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11 Cards in this Set
- Front
- Back
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The main goal is to make the workers in an organization for effective by doing things like:
-Assessing job content, (read from slide).. |
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Target population for OP are both public and private places, like the government which is public and also communities and businesses. A lot of OPS help in the process of hiring desicion, evaluating job performance, and something called succession planning which is working with the managers you think have most potential and helping them become future leaders.
OPS usually are usually part of or work with the HR department or are consultants (external or internal) |
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Bottom line: Ops are there in order to apply all the psychological theories they have learnt through research. They advise O's on how to apply them in the work place to achieve maximum potential.
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MI profile is used mostly for career development and it emphasizes three factors: realistic self appraisal of abilities (exaplain over confidence). Understanding which skills you need for certain types of work. True reasoning on the relation between the two.
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Midas asks about enthusiasm regarding activities, levels of participation and developed skills, it's composed of 119 questions.
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Hiring Process: Once she's identified your ideal candidate, she uses organizational psychological principles to help her understand the management style, organizational culture and employees needs. Very important in knowing how to recruit the right employees. Recommendations for trusted associates really help. She focuses her interviews on personality strengths needed for her team while avoiding questions that suggest stereotyping.
She of course consults all of her desicions with other managers and CEO...never decides alone. Really enjoyed this part but stressed not every OP is part of the hiring process. |
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Big Personal Achievement: She was put in charge of a 3 day long meeting, and in this meeting the managers together with the CEO discuss all the new strategies for the O in order to create as Neta put it, "a brighter and more fruitful future" She said it was a huge success being the leader of this very important meeting, this way she made closer relationships to the CEOs and managers which she valued highly.
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Misconception #1: Not true. A person's level of intelligence is actually fluid; it can go up or down. Consequently, the same person can have different IQ test scores during the various stages of his or her lifetime.
While heredity determines a person's range of intelligence intelligence still depends on a person's learning and experiences. Remember the entity vs incremental theory? |
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Misconception #2:Many fear taking an intelligence test because they think: "Well, what's the use? If I'm not bright, I'm not bright. I'd rather not have it confirmed!"
As I already mentioned, intelligence is fluid rather than permanent. And there are many things that we can do to be more intelligent! Studies have shown that people who do what they can to maximize learning, who constantly practice skills related to various aspects of intelligence e.g. critical-thinking, and who have an attitude open to input, experience steady increases in their level of intelligence. This is an important finding! |
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Misconception #3: It's true to some extent. You can never really 100% measure intelligence; it's an abstract rather than a concrete concept, no different from a feeling or an attitude. You can't measure intelligence in the same way you can't measure how much another person loves you.
But you can take a sample of intelligence and measure it based on how it is applied or manifested. Like you can get a good idea of how much another person cares for you through the way they communicate their concern for your well-being. |
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Misconeption #4:This one is actually true. Theorists are still debating whether intelligence is just one general thing, or is it a combination of many different components. We know that Howard Gardner who created the theory of Multiple Intelligence believes that intelligence isn't just composed of language and math capabilities. Rather musical ability, sports ability, and interpersonal ability among other things, are also part of intelligence.
Some IQ tests measure general intelligence; others measure subscales. |
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