NAME KUNAL SINGH ROLL NO 1115300000 CLASS-CIVIL(2nd year,3rd sem) INDUSTRIAL PSYCHOLOGY ASSIGNMENT

ASSIGNMENT 2
Q1.Define the organizations culture, also discuss the various factors contributing to the organizational culture? Ans. Organizational culture refers to the general culture within a company or organization, and is often also referred to as corporate culture, though that isn't the best description since a large non-profit organization or charity could also have its own organizational culture even though they are definitely not corporations. it also refers to the beliefs and principles of a particular organization. The culture followed by the organization has a deep impact on the employees and their relationship amongst themselves.

There are several factors which affect the organization culture:

i. The first and the foremost factor affecting culture is the individual working with the organization. The employees in their own way contribute to the culture of the workplace. The attitudes, mentalities, interests, perception and even the thought process of the employees affect the organization culture. ii. The sex of the employee also affects the organization culture. Organizations where male employees dominate the female counterparts follow a culture where late sitting is a normal feature. The male employees are more aggressive than the females who instead would be caring and softhearted. iii. The nature of the business also affects the culture of the organization. Stock broking industries, financial services, banking industry are all dependent on external factors like demand and supply, market cap, earning per share and so on. When the market crashes, these industries have no other option than to terminate the employees and eventually affect the culture of the place. Market fluctuations lead to unrest, tensions and severely demotivate the individuals. The management also feels helpless when circumstances can be controlled by none. iv. v. The culture of the organization is also affected by its goals and objectives. The strategies and procedures designed to achieve the targets of the organization also contribute to its culture. Individuals working with government organizations adhere to the set guidelines but do not follow a procedure of feedback thus forming its culture. Fast paced industries like advertising, event management companies expect the employees to be attentive, aggressive and hyper active.

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The clients and the external parties to some extent also affect the work culture of the place. Organizations catering to UK and US Clients have no other option but to work in shifts to match their timings, thus forming the culture.

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The management and its style of handling the employees also affect the culture of the workplace. There are certain organizations where the management allows the employees to take their own decisions and let them participate in strategy making. In such a culture, employees get attached to their management and look forward to a long term association with the organization. The management must respect the employees to avoid a culture where the employees just work for money and nothing else. They treat the organization as a mere source of earning money and look for a change in a short span of time.

Q2.What is engineering psychology fatigue and boredom discuss in detail? Q3.Discuss the recruitment and process of recruitment also discuss the various considerations for recruitment ? Ans. recruitment is the process of attracting qualified applicants for a specific job. the process begins when applications are brought in and ends when the same is finished. the result is a pool of applicants, from where the appropriate candidate can be selected.

Process of recruitment:
Job analysis: The starting point to a recruitment effort is to perform a job analysis and in some cases a task analysis, to document the actual or intended requirements of the job. From these the relevant information is captured in such documents as job descriptions and job specifications. Often a company will already have job descriptions that represent a historical collection of tasks performed. Where already drawn up, these documents need to be reviewed or updated to reflect present day requirements. Sourcing: Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and external advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet. Alternatively, employers may use recruitment consultancies to find otherwise scarce candidates who may be content in their current positions and are not actively looking

to move companies may be proactively identified. This initial research for so-called passive candidates, also called name generation, results in a contact information of potential candidates who can then be contacted discreetly to be screened and approached. Screening and selection Suitability for a job is typically assessed by looking for relevant skills, knowledge, aptitude, qualifications and educational or job related experience. These can be determined via: screening , job applications; interviews. More proactive identification methods include psychological, aptitude, numeracy and literacy testing. the testimony of references, Many recruiters and agencies use applicant tracking systems to perform the filtering process, along with software tools for psychometric testing. In many countries, employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards. Lateral hiring Lateral hiring refers to a form of recruiting the term is used with two different, almost opposite meanings. In one meaning, the hiring organization targets employees of another, similar organization, possibly luring them with a better salary and the promise of better career opportunities. An example is the recruiting of a partner of a law firm by another law firm. The new lateral hire then has specific applicable expertise and can make a running start in the new job. In some professional branches such lateral hiring was traditionally frowned upon, but the practice has become increasingly more common. An employee's contract may have a non-compete clause preventing such lateral hiring.

Q4.Performance management is a significant indicator of success of the organizations. Discuss this statement in the light of theoretical background? Ans. Performance Management is a collaborative, on-going process between a supervisor and an employee to plan for, develop, and evaluate an employees work. It focuses on what employees do and how they do it. it aligns individual, departmental, and University goals; it identifies areas for employee learning; and performance management includes opportunities to discuss and plan for an employees career development. Performance Management supports the Universitys commitment to recruit, develop, and competitively compensate an outstanding workforce and to better prepare us to meet the future needs of the University. It facilitates on-going conversations between employees and their supervisors that benefit all. Performance management drives consistency and openness across the institution in how we define and evaluate work. It allows employees to enrich their knowledge in their current jobs and gain skills for

future positions. And, performance management helps employees succeed, which helps supervisors succeed. Effective communication between employees and supervisors is the key to successful performance management. Regular feedback helps employees focus their work activities so the employees, the department, and the University can achieve their goals. It builds accountability, since employees and supervisors participate in developing goals, identifying competencies, and discussing career development.

Performance Management Responsibilities of Employees and Supervisors

Persons who supervise one or more employees are responsible for: Helping employees develop individual goals and identify competencies. Providing employees with clear expectations, consistent measures, and achievable standards of performance. Supporting and providing resources for employees to meet performance goals and competency proficiency. Holding conversations to discuss employees development. Engaging in on-going feedback. Conducting interim (formally or informally) and annual evaluations. Identifying performance deficiencies and providing assistance and support for correction. Assisting employees in identifying and participating in career development and training opportunities. Recognizing outstanding performance on a regular and on-going basis. Employees are responsible for: Providing input to their supervisors in the performance planning process which contributes to departmental goals . Providing their supervisors with a self-evaluation including a list of accomplishments; Discussing concerns and questions about any part of their job or the performance management process. Identifying and participating in career development and training opportunities. Q5.What are the various government measure regarding the safety and health of the workers in organizations?

Ans.Health and Safety is usually taken to mean the health and safety of the workforce in private and government employ in various industries across the country Statistics show that nearly 50 workers are injured every minute of the 40-hour week. These injuries cost nearly $127.7 billion in 1997, according to the National Safety Council figures and the cost has increased whenever measures to monitor the health and safety of workers are not in place. A health and safety program takes adequate measures to reduce or eliminate workplace accidents and hazards and identify and minimize associated risks to health by virtue of the job. To implement a health and safety program it is necessary to comply with the federal rules and regulations laid down by the government, to provide adequate resources financial and technological to sustain the program, to provide training, information and supervision of the health and safety program. The most effective health and safety initiative requires the entire hierarchy of the organization to be involved in the program by which a safety first atmosphere is established in the workplace. The health and safety program must become a way of life for everyone in the organization. The participation of the workers in the implementation of a health and safety program is mostly responsible for the success of the program and leads to consistent and better improvements in the health and safety measures taken. Health and safety programs are beneficial in the long run and affect the entire organization from the workers to the management. The importance of a health and safety program can be measured by the high employee morale, high productivity due to less absenteeism, less accidents and lower accident related expenses. Statistics show that for every dollar spent on the program a gain of $5 to $6 is obtained.

Q6.Discuss the various test to measure the reliability and validity of recruitment?
Ans.RELIABILITY:Reliability refers to the consistency or stability of response on a test, for example a group

takes a cognitive ability test on this week and achieves a mean score of 100. The same test is repeated after a week and the groups reported mean score of 62. Then we have to conclude that something is wrong with the test. We would describe the test as unreliable because it yields inconsistence measurements. Slight variation in test score is natural but the fluctuation should not be large. Tests which produce wide variation cannot be used in selection procedure. There are three methods by which the reliability of a test can be determined. They are: A. Test- Retest Method B. The Equivalent Forms Method C. The Split Halves Method

1. a. b. 2. a. b. 3.

Test Retest Method This method involves administering a test twice to the same group of people. Then correlation is done to determine the correspondence between the two set of scores. The correlation coefficient called reliability coefficient. If the correlation is positively high then reliability is also high. The limitations of this method are, it is uneconomical and effect of learning or practice influences the test score in second sessions. The Equivalent Forms Method This method also uses test retest approach in parallel forms. However, instead of using the same test a second time, a similar form of the test is administered. The disadvantage of this method is that it is difficult and costly to develop two separate and equivalent tests. Split-Halves Method In this method, the test is taken only once. The items are divided in half and the two sets of scores are correlated. VALIDITY: Validity is the determination of whether a psychological test or other selection device measures what it is intended to measure. Criterion related validity Predictive validity Concurrent validity Rational validity Content validity Construct validity Face validity Predictive Validity It involves administering the new test to all job applicants for a specified period and hiring them all, regardless of their test score. At a later date, some measure of job performance, such as production figures or supervisor ratings are obtained on each worker. The test scores and the job performance criteria are correlated to determine how well the test predicted job success. Concurrent Validity It is more popular with management than the predictive validity. It involves giving the test to employees already on the job and correlating the scores with job performance. Content Validity This type of validity assesses test items to ensure that they adequately sample the skills the test is designed to measure. Construct Validity This type of validity attempts to determine the psychological characteristics measured by a test. Face Validity This type of validity is not a statistical measure but a subjective impression of how well the test items seem to be related to the requirements of a job.