myers’ exploring psychology (6th ed) appendix b psychology at work modified from: james a....
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![Page 1: Myers’ EXPLORING PSYCHOLOGY (6th Ed) Appendix B Psychology at Work Modified from: James A. McCubbin, PhD Clemson University Worth Publishers](https://reader030.vdocuments.mx/reader030/viewer/2022032523/56649d815503460f94a65c99/html5/thumbnails/1.jpg)
Myers’ EXPLORING PSYCHOLOGY
(6th Ed)
Appendix B
Psychology at Work
Modified from:James A. McCubbin, PhD
Clemson University
Worth Publishers
![Page 2: Myers’ EXPLORING PSYCHOLOGY (6th Ed) Appendix B Psychology at Work Modified from: James A. McCubbin, PhD Clemson University Worth Publishers](https://reader030.vdocuments.mx/reader030/viewer/2022032523/56649d815503460f94a65c99/html5/thumbnails/2.jpg)
Psychology at Work
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Psychology at Work Flow
Completely, involved, focused state of consciousness, with diminished awareness of self & time, resulting from optimal engagement of one’s skills
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Industrial/Organizational (I/O) Psychology
Application of psychological concepts & methods to optimizing behavior in workplaces
Personnel Psychology Focuses on employee recruitment,
selection, placement, training, appraisal & development
Organizational Psychology Examines organizational influences on
worker satisfaction & productivity & facilitates organizational change
Human Factors Psychology
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Personnel Psychology Personnel psychologists’ tasks
Strength-based selection system
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Personnel Psychology Unstructured interviewing & the
interviewer illusion Why the interviewer illusion exists?
Interviews disclose good intentions Interviewers more often follow
successful careers of those hired Interviewers presume people are what
they seem in interview Interviewers’ preconceptions & moods
color how they perceive interviewees’ responses.
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Personnel Psychology Structured Interview
(reliability/validity) Asks same job-relevant questions of all
applicants Rated on established scales
Performance Appraisal Who to retain How to reward & pay How to better harness strengths Affirms strengths & helps motivate
improvements
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Performance Appraisal
360-degree feedback
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Organizational Psychology Seek ways to engage &
motivate ordinary people doing ordinary jobsEmployee satisfactionEffective leadership
Harness job-relevant strengthsSet specific, challenging goalsChoose appropriate leadership style
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Leadership Styles
Task Leadership Goal-oriented leadership that sets
standards, organizes work, & focuses attention on goals
Social Leadership Group-oriented leadership that
builds teamwork, mediates conflict, & offers support
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Motivation Theories
Theory X Assumes workers basically lazy, error-
prone, & extrinsically motivated by money
Workers should be directed from above Theory Y
Assumes that, given challenge & freedom, workers motivated to achieve self-esteem & demonstrate competence & creativity
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Human Factors
Human Factors Psychology Explores how people & machines interact Explores how machines & physical
environments can be adapted to human behaviors
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THE END