PSYC 187 Study Guide - Spring 2018, Comprehensive Midterm Notes - Job Performance, Random Assignment, Psychology
PSYC 187
MIDTERM EXAM
STUDY GUIDE
Fall 2018
Goals of an I/O psychologist:
- Help employers treat employees fairly
- Help make jobs more interesting and satisfying
- Help workers be more productive
Work in the 21st Century: An introduction to industrial and organizational psychology By
Frank J Landy and Jeffrey M Conte
What is I/O psychology? The application of psych principles, theory, and research to the work
setting. Focuses on individuals, teams, and organizations.
New topics to I/O psych:
- Building sustainable and environmentally conscious organizations
- Humanitarian work psychology
- The future of work
SIOP.org is a good resource on I/O psych
HISTORY OF IO PSYCH
- Really started to measure intelligence and war-related stuff
- WW1: Army Alpha and Army Beta tests
- Cognitive ability tests
- Human engineering: thinking about the process and performance, not necessarily
individuals
- Hawthorne Studies, Human Relations
- People matter! They observed people in factories and did more human
engineering stuff. Under what conditions do people perform the highest?
- Performance goes up when people are watched!
- People’s attitudes towards work matters.
- Human Relations Movement
- Lots of assessments used for selection
- Lots of these assessments were not valid.
- Civil Rights Act of 1964 and Title VII affect how assessments were done. Employers
have to defend the assessments they do in court through data. Some kinds of
discrimination is okay, like assessments to lift heavy things if it is a part of your job may
make it so that you get more men hired.
Civil Rights Act of 1964: specifies specific demographics to be protected from employment
discrimination.
Multiculturalism:
-Culture: system in which individuals share meaning and common ways of viewing
events and objects, sharing of meanings and interpretations
find more resources at oneclass.com
find more resources at oneclass.com
- Diversity is good!
Triandis: the cultural determinants in the workplace
Theory of Cultural Influence by Hofstede:
- Talked about in ch1, so lecture won’t be too intense
- Looked at cultural differences amongst countries
- Implications of culture for human resources management
INTRODUCTION TO COACHING
Coaching: process where the coach facilitates the enhancement or work performance, personal
growth, etc of the coachee
Fundamentals:
- Active listening
- Non-evaluative feedback
- Anchoring to goals
Goals:
- Client goals should be established at the beginning
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Help make jobs more interesting and satisfying. Work in the 21st century: an introduction to industrial and organizational psychology by. The application of psych principles, theory, and research to the work setting. Siop. org is a good resource on i/o psych. Really started to measure intelligence and war-related stuff. Ww1: army alpha and army beta tests. Human engineering: thinking about the process and performance, not necessarily individuals. They observed people in factories and did more human engineering stuff. Performance goes up when people are watched! Civil rights act of 1964 and title vii affect how assessments were done. Employers have to defend the assessments they do in court through data. Some kinds of discrimination is okay, like assessments to lift heavy things if it is a part of your job may make it so that you get more men hired. Civil rights act of 1964: specifies specific demographics to be protected from employment discrimination.
