Personnel Psychology Unstructured interviewing & the interviewer illusion Why the interviewer illusion exists? Interviews disclose good intentions Interviewers more often follow successful careers of those hired Interviewers presume people are what they seem in interview Interviewers’ preconceptions & moods color how they perceive interviewees’ responses.
Personnel Psychology Structured Interview (reliability/validity) Asks same job-relevant questions of all applicants Rated on established scales Performance Appraisal Who to retain How to reward & pay How to better harness strengths Affirms strengths & helps motivate improvements
Organizational Psychology Seek ways to engage & motivate ordinary people doing ordinary jobs Employee satisfaction Effective leadership Harness job-relevant strengths Set specific, challenging goals Choose appropriate leadership style
Leadership Styles Task Leadership Goal-oriented leadership that sets standards, organizes work, & focuses attention on goals Social Leadership Group-oriented leadership that builds teamwork, mediates conflict, & offers support
Motivation Theories Theory X Assumes workers basically lazy, error-prone, & extrinsically motivated by money Workers should be directed from above Theory Y Assumes that, given challenge & freedom, workers motivated to achieve self-esteem & demonstrate competence & creativity
Human Factors Human Factors Psychology Explores how people & machines interact Explores how machines & physical environments can be adapted to human behaviors