|
Personnel Psychology
Personnel psychology is a subfield of industrial and organizational psychology, industrial and organizational (I-O) psychology . Personnel psychology is the area of I-O psychology that primarily deals with the recruitment, selection and evaluation of personnel, and with other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace. It is the field of study that concentrates on the selection and evaluation of employees; this area of psychology deals with job analysis and defines and measures job performance, performance appraisal, employment testing, employment interviews, personnel selection and employee training, and human factors and ergonomics. History Twentieth Century By the end of the nineteenth century, industrial, or personnel psychology, was developed as a way to understand work behavior. One influential figure in the beginning of this new area was Hugo Munsterberg, a German psychologist who was trained by Wilhelm Wu ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial And Organizational Psychology
Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia, South Africa and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.Spector P. E. (2021). Industrial and Organizational Psychology: Research and Practice 8th ed. Hoboken, NJ: John Wiley. I-O psychologists are trained in the scientist–practitioner model. As an applied psychology field, the discipline involves both res ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Robert Yerkes
Robert Mearns Yerkes (; May 26, 1876 – February 3, 1956) was an American psychologist, ethologist, eugenicist and primatologist best known for his work in intelligence testing and in the field of comparative psychology. Yerkes was a pioneer in the study both of human and primate intelligence and of the social behavior of gorillas and chimpanzees. Along with John D. Dodson, Yerkes developed the Yerkes–Dodson law relating arousal to performance. As time went on, Yerkes began to propagate his support for eugenics in the 1910s and 1920s. His works are largely considered biased toward outmoded racialist theories by modern academics. He also served on the board of trustees of Science Service, now known as Society for Science & the Public, from 1921 to 1925. He was elected to the American Academy of Arts and Sciences in 1915, the United States National Academy of Sciences in 1923, and the American Philosophical Society in 1936. Education and early career Robert Yerkes was ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Wage
A wage is payment made by an employer to an employee for work (human activity), work done in a specific period of time. Some examples of wage payments include wiktionary:compensatory, compensatory payments such as ''minimum wage'', ''prevailing wage'', and ''yearly bonuses,'' and wiktionary:remunerative, remunerative payments such as ''prizes'' and ''tip payouts.'' Wages are part of the expenses that are involved in running a business. It is an obligation to the employee regardless of the profitability of the company. Payment by wage contrasts with salary, salaried work, in which the employer pays an arranged amount at steady intervals (such as a week or month) regardless of hours worked, with Commission (remuneration), commission which conditions pay on individual performance, and with compensation based on the performance of the company as a whole. Waged employees may also receive tips or gratuity paid directly by clients and employee benefits which are non-monetary forms of ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Training And Development
Training and development involves improving the effectiveness of organizations and the individuals and teams within them. Training may be viewed as being related to immediate changes in effectiveness via organized instruction, while development is related to the progress of longer-term organizational and employee goals. While training and development technically have differing definitions, the terms are often used interchangeably. Training and development have historically been topics within adult education and applied psychology, but have within the last two decades become closely associated with human resources management, talent management, human resources development, instructional design, human factors, and knowledge management. Skills training has taken on varying organizational forms across industrialized economies. Germany has an elaborate vocational training system, whereas the United States and the United Kingdom are considered to generally have weak ones. History Aspe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial & Organizational Assessment
Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA). These instruments allow the assessor to develop valid measures of intelligence, personality tests, and a range of other factors as means to determine selection and promotion decisions. Personality and cognitive ability are good predictors of performance. Emotional Intelligence helps individuals navigate through challenging organizational and interpersonal encounters. Since individual differences have a long history in explaining human behavior and the different ways in which individuals respond to similar events and circumstances, these factors allow the organization to determine if an applicant has the ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Analysis
Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job ''analysis'' provides information to organizations that helps them determine which employees are best fit for specific jobs. The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications. After this, the job analyst has completed a form called a ''job psychograph'', which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analys ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Motivation
Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, and disability insurance. Employment is typically governed by employment laws, organization or legal contracts. Employees and employers An employee contributes labour and expertise to a ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Leadership
Leadership, is defined as the ability of an individual, group, or organization to "", influence, or guide other individuals, teams, or organizations. "Leadership" is a contested term. Specialist literature debates various viewpoints on the concept, sometimes contrasting Eastern world, Eastern and Western world, Western approaches to leadership, and also (within the West) North American versus European approaches. Some U.S. academic environments define leadership as "a process of social influence in which a person can enlist the aid and Peer support, support of others in the accomplishment of a common and Ethics, ethical task (project management), task". In other words, leadership is an influential Power (social and political), power-relationship in which the power of one party (the "leader") promotes movement/change in others (the "followers"). Some have challenged the more traditional managerial views of leadership (which portray leadership as something possessed or owned by ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Corporate Culture
Organizational culture encompasses the shared norms, values, corporate language and behaviors - observed in schools, universities, not-for-profit groups, government agencies, and businesses - reflecting their core values and strategic direction. Alternative terms include business culture, corporate culture and company culture. The term corporate culture emerged in the late 1980s and early 1990s.Unlike many expressions that emerge in business jargon, the term spread to newspapers and magazines. Few usage experts object to the term. Over 80 percent of usage experts accept the sentence ''The new management style is a reversal of GE's traditional corporate culture, in which virtually everything the company does is measured in some form and filed away somewhere.''", The American Heritage® Dictionary of the English Language, Fourth Edition copyright ©2000 by Houghton Mifflin Company. Updated in 2009. Published by Houghton Mifflin Company. It was used by managers, sociologists, and or ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Hierarchical Organization
A hierarchical organization or hierarchical organisation (see spelling differences) is an organizational structure where every entity in the organization, except one, is subordinate to a single other entity. This arrangement is a form of hierarchy. In an organization, this hierarchy usually consists of a singular/group of power at the top with subsequent levels of power beneath them. This is the dominant mode of organization among large organizations; most corporations, governments, criminal enterprises, and organized religions are hierarchical organizations with different levels of management power or authority. For example, the broad, top-level overview of the hierarchy of the Catholic Church consists of the Pope, then the Cardinals, then the Archbishops, and so on. Another example is the hierarchy between the four castes in the Hindu caste system, which arises from the religious belief "that each is derived from a different part of the creator God’s (Brahma) body, descendin ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Army Beta
The Army Beta 1917 is the non-verbal complement of the Army Alpha—a group-administered test developed by Robert Yerkes and six other committee members to evaluate some 1.5 million military recruits in the United States during World War I. The Army used it to evaluate illiterate, unschooled, and non-English speaking army recruits. It has been recognized as an archetype of future cognitive ability tests. The time to administer the test was 50 to 60 minutes and was generally administered to 100–200 men in a group. The Army discontinued the test after World War I. Structure The Army Beta is divided into seven tests. Administrators ask recruits to complete each test as quickly as they possibly can. The test subject uses a blackboard frame, blackboard chart, and cardboard pieces. Test 1 This test assessed the ability of army recruits to trace the path of a maze. To conduct the test, the administrator has a demonstrator trace a maze in front of the recruits slowly ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Army Alpha
The Army Alpha is a group-administered test developed by Robert Yerkes and six others in order to evaluate the many U.S. military recruits during World War I. It was first introduced in 1917 due to a demand for a systematic method of evaluating the intellectual and emotional functioning of soldiers. The test measured "verbal ability, numerical ability, ability to follow directions, and knowledge of information". Scores on the Army Alpha were used to determine a soldier's capability of serving, his job classification, and his potential for a leadership position. Soldiers who were illiterate or foreign speaking would take the Army Beta, the nonverbal equivalent of the exam. Army Beta The development of the beta test and of the performance test for the examination of the foreign speaking and illiterate presented special problems. The use of demonstration charts and mime to convey the instructions to the persons being examined proved successful. The new type of the test in t ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
