Beruflich Dokumente
Kultur Dokumente
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§ Scientific Management ± Frank Taylor
§ Determine the most efficient methods for
performing any work-related task
§ Time and motion studies
§ Assembly lines
§ Selection and recruitment of military recruits
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§ rgonomics / Human Factors
§ Intersection of engineering and psychology
§ Focuses on safety and efficiency of human-
machine interactions
§ Perception, attention, cognition, learning,
social, and environmental psychology
§ Applied psychology
x x
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§ Hawthorne Studies (1927-1932)
§ How work conditions influence productivity
§ The Hawthorne ffect
§ Individual productivity increases when workers
are singled out and made to feel important
§ Performance is subject to social pressures and
group norms
§ Human Relations Approach
§ Job Analysis
§ Generating a detailed job description
§ Follow a systematic procedure
§ Break the job into small units
§ Create an employee manual
§ Job-oriented description
§ Person-oriented description
§ KSAOs
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§ Job Analysis
§ ssential and nonessential job functions
§ Americans with Disabilities Act of 1990
§ Job valuation
§ Compensable factors
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§ Recruitment
§ Testing
§ Integrity tests and biographical inventories
§ Interviews
§ Interviewer illusion
§ Structured interviews
§ Formal Training
§ Overlearning ± making the task ³automatic´
§ mployee development
§ Mentoring
§ ³Natural´ mentoring relationships
§ valuating a person¶s success at their job
§ Sources of Bias
§ Halo effect
§ Distributional error
§ Leniency errors
§ Severity errors
§ Central tendency errors
§ 360-Degree Feedback
§ Collect evaluations of employee from
numerous sources
§ Variability suggests that ratings reflect
performance, not general impressions (liking)
§ Strengths-Based Management
G
§ Important Factors
§ Fairness of compensation
§ Personality characteristics of individuals
§ Cultural influences
c c
"#
§ Long-term happiness is related to
§ Financial independence
§ Occupational attainment
§ Favorable evaluations
§ Job Withdrawal
§ Organizational Spontaneity
§ Approach Motivation
c
§ Affective Commitment
§ motional attachment to the organization
§ Continuance Commitment
§ Perception of economic and social costs of
leaving the organization
§ Normative Commitment
§ Sense of obligation to the organization
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§ Jobs, Careers, and Callings
§ Job ± No training, personal control, freedom
§ Career ± Work as opportunity for advancement
§ Calling ± Work has value beyond economics
§ Job Crafting
§ Physical and cognitive changes that individuals
make within e isting task constraints
Ñ
§ Transactional Leadership
§ mphasizes e change relationship between
workers and leader
§ Believes people are motivated by rewards and
punishments
§ Provides clarity and structure to employees
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§ Transformational Leadership
§ mphasizes vision for an organization
§ Workplace Incivility
§ Se ual Harassment
§ * se ual harassment
§ Hostile work environment se ual harassment
§ Workplace Violence