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2.24.09
• Stress: a threat you perceive acquiring adjustment which taxes the individual to
near, or beyond the limits of his/her resources.
○ Stimulus definition: stimulus factors that are impinging upon us
○ NOT a threat- NOT stress
○ NOT the same for everyone
○ NOT event that caused stress BUT perceived aspect
○ Response definition: how we respond to stress Physiologically &
Psychologically
Psychological security- (resources) like motivation comes from
within
Difficult to measure
• Perceived demand that causes us to adopt our resources
• Threat, frustration = causes of stress
○ Threat: anticipation of harm
Future oriented/ hasn’t happened yet
Some spend their whole life worrying
○ Harm/Frustration: form of stress that’s already occurred
Past oriented
Some spend whole life fixated/ruminating about past events
One reason women are more likely to be depressed (2:1) ratio, they
ruminate while men change activities. Women have a response called
“tend-and-befriend”; tending involves nurturing activities to protect
from stress, befriending involves building social groups or networks, in
kind.
• Conflict: occurrence simultaneously of 2 or more non-compatible action tendencies
or goals.
○ Approach - Approach: 2 alternatives/choices that are both (+) in
valance/nature
Gift of Lexus or Mercedes, can’t have both
○ Approach - Avoidance: Single choice that has both (+) and (-) valances
Offered supervisor promotion: increased stress (-) & increased money
(+)
Classic example is marriage
○ Avoidance - Avoidance: 2 choices that are both (-) in valance
Don’t want to study but will fail the exam if not
9/11: Jump or burn
Stress Video
• Hans Selye; “in our everyday life we experience wear & tear =stress”
○ General Adaptation Syndrome:
Alarm- mobilizes, increases heart rate, digestions slows, fight or flight
Resistance- tries to cope/resist a threat we are working our bodies
harder
Exhaustion- body begins to succumb to illness, signaling high lvl of
stress
○ Physical and Chemical Stress
• Psycho/neuro/immunology (PNI): External conflict causes physical degradation
then illness, Dr.Adler
• Post Tramatic Stress Disorder: Extreme situation of death or serious trauma.
Those vulnerable to PSD are marked by: worry, irritability, and/or aggression. It
affects ones way of concentration; the self-preoccupied can be consumed with
addictive habits.
• Behavior Modification: changes response to a stimulus
○ Cognitive retraining therapy: given opportunities to help each other, self-
esteem builders, make independent; gives meaning to life
• Hardiness: ppl who can survive stressful situations show traits for control, that
doesn’t mean of environment but over self, emotions & behavior
○ They do something about a problem- best antidote for stress
○ Think of solutions creatively- then seek to carry them out.
• Attitudes toward our conditions are almost self-fulfilling prophecy
○ Existentialist philosophy: responsible for our choices, freedom to choose
○ Neurotic behavior: mal-adjustment personalities, Narcissism, Obsessive
Controlling, unhappy and not stable mentally
3.3.09
3.24.09
• Performance Evaluation/Review: Formal structured system of measuring &
evaluating an employee’s job related behaviors and out-comes.
○ The purpose for appraisals is
1.) Administrative reasons; pay increases & promotions
2.) Research; validating selection instruments
○ EEOC is concerned with the Reasonableness and Validity of the test
○ Burden of proof rests with the corporation
○ Out-Comes = Productivity; Most important aspect
○ One to measure behavior & another to see what they produce
• In a Meta-Analysis, it was revealed that student reviews of teachers, say nothing of
what a professor does but rather what they make students do.
• Equal Employment Opportunity Commission (EEOC): sets guidelines for
employment decisions and selection procedures not ltd. to hiring but also promotion,
demotion, transfer, layoff discharge or early retirement. Increases chances of success
when defending against claims of discrimination.
○ Race Bias: known to persist in job assignment, pay, promotion, & other
personnel decisions.
○ Age Bias: Older workers receive significantly lower ratings on measures of
self-development, interpersonal skills & overall job performance.
○ Labor Unions: represent 11% of US workforce, assert seniority opposed to
assessment of merit be cause for promotion.
• Common Goals:
○ Record of Performance
documentation of pro/demotions, pay increases
used to justify actions taken with an employee
○ Provide an Employees Potential for Advancement:
Maintains employee initiative,
Helps identify those w/ potential.
○ To determine Performance & Training Needs:
Lets employees know where they stand
Should provide feed-back
Necessary at all lvls to be effective (Prudential Study)
○ Motivate Employees
When employees receive (+) evaluations it doesn’t necessarily
produce an increase in productivity BUT (-) evaluations WILL decrease
it.
○ Provides a Validation for Selection Tests
Validity is dependent on correlation to some measure of job
performance
Provide information for validating employee selection techniques.
Has a bad name b/c criterion to evaluate are fraught w/ error
Anytime one person tests another, there is some lvl of subjectivity
• Inherent Problems with Tests
○ Halo Effect: tendency to judge all aspects of a person’s behavior or
character on the basis of a single characteristic. Appearance is the #1
attribute looked at.
○ Constant/Systematic Bais: A source error in performance appraisal based
on the different standards used by raters; each person has a unique lvl of
standards
○ Most-Recent Performance Error: A source error in performance appraisal
where rater tends to evaluate most recent job behavior rather than behavior
throughout period since last appraised. We can’t let the most recent activity
to affect our judgment, the total performance is key.
○ Inadequate information Error: A source of error in performance appraisal
in which supervisors rate their subordinates even though they may not know
enough about them to do so fairly & accurately. Being able to pass the blame
on to another. Decentralization allows us to reduce this error?
○ AVG Rating/(Leniency)Error: rater is unwilling to assign extreme scores
one way or another, consequently most fall in the mid-range BUT if everyone
is AVG then no one is really apt.
20/80 Rule: 20% carry 80% of the work
○ Attribution: A source of error in performance appraisal in which rater
attribute/assign (+) or (-) explanations to an employees behavior/ attributing
cause. Why do ppl perform poorly? Supervisors will blame employees of being
lazy in nature when rather, they may only need training. OR Interpersonal
Affect: Our feelings or emotions toward another person. In performance
appraisal, the emotional tone of the relationship btw the manager and the
employee, whether (+) or (-) can influence the assigned ratings
○ Role Conflict: A situation that arises when job responsibilities are
unstructured or poorly defined.
3.26.09
Consumer Psychology
• Consumer Psychology: Consumer decides success of an organization or/object so we
have to have them surs- Market, Advertise & Sell our product
• 3 Major Purposes of Advertising
○ Produce an Awareness of & Knowledge about a company, service, or product
○ Create a (+) regard; make ppl feel good about company
○ To (Stimulate) a Desire; you can’t create a desire, like a motivation, it has to
already exist. Important b/c I-O Psychologists were accused of brainwashing
essentially.
• Survey Consumer Method: Actual buying behavior or response/reactions to a
product. Ppl not always accurate/reliable.
○ Most Popular methodology
○ Don’t tell the truth
○ Can’t articulate meaningful information
○ Much of responses subconscious- unaware of intentions
• Motivational Analysis (In-Depth): Not interested in preference rather (WHY?)
motivation for purchasing product. Projective Techniques, uncover subjective,
unconscious reasons (Roarchat/ Ink Blot Test) Pretest of focus group. What kinds of
cognitions/affects group perceives from ad. Is what they’re looking at.
• Why Ppl Behave the Way the They Do
○ Eye Camera: in dpt. Studies b/c want to know where/what ppl are fixating on.
(end of aisle)
○ Pupil Dilator/Autonomic Response: pupils increase when perceiving a desirable
object, constrict on decreased desirability. Gives validity
○ Sales Test: Run ad in one area/ not another; if sales increased in the place as
was run and not the other, then it worked
○ Aided Recall: Most frequently used method show part of ad & ask the group to
fill in the missing part of the advertisement
○ Packaging: Ppl consider convince, security, does it fit where it’s usually kept,
aesthetics, packaging makes up more of product cost than product itself
• Can spend so much on advertising b/c they pass the bulk on to the consumer
• 2 Major Pblms w/ Sexy Ads
○ Very little recall on product
○ Appeal to wrong audience
• Has to appeal to different ethnic group.
○ High status by up high quantity.
○ High SES shop down b/c they don’t have anyone to impress
○ Social Climbers buy ridiculous $800 Jimmy Choo Shoes
Working Conditions
• Psychological and Physical factors that satisfy efficientcy
• Factors:
CH 7 Leadership
• Authoritarian Leadership: style where leader makes all the decisions and tells
followers what to do.
• Bureaucracy: formal, orderly, and rational approach to organizing business
enterprises.
• Charismatic Leadership:
• Consideration Leadership Functions: Leadership behaviors that involve
awareness of and sensitivity to the feelings of subordinates.
• Contingency Theorizes: theory in which a leader’s effectiveness is determined by
the interaction btw the leaders personal characteristics & the situation.
• Democratic Leadership:
• Implicit Leadership Theory: describes a good leader in terms of one’s past
experiences w/ different types of leaders.
• Initiating Structure Leadership Functions: leadership behaviors concerned with
organizing, defining, and directing the work activities of subordinates.
• Leader-Member Exchange: theory that focuses on how the leader-follower
relationship affects the leadership process
• Path-Goal Theory: theory that focuses on the kinds of behaviors leaders should
exercise to allow their subordinates to achieve personal and organizational goals.
• Pygmalion Effect: self-fulfilling prophecy in which managers’ expectations about
the lvl of their employees’ job performance can influence that performance.
• Self-Managing Work Groups: Employee work groups that allow the members of a
work team to manage, control, and monitor all the facets of their work, from
recruiting, hiring, and training new employees to deciding when to take rest breaks.
CH 10 Working Conditions
• Environmental Psychology: the study of the effect of workplace design on
behavior and attitudes.
• Flextime: A sys of flexible working hours combining core mandatory work periods
with elective work periods at the beginning and end of the workday
• Job Simplification: The reduction of manufacturing jobs to the simplest components
that can be mastered by unskilled or semiskilled workers.
• Nominal Working Hours: The prescribed number of hours employees are supposed
to spend on the job; not all of these hours are actually spent performing job tasks.
CH 12 Stress at Work
• Occupational Health Psychology: the field study of dealing with the health effects
of job stress and other aspects of employee well-being.
CH 14 Consumer Psychology