Applied psych

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faulkebr
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135492
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Applied psych
Updated:
2012-02-15 17:22:48
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test 3,4,5
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  1. Utility theory aka:
    • rational decision making
    • A mathematical approach weighing cost benefits
    • Forces a numeric evaluation of factors in decisions
    • Provides a way to determine payoffs
  2. Utility theory also defines:
    consequences of decisions
  3. Tangibles
    decreased turnover, increased profit
  4. Intangibles
    • satisfaction, atmosphere, image
    • *both tangibles and intangibles contribute to recruitment and how much they have to spend on it
  5. How to train new hires
    strategy 1
    Train by learning speed training costs $50,000, graduates 75%
  6. How to train new hires:
    Strategy 2
    • train at same speed
    • training costs $40,000
    • graduates 50%
    • risk losing fast learners due to boredom/slower learners due to pressure
  7. Utility theory benefits
    • decisions tend to be thoughtful
    • decisions tend to be pragmatic
    • decisions tend to follow a plan
  8. Systems:
    collection of inter related parts unified by design; common goals
  9. Closed system focus:
    on internal operations
  10. Open system focus:
    on interactions with multiple changing environments
  11. Interacting factors:
    • technology competitors suppliers stockholders consumers
    • INPUTS -> TRANSFORMATION -> OUTPUT
    • -service, product, sales
  12. Employment as an open systems process:
    • different jobs require different recruiting efforts
    • phases of hiring process interdependent
  13. Definitions of the values of the work
    • monetary
    • principles
    • behaviors
  14. To complete job analyses/evaluations, organizations may:
    • develop own assessment tools
    • use government publications as guide
    • hire consultants
  15. A workplace plan:
    • 1. builds an inventory of current employees KSAOs (knowledge, skills, ability, other)
    • 2. forecasts future human resource needs, both within the org. and thegeneral workforce
    • 3. develops action plans to meet predicted needs
    • 4. includes procedures to determine how well the plan supports organizational needs
  16. Recruitment:
    Begins with a staffing requisition or a request to hire
  17. Initial screening
    strategy 1
    • minimum standards
    • -education
    • -experience
    • -skills
    • -start dates
    • -transportation
    • -relocation
  18. Initial screening
    strategy 2
    • maximum standards
    • - specializations
    • -experience
    • -licensing
    • -critical skills
    • Avoiding the overqualified
  19. Risks to org. of bad hiring decisions
    • loss of reputation
    • loss of organizational commitment
    • law suits
    • decrease quality of output
  20. If applicant is selected, then the decision becomes which job within the org.
    The decision is based on:
    • Judgements-interviews
    • Mechanical information-written tests
  21. mechanical info.
    • verification of degrees
    • credit reports
    • background checks
    • transcripts
    • letters of recommendation
  22. management:
    observation, revaluation, documentation, feedback and reward cycle maximizing organizational objectives
  23. appraisal:
    recognition of personal performance with an end goal being an increased value to the org. and a corresponding share of the profits
  24. organizational exit:
    • may be voluntary
    • retirement
    • voluntary buyout
    • taking a new position
    • may be involuntary
    • layoffs
    • termination for causes
  25. Criterion:
    a standard, rule, or test by which a person may be judged or measured
  26. empirical: based on
    • results of scientific method
    • experiment or observation
    • practical experience
  27. Criteria deal with;
    • the what, why, and how of work performance
    • include operational statements, goals, outcomes
    • are used to make judgements and predictions
    • are dynamic or changeable by nature
  28. applied psychologists use criteria:
    • to assist with the recruiting, selection, evaluation, and retention of employees
    • -Ex: to determine the usefulness of programs
    • To improve the understanding of what it takes to be a success as an employee
  29. Criteria traditionally used to:
    • predict success
    • evaluate performance
  30. Comprehensive definition for criterion:
    • an evaluative standard used to measure
    • -performance
    • -attitude
    • -motivation
    • -other work behaviors
  31. possible criteria include
    • output measures
    • quality measures
    • lost time
    • trainability and promotability
    • ratings
  32. Challenges to successful criterion development
    • job performance unreliability
    • job performance observation
    • dimensionality of job performance
    • situational impacts on performance

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