SYLLABUS. Department: Psychology

Transcription

1 Code: PSYC 205 Title: Industrial/Organizational Psychology Institute: Business and Social Sciences Department: Psychology Course Description: This course is an applied psychology course designed to help students improve their understanding and skills in dealing with people in various roles and at different levels in the organization. Theories and principles of psychology are used to address problems of motivation, morale, productivity, leadership, communication and stress management in the workplace. In addition, case studies are used to understand organizational culture group dynamics, the unique pressures of minorities, women and the handicapped in organizational settings. Crosscultural practices, as well as the challenges of a high-technology society, are also considered. Field work and exercises related to career goals complete this course. Prerequisites: Corequisites: Prerequisites or Corequisites: Credits: 3 Lecture Hours: 3 Lab/Studio Hours: 0 REQUIRED TEXTBOOK/MATERIALS: Krumm, D (2001). Psychology at Work: An Introduction to Industrial/Organizational Psychology. New York, NY: Bedford, Freeman, & Worth. Individual instructor addendums are to be obtained through the psychology department (MAN 127). ADDITIONAL TIME REQUIREMENTS: COURSE LEARNING OUTCOMES: Upon completion of this course, students will be able to: Describe and analyze psychological concepts (e.g. social psychological, motivational, group dynamics) as they relate to the workplace through the use of in-class discussions, group projects, and written papers. Describe and analyze organizational culture as it pertains to the role/status of minority groups, women and the handicapped have historically and presently play in the workplace and industrial/organizational settings. Delineate and evaluate the issues concerning the psychology of work that foster a greater appreciation for the dynamic interplay between psychological and social dimensions that affect the individual s emotional well-being in the workplace. GRADING STANDARD: % = A 92-90% = A % = B % = B 82-80% = B- Page 1 of 7

2 79-77% = C % = C 69-65% = D Less than 65% = F SYLLABUS There will be exams and written assignments. Details vary from instructor to instructor. Individual Instructor Addendums are available from the Learning Assistant in the Psychology Department (located at the lower level of the MAN building).re-testing is the option of the instructor. COURSE CONTENT: Topics Unit 1 What is Industrial/Organizational Psychology The development of Industrial/Organizational Psychology o The Beginnings of Industrial/Organizational Psychology o The Hawthorne Studies o The 1960s to 1980s: Legislation and Organizational Psychology o Current Industrial/Organizational Psychology o The Future of Industrial/Organizational Psychology The field of Industrial/Organizational Psychology Careers in Industrial/Organizational Psychology o Education and Training Requirements o Regulation and Licensing Purpose of research Scientific method o Hypotheses o Theories Types of research in Industrial/Organizational Psychology o Experiments o Quasi Experiments o Case Study Research at Work o Laboratory versus Field Experiments o Realism o Correlational Studies o Field Studies o Simulation Studies o Surveys o Case Studies Requirements of good research o Validity o Generalization o Reliability Analysis and presentation of data o The Visual Presentation of Data o Understanding Statistics Research ethics Organizational structure o History and theories of organizational structure o Bureaucratic Structures o Human Relations Structures o Systems Theory Structures o Sociotechnical Systems Structures Organizational climate and culture o Levels of Organizational Culture o Measurement of Organizational Culture o Person-Organization Fit o Creation of Organizational Culture o Organizational Culture Change Page 2 of 7

3 o Measurement of Organizational Climate o Use of Climate and Culture in Organizations o Organizational Citizenship Organizational effectiveness Topics Unit 2 The changing structure of the workplace o Diversity issues in the workplace o Benefits of workplace diversity o Racial and ethnic issues o Language issues o Age issues o Disability issues Organizational development o Components of organizational development o Resistance to change o Organizational change process: Action method o Organizational development techniques o Organizational transformation o Evaluating organizational development Communication in the workplace o Conditions of communication o Parts of the communication process o Problems in the communication process o Nonverbal communication o Communication networks o Formal and informal organizational communication patterns o Computer-based communication Groups in organizations o Formal groups o Informal groups o Group decision-making o Brainstorming o Groupthink o Social loafing o Group polarization o Group cohesion Labor unions o Reasons for joining unions o Changes in union membership o Comparisons with nonunion employees o Lack of Involvement with I/O Psychology o Ways to use I/O Psychology to rebuild unions Motivation o Need theories o Job Design theories o Cognitive theories o Behavioral theories o New theories of emotion Job satisfaction o Job outcomes o Personal factors in job satisfaction o Measurement of job satisfaction o Increasing job satisfaction Topics Unit 3 Leadership Page 3 of 7

4 o Theories of leadership o Trait theories o Behavioral theory o Contingency theories o Transformational and charismatic leadership Substitutes for leadership Employee Empowerment Power and leadership Personal variables in leadership o Gender roles in leadership o Racial issues in leadership o Cross-cultural management Being an effective leader Personnel selection Job analysis, description, and specification Recruitment o Recruitment Methods o Factors that Influence Recruitment Methods of personnel section o Application blanks, résumés and biodata o Interviews o Physical examinations o Background and reference checks o Graphology and miscellaneous selection methods o Assessment centers Employment testing o Purpose of testing o History of testing o Legal issues in testing o Ethics of testing o Types of tests o Mental ability tests o Interest inventories o Personality tests o Aptitude and achievement tests o Integrity (honesty) tests What makes a good psychological test o Reliability o Validity o Item analysis o Norms o Standardization Advantages and disadvantages in using tests Topics Unit 4 Purpose of performance appraisals o Individual purposes o Organizational purposes Fair performance appraisals Job analysis o Methods of job analysis o Job evaluation and comparable worth Methods of performance appraisal o Outcome-based methods o Absolute standards methods o Relative comparisons methods Errors in performance appraisal Page 4 of 7

5 o Halo errors o Leniency and severity errors o Central tendency errors o Contrast and similarity errors o Recency error o Frame of reference errors Who does the performance appraisal o Immediate supervisor o Subordinate appraisal o Peer evaluation o Self-evaluation o Human resources department and assessment centers o Multiple raters Performance appraisal interviews Evaluating performance appraisal Improving performance appraisal Individual and organizational training o Workplace literacy o New-employee orientation o Continuing education and career development o Retirement planning Assessment of training needs o Organizational needs analysis o Task needs analysis o Person needs analysis Training objectives Principles of learning o Classical and operant conditioning o Schedules of reinforcement o Transfer of training o Other principles of learning o Cognitive learning o Readiness and motivation o Role of the trainer Training methods and techniques o Training at the job site o Off-the-job-site training Evaluation of training programs o Training evaluation criteria o Design of training evaluation models o Cost of training evaluation Human Factors Psychology o Role of the Human Factors Psychologist o Roles for people and machines Equipment design o Displays o Controls Workplace design o Psychological factors in workspace design o Workplace envelope Computers and human factors o Ergonomic computer workspace design o Problems in the computer workspace o Computer hardware and software o Attitudes toward computer use o Virtual reality Robots and humans Page 5 of 7

6 Non-traditional work schedules o Shift work o Compressed work week o Flextime o Job sharing Workplace design o Open offices o Telecommuting Quality of work life Stress in the workplace o Stress and productivity o Consequences of stress o Contributors to stress o Stress management at work Safety in the workplace o Accidents, injuries, and illnesses at work o Reducing and preventing accidents and injuries at work o Workplace violence DEPARTMENT POLICIES: Attendance is expected and contributes significantly to performance in this course. You are responsible for any work done in class that you miss. Class will begin and end on time. Lateness or early departure is not acceptable behavior, nor is walking in and out of the classroom during class time. Instructors may penalize such activities. Instructors may set a limit on the number of absences allowed. Individual instructor addendums detailing specific attendance policies are to be obtained through the psychology department (MAN 127). During lecture, periods of class explanation, and when fellow students are speaking to the class, students are expected to use proper courtesy and refrain from using technologies. ALL Cell Phones and Beepers must be turned OFF during class time. Students are not permitted to use CD players or computers, etc to play music during class time. The use of IRC, AIM and other instant messaging (chat) programs are not permitted during a class. must be professional and well written. As this is a college-level course it is expected that text messages are concise and prepared in full sentence form. Any that does not fully disclose the name of the student will be automatically interpreted as SPAM (unwanted junk mail) and be deleted unopened. Copying and pasting from the internet without a reference as well as purchasing materials online and misrepresenting them as your own work is considered plagiarism and is contrary to the BCC student conduct code. COLLEGE POLICIES: For information regarding: Brookdale s Academic Integrity Code Student Conduct Code Student Grade Appeal Process Please refer to the BCC STUDENT HANDBOOK AND BCC CATALOG. NOTIFICATION FOR STUDENTS WITH DISABILITIES: Brookdale Community College offers reasonable accommodations and/or services to persons with disabilities. Students with disabilities who wish to self-identify must contact the Disabilities Services Office at (voice) or (TTY) to provide appropriate documentation of the disability, and request specific accommodations or services. If a student Page 6 of 7

7 qualifies, reasonable accommodations and/or services, which are appropriate for the college level and are recommended in the documentation, can be approved. ADDITIONAL SUPPORT/LABS: The Instructor addendum will be distributed on the first day of class. This addendum will contain specific information about instructor information (hours, office, phone, ), the class schedule, required assignments, and individual instructor class policies. Additional tutoring can be obtained from the Learning Assistant in the Psychology Department located in the MAN Building Room 127. Please call for an appointment. Page 7 of 7