requirements

Specific tasks like typing or filing memos.

Informal Requirements

Non-specific tasks like making coffee.

Job Incumbents

Current employees performing the job analyzed.

Task Identification

First step in conducting a job analysis.

Job Description Update

Necessary when job responsibilities change significantly.

Committee-Based Job Analysis

Group of experts generate job-related information.

Field-Based Job Analysis

Individual interviews and observations in job settings.

Subject Matter Experts (SMEs)

Individuals knowledgeable about specific job roles.

Job Participation

Analyst performs job tasks to gain insights.

Task Statement

Describes job actions and objects involved.

Job Dimensions

Major categories defining job responsibilities and tasks.

Interview Preparation

Announcing job analysis to employees beforehand.

SME Conference

Group interview of multiple subject matter experts.

Task Rating

Evaluating tasks based on frequency and importance.

Job Components Inventory

Questionnaire covering tools, requirements, and responsibilities.

Functional Job Analysis

Quick method for analyzing numerous job roles.

Job Elements Inventory

Contains 153 items related to job tasks.

Task Analysis

Assessing tasks with SMEs for critical evaluation.

Readability Level

Appropriate education level for understanding job tasks.

Decision-Making Authority

Indicates responsibility level in job tasks.

Observation Method

Watching employees perform tasks without their knowledge.

Open-Ended Questions

Encourages detailed responses during interviews.

Rapport Establishment

Building trust before conducting interviews.

Job Analysis Outcomes

Results vary based on employee performance levels.

Personality Traits

Influence how incumbents perceive their job roles.

Gender Differences

Variations in job perception based on gender.

Knowledge

Information required to perform specific tasks.

Skill

Proficiency in performing learned tasks.

Ability

Basic capacity to perform various tasks.

Other Characteristics

Personality traits, interests, and motivation.

SMEs

Subject Matter Experts providing job insights.

AET

Ergonomic job analysis focusing on worker-object relationship.

Occupational Information Network

National database for job-related information.

Position Analysis Questionnaire

194-item job analysis system by the federal government.

Critical Incident Technique

Method to identify critical job performance incidents.

Job Structure Profile

Revised PAQ version enhancing job analysis accuracy.

Worker-Oriented Methods

Best for employee selection and performance appraisal.