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PSYC 1111 (8)
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Chapter 11

Psych Outline Chapter 11.docx

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Department
Psychology
Course
PSYC 1111
Professor
Tim Moore
Semester
Fall

Description
Psych Outline Chapter 11 (441-455) October 15, 2013 1. People have various attitudes towards work: a. Job: unfulfilling but necessary way to make money b. Career: chance to advance from one position to better one c. Calling: fulfilling, socially useful activity (highest satisfaction) 2. Flow- completely involved, focused state of consciousness with diminished awareness of self and time, resulting from optimal engagement of one’s skills a. NorthwestAirlines pilots who flew 150 miles past Minneapolis example 3. Csikszentmihalyi (Chick-sent-me-hi) formulated flow concept and determined quality of life is better when people are purposefully engaged a. Flow boosts self-esteem, competence, well-being b. Busy people are happier 4. Industrial-Organizational psychology- psych principles in the workplace a. Personnel psych- employee recruitment, selection, placement, training, appraisal, and development b. Organizational psych- examines organizational influences on worker satisfaction and productivity and facilitates organizational change c. Human factors psych- explores how people and machines interact and how machines and physical environments can be made safe and easy to use 5. Harnessing strengths = marrying people’s strengths with tasks of organizations; leads to prosperity and profit 6. Interviewers’judgments are weak predictors of performance a. Test scores, work samples, and past performance are a better indicator 7. Interviewers are overconfident in their ability to read people a. Interviews show interviewee’s good intentions, not their habits/true self b. Assumption that what you see is what you get is often false c. Preconceptions and moods taint how interviewers perceive answers d. Interviewers keep track of their successful hires more than their failed ones; this boosts their confidence b/c they think only of good ones 8. Structured interviews more disciplined at collecting info a. Instead of “how do you handle stress?” it’s “tell me about a time you were caught between conflicting demands. How did you handle that?” b. Avoids irrelevant follow-up questions c. Structured interviews are doubly predictive and reduce bias d. Personnel psychologists train these interviewers 9. Performance appraisal seen through checklists, graphic rating scales (how often a worker is dependable, productive, etc), behavior rating scales (scaled behaviors about a worker’s performance)—appraisal is biased a. Halo errors- overall evaluation biases ratings of t
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