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UIUC - PSYC 475 - PSYC 475 Exam 1 Study Guide - Study Guide

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UIUC - PSYC 475 - PSYC 475 Exam 1 Study Guide - Study Guide

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background image Personnel Psychology: Exam 1 Study Guide   
Lecture 1: Chapter 1 
  What is I/O psychology?   •  “Application of psychological principles and theories to the workplace” –  Textbook definition   •  Simpler terms: Study of how people find work, like what they do, and do  their job well.  What is Organizational psychology?  •  Micro: motivation, leadership, teams, worker attitudes, safety & well- being, work-family  •  Macro: organizational theory, culture, organizational development &  change  What is Personnel Psychology?   •  Sub-field within I/O psychology 
•  “It is an applied discipline that focuses on individual differences in 
behavior and job performance and on methods of measuring and 
predicting such differences”  
Staffing:  •  “The process involved in finding, assessing, placing, and evaluating  individuals at work.”  •  Staffing builds the workplace through: staffing strategy, recruitment,  selection, employment, retention   •  Organizations add breadth and scope to these processes and indicate  how important the characteristics of the job and organizations are to the  entire staffing process.   •  The best staffing programs take great care to specify: the kinds  of people  who will be effective and satisfied with the job and the organization into  which they are hired and also the kinds of people required by the  organization today and in the future to promote long-term organizational  effectiveness.   •  Just know that: the goals of staffing and organization an organization are  to improve organizational functioning and effectiveness by attracting,  selecting, and retaining people who will facilitate the accomplishment of 
organizational goals and meet their own individual goals. 
Individual attributes:   •  Refer to the characteristics people bring with them to work, such as  knowledge, skills, abilities, personality, values, interests, and experiences.   •  These individual attributes are psychological in nature according to the  book   
 
background image   In the book diagram on page 3: 
 
A focus on the changing nature of work  •  Larger environment: Economic conditions, nature of competition,  social conditions, nature of community, schools, government  regulations  •  Organizational practices and procedures: training systems, employee  evaluation systems, organizational philosophy like HR, type of product 
or service, reward systems 
•  Job Characteristics: coworkers, task, supervisory style 
•  Individual attributes: personality, desires, interests, ability 
o  These are some variables of impact on employee satisfactoriness  and satisfaction in the work setting  So why do staffing decisions matter?  •  People make the place    Modern challenges affecting staffing: (Table 1.1 on page 4)  1.  Individual Attributes  a.  Aging of the workplace  b.  Increasing demographic diversity  c.  Large educational and skills shortages 
d.  Group differences in ability, skills, and experience 
2.  Job Characteristics   a.  Technology and the internet 
b.  Shift from manufacturing to service-based and knowledge-based 
work  c.  Increased movement toward team-based work  3.  Organizational Practices and Procedures  a.  Increase in contract, part-time, or project-based work  b.  Outsourcing and shifting work to other countries with cheaper labor  costs  c.  Flatter organizations push autonomy to lower levels  d.  Increasing mergers and acquisitions  4.  The Larger Environment   a.  Increased immigration  b.  Globalization and global competition  c.  Ever-changing and increasing employment laws and regulations    Difference between satisfactoriness and satisfaction?  •  Satisfactoriness is when people meet the performance standards set for  them at work   •  Satisfaction is people’s own personality and interests are fulfilled    
background image What is a major/important challenge facing modern organizations?  •  A severe shortage of qualified labor in many sectors of the economy  What do we learn from Lewin, Vroom, McGregor, Lord and Hanges?  •  There are more than individual differences in abilities and personality that  lie behind the individual behavior in organizations  
 
Multi-Level staffing:  •  Individual differences:  knowledge, skills, abilities, and other characteristics  generally referred to as KSAO or human capital  •  Individual level research:  analysis of how individual differences contribute  towards individual performance and assume that individual differences  contribute to organizational value   •  Organizational level research:  Examines how HR practices contribute to  organizational performance but assumes that these practices have an  effect because of their influence on employee individual differences  
 
Kurt Lewin: B=f (P,E)      Personnel Psychology is all about FIT!  •  Person-vocation fit 
•  Person- career fit 
•  Person- job fit 
•  Person- team fit 
•  Person- supervisor fit 
•  Person- organization fit 
  Parson: remember as the person that is said to find someone interest and match 
them to a specific job based on their interest 
•  InterestsàPerfect  o  R=.40   
o  R=.38 
o  R=.20 
  Vroom: People put out effort when they think that they work in a place where 
effort results in rewards they value and when they can put enough effort to 
reach the levels of performance required to see rewards    
McGregor: Depending on the manager’s views if…  
•  Theory Y: people want to experience self-actualization 
•  Theory X: people just want money and need to be coerced to work 
       
 
  If someone is interested in a job they almost do  as well as people that would be considered 
smart for the job
background image    
Lecture 2: Planning  
  Two types of planning:  1.  Strategic Planning  a.  Procedures for making decisions about the organizations long-term  goals and strategies  2.  Human Resource Planning (HRP)  a.  Process of anticipating and making provision for the movement  (flow) of people into, within, and out of an organization   Why Plan?  1.  It leads to success  2.  Provides a sense of control  3.  Forces managers to define their organizations objectives     Examples of strategic planning:  •  Being the low cost retailer: Walmart 
•  Being the high quality car: Mercedes 
  Purpose of planning:  •  To anticipate and respond to needs emerging within and outside of the  organization, to determine priorities, and allocate resources where they  can do the most good    HR planning (staffing) definition:   •  HR planning is “the process of forecasting the organizations future  employment needs and then developing action staffing plans and 
programs for fulfilling these needs in ways that are in alignment with 
strategy     Overview of HR planning:  •  Learn about the employment environment  o  External influences: economic conditions, labor markets,  technology, labor unions  o  Internal influences: surveys, track key indicators, talent survey     
 
     
 
 

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School: University of Illinois at Urbana - Champaign
Department: Psychology
Course: Personnel Psychology
Professor: Wei Phan
Term: Fall 2016
Tags: industrial/organizational, Psychology, Staffing, job, and analysis
Name: PSYC 475 Exam 1 Study Guide
Description: These notes cover the book and all of the lecture slides for Exam 1.
Uploaded: 09/19/2016
14 Pages 87 Views 69 Unlocks
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