I/O Psych Module 1

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• Reproduction, storing in a retrieval system, distributing, uploading or posting online, or transmitting in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise of any part of this document, without the prior written permission of SLU, is strictly prohibited.
• Organizational downsizing refers to the strategy of reducing an organization’s workforce to improve organizational efficiency and/or competitiveness.
• Human factors/ Ergonomics concentrates on workplace design, human - machine interaction, ergonomics, and physical fatigue and stress.
• Both systematic and study and EBM add to intuition, implying that what intuition lacks in terms of research support is filled in by the data provided by the systematic study and EBM.
• Competition for highly skilled workers is increasing.
• More businesses are focusing on the global economy, potentially creating issues for worker training.
• The systematic study of behavior involves looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence.
• Intuition is defined as a n instinctive feeling (“gut feelings” about what makes others (and ourselves) “tick”) not necessarily supported by research.
• Employees within an organization may be analyzed in three different ways: through systematic study, evidence - based management and intuition.
• Evidence - based Management (EBM) serves as a complement to systematic study in that it involves basing of managerial decisions on the best available scientific evidence.
• The use of big data for understanding, helping, and managing people is relatively new but is very promising.
• Human factors/ Ergonomics is a field of study concentrating on the interaction between humans and machines.
• If you have questions and clarifications, you may contact the course facilitator on this number ________________________, Monday to Friday from 9:00 – 11:00 am and 1:00 – 5:00 pm.
• The workforce is becoming more diverse with women making up two thirds of all entering workers in the labor market and ethnic minority group members making up one third of all entering workers.
• Your instructor is always willing to assist and guide you throughout your journey in this course.
• As you go through the different modules, you are expected to read, understand, and analyze the module with the intent to learn independently as expected from a future Louisiana psychologist.
• The topics in this course cover various aspects of Industrial and Organizational Psychology, including leadership, workplace diversity, and human behavior in organizations.
• The material in this course is for private use only and should not be photocopied, sold, or shared with any unauthorized person.
• Questions after the consultation hour will be addressed the next day.
• There are six modules in this course, each with a set of topics that will facilitate understanding of the different pertinent topics in Industrial and Organizational Psychology.
• Industrial and Organizational Psychology is a study that applies the principles of psychology to the workplace.
• The purpose of Industrial/Organizational Psychology is to enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior.
• Each module includes activities and exercises to help you understand the topic better.
• Processes are actions that individuals, groups, and organizations engage in as a result of inputs, and that lead to certain outcomes.
• Survival is the final outcome to consider is organizational survival, which is the degree to which an organization is able to exist and grow over the long term.
• Organizational-level outcome is productivity, which is the combination of the effectiveness and efficiency of an organization.
• There are three types of variables (inputs, processes, and outcomes) and three levels of analysis (individual, group, and organizational) in the field of organizational behavior.
• Despite having a deeper understanding on the nature and patterns of behavior, managers must not solely rely on these generalizations and ensure that they get to know the individual and understand the context.
• Organizational behavior studies the impact of individuals, groups and structure on behavior within an organization.
• Organizational behavior knowledge is applied to make organizations work more effectively.
• Inputs are the variables like personality, group structure, and organizational culture that lead to processes.
• Group-level outcome includes group cohesion and group functioning.
• Individual-level outcome includes attitudes and stress, task performance, and organizational citizenship behavior (OCB).
• Managers must create an ethically healthy climate for employees where they can work productively with a clear differentiation between right and wrong behaviors.
• To promote an ethical climate, companies must encourage employees to behave ethically, and provide strong leadership.
• Classroom session training also proves to be beneficial when it comes to increasing employee awareness about the implications of their choices.
• Outcomes are the key variables that you want to explain or predict, and that is affected by some other variables.
• Policies should be clearly communicated to employees, and in terms of communication, emphasize more on qualifications and job performance.
• A more important factor in the success of teams is their interest more than trait diversity.