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First Set of Notes

by: Courtney Luber

First Set of Notes Psyc 3640

Marketplace > Clemson University > Psychlogy > Psyc 3640 > First Set of Notes
Courtney Luber
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About this Document

These are the notes from the first 5 classes we have had!
Industrial Psychology
Eric S McKibben
Class Notes




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This 4 page Class Notes was uploaded by Courtney Luber on Sunday January 17, 2016. The Class Notes belongs to Psyc 3640 at Clemson University taught by Eric S McKibben in Fall 2016. Since its upload, it has received 115 views. For similar materials see Industrial Psychology in Psychlogy at Clemson University.


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Date Created: 01/17/16
1/8/2016 SMART goals: Specific Measureable Attainable Relevant Time bound (clear start and end point) 1/11/2016 Chapter 1: What is Industrial and Organizational Psychology?  Psychology: study of human behavior, feeling, & thoughts  How do we think, feel, and behave in the work setting?  I-O psychology: the application of psychological principles, theory, and research to the work setting  Importance of I-O psychology: importance of work in people’s lives  Goal of organization is to make money. How does one make money? Through a product or service. How does a product or service come about? From people. O, organizations utilize people in order to turn a profit  We spend a third of our day working  Our identity is composed of the experiences that we’ve had and the things that we do  4 goals of studying psychology: o To be able to describe people & look for commonalities (categories/classification) which simplifies data o To be able to explain why something happens o To be able to predict behavior o To be able to control (influence/manipulate) a situation  Eliminates uncertainty  We invest efforts into a task to work towards a positive outcome or to avoid a negative outcome  Before you have a prediction, you have uncertainty. When we predict, it removes the ambiguity of a situation.  SIOP (division 14 of APA) Society of Industrial-Organizational Psychology  Fields of I-O psychology (broadly speaking) o Personnel psychology (describing, explaining, & controlling) o Organizational psychology (describing, explaining, controlling, & explaining) o Human engineering (try to manipulate environment, not person)  Goals in the work setting: o Describe: what are the characteristics I want in an employee o Explain: what you want those characteristics for o Predict: who will be able to perform these characteristics best; predict work behaviors of people o Control: by hiring, setting expectations, setting goals, etc.  I-O psychologists can guide organizations in measuring their eco- benefits and in promoting these benefits along with individual, team, and organizational performance  Humanitarian work psychology: the application of I-O psychology to humanitarian arena, especially poverty reduction and promotion of decent work, aligned with local stakeholders’ needs, and in partnership with global aid/developmental groups 1/13/2016  Evidence-based I-O psychology o I-O psychologists have become increasingly focused on making evidence-based decisions in their work in organizations o This includes using a decision-making process that combines critical thinking with use of best available scientific evidence o I-O psychologists are well positioned to develop and utilize evidence-based practices as they have adopted the scientist- practitioner model to guide the field  We have biases in which we think our intuition is the best way to decide something, however, in this class, we are focusing on evidence.  How can the jobless be brought back into the workforce? o Create better ways of evaluating the jobless; trying to understand each jobless human in order to place them in a correct job instead of starting everyone at the bottom o Government, organizations, or individual levels—they can take the initiative to try to understand the right fit for the jobless individual o Interactions between these levels (ex. Government provides tax breaks for organizations who take in jobless individuals) o Make the jobless more appealing to employers by education/training  How effective are welfare-to-work programs which require work in return for government subsidies? o There will always be people who try to cheat the system & only try to collect the money given to them without outing in any work  What can be done to increase the probability of today’s welfare recipient becoming tomorrow’s full-time employee?  Does paying welfare recipients less than minimum wage increase or decrease the likelihood of moving from welfare to full-time work? 1/15/2016  The past of I-O psychology o Titles of research articles:  The legibility of the telephone directory  A test for memory of names and faces  The moron as a war problem  Mental tests of unemployed men o 1286-1930  Hugo Munterburg, James McKeen Cattell, Walter Dill Scott, & Walter Van Dyke Bingham  Studied qualities of people that would make them good in the military or other organizations  World War 1: Army Alpha & Army Beta Tests  Army alpha test: ability test for those who were literate  Army beta test: ability test for those who were illiterate  1917—First Ph.D. in Industrial Psychology awarded to Lillian Gilbreth  All about doing things as efficiently as possible  Research in time & motion study  Human Engineering  Intelligence is the best predictor of how people will perform o 1930-1964  Hawthorne studies, Human Relations  What manipulations can we make to the environment to improve performance  Ex. Amount of light vs productivity  Light increase = productivity went up  Light decrease = productivity went up o Why? People became more aware  Human relations movement  Theories of motivation  Emotional world of the worker  Studies of job satisfaction  WWII  Civil Rights Act of 1964 & Title VII  Law that protects people of color and women  Title VII specified demographic groups to be protected from employment discrimination  Groups named in 1964: race, color, gender, national origin, religion  2 additional protected groups added later: ADEA (age) 1967, ADA (disability) 1990  Those older than 40 are protected by act about age  Women still do not make as much as men, they make 83 cents per dollar a man makes  Racism and discrimination has been pushed below the surface; now there is implicit racism & discrimination  White males have created walls between those not like them


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