I

CHAPTER 1

Industrial/Organizational Psych -

using psychology to the

workplace

Industrial
-

determining Competencies

Organizational structure , cultie to improve working conditions & motivate employees

org
-

Personnel Psych -
recruitment , sourcing , salary level ,

Organizational Psych- leadership , job satisfaction , employe motivation ,

conflict management
Ergonomics -

workplace design

Histy
Dill Scott theory
"

Advertising
"

1903-Walter ,
the of

& Industrial
1910 Argo Monsterberg "Psychology Efficiency"
-

World War 1 Army Alpha Beta test -

A (read) BCcould'nt read) Armies

,

John Nation -

Perceptual & Motor tests for Pilots

Henry Ganff-tests for cargo ships

Thomas Edison-150-items selecting right employees

Frank & Lillian Moller Gilbreth -

reduce stress and fatigue due to

worker's movement

Studies to worker
Hawthorne -

study mage temp ,

, electricity / light effects productivity
Hanthorne Effect -

inclase productivity because employees were given attention by managers

Ethical Dilemmas

Type A -
uncertain of what is
right/wrong
Type B
-

high level of
certainty wl right/wrong but choose what is more
advantageous to them .

Research in HO Psych

Realistic Job Preview theory

Differential Recouitment -

Job theory

Personality Similar
theory
 Socialization theory
2 Characteristic define theory :

1) Manipulation
2)
.

Random Assignment

CHAPTER 2 -

Sob Analysis & Evaluation

Importance & JA for :

1) Writing Job Description

2) .
Employee Selection

3 .
) Training
4) :

Personpower Planning
5) Performance Appraisal
6 :

) Job Design
) Evaluation
2 .

Job
8) Job classification
9 .

) Compliance / Legal Gridelines

10 ) .

Organizational Analysis

Job Description
1) Job Title
2) .

Brief Summary (1 paragraph)

3 ) Work . Activities

4
.

) Tools & Equipments Used

6 ) Job :

Context
7 .

7 Work Performance

2) Compensation Information Isalary grade only)

9) Job competencies (KSAOS)
.
Conducting Job Analysis
Step 1 ) .

Identify Task Performed

Step 2) Write task Statement

Step 3 )
.

Rate Task Statement

Step 4) Determine Essential KSAOS

Step 5 .

) Selecting Tests to Tap KSAUS

using other JA Methods

Methods Providing Gen futo about Worker Activities

1) Position Analysis Questionnaire (194 items ,
most standardized ,
for college level)
2 ) Job Structure Profile (Patrick & Moore revised PAG)
,

) Job
3 .

Inventory Elements (Cornelius E ,

Hakel
,
153 items ,
for 10th grade)

Methods Providing thto about Tools & Equipment

i Job Components Inventory (3400 questions)
Methods thto Work Environment
Providing about

1) AET ( "Ergonomic Job Analyis Procedure" 216 items)

,

Competencies
Methods
Providing Into about
*
1) Occupational Information network (nation JA O NET)
,

2) .

Critical Incident Technique

3) Job Components Inventory (also provides perceptual ,

mathematical , etc ) .

4) threshold Trait Analysis Chiring consulting firm ,

33 items)
5) Fleishman Job Analysis Survey (rate level of ability needed (

b) Job Adaptability Inventory (B2 items

,
adapt to situations)
7) .

Personality Related
-
Position Requirements From (107 items ,
12 personality ruder "Big 5")
Job Evaluation -
how much
employees should be payed/"job's worth"
Determining Internal Pay Equity
Step 1.) Determining Compensable Job Factors (more philosophical)
) levels for Each Compensable Factor (ex education)
Step 2 :

Determining the :

Step 3 ) .

Determining the Factor Weights

Determining External Pay Equity
-

comparing job to external market/orgs

-salaty sorlys
-
market position
-

direct money (amount o money a job is north)

Determining a Sex & Race Equity
-

equal pay for equal work (positions w/identical duties

-comparable work jobs of similar worth & responsibility)