Psychology And Work An Introduction To Industrial And Organizational Psychology 2nd Edition Donald M. Truxillo; Talya N. Bauer; Berrin Erdogan - Solutions

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Why can the model of the economic man and woman not explain human decision making satisfactorily?
Why do we use heuristics?
What is the difference between overconfidence and hindsight bias?
Name and describe three fallacies.
What are the symptoms of groupthink?
Which parts of the brain play prominent roles in decision making?
What Is Deductive Reasoning?
What Is Conditional Reasoning?
What Are Categorical Syllogisms?
How Do People Solve Syllogisms?
Which are deductively valid inferences in conditional reasoning?
What are categorical syllogisms?
How can mental models be helpful when solving categorical syllogisms?
What does “reversibility” mean with respect to premises?
Name some biases that we are prone to in deductive reasoning.
What Is Inductive Reasoning?
What is inductive reasoning?
Which strategies do people use to draw inferences?
What is an analogy?
What leads analogies to succeed or fail?
What are the two complementary systems of reasoning?
How does a connectionist model conceptualize deductive reasoning?
Which parts of the brain are prominently involved in reasoning processes?
Why can we expect that the parts of the brain that are involved in working memory are also active during reasoning?
Describe some of the heuristics and biases people use while making judgments or reaching decisions.
What are the two logical arguments and the two logical fallacies associated with conditional reasoning, as in the Wason Selection Task?
Which of the various approaches to conditional reasoning seems best to explain the available data? Give reasons for your answer.
Some cognitive psychologists question the merits of studying logical formalisms such as linear or categorical syllogisms. What do you think can be gained by studying how people reason in regard to syllogisms?
Based on the information in this chapter, design a way to help high school students more effectively apply deductive reasoning to the problems they face.
Design a question, such as the ones used by Kahneman and Tversky, which requires people to estimate subjective probabilities of two different events. Indicate the fallacies that you may expect to influence people’s estimates, or tell why you think people would give realistic estimates of
Suppose that you need to rent an apartment.How would you go about finding one that most effectively meets your requirements and your preferences? How closely does your method resemble the methods described by subjective expected utility theory, by satisficing, or by elimination by aspects?
Give two examples showing how you use rulebased reasoning and associative reasoning in your everyday experiences. In what kinds of instances do you believe each type of reasoning works better, or not as well?
A friend of yours has decided to pursue a graduate degree in I-O psychology. What advice would you give them in considering graduate training and for making a strong application?
Consider the career that you are planning to pursue after you finish college or graduate school. How do you think that technological advances may change this job over your career? What kinds of research questions could I-O psychologists carry out to address these changes and to support workers
A friend learns that you are taking a class on I-O psychology. She wonders if this is about counseling workers about their problems. Can you explain to her what I-O psychology is actually about?
Consider the different eras of I-O psychology and related fields that were described in the chapter (Scientific Management/World War I, Human Relations, World War II, Civil Rights). What do you think it would be like to be a low-level factory employee in each of these eras? Describe what your
Which of the current issues identified in the chapter do you think will have the greatest impact during your career?
What do you think is the value of a theory for (a) advancing science and (b) addressing problems in organizations? Consider both the relationship between research and theory, and that between science and practice (Chapter 1).
You work in a research laboratory focused on figuring out the relationship between employees’ perceptions of their coworkers and employees’ health. What research design(s) would you consider? What would be the advantages and disadvantages of each? What types of data collection techniques would
A colleague of yours wants to develop a measure of “undergraduate student stress.” Assuming that she can develop a reliable measure, how might you suggest that she go about showing the validity of the measure? (Consider all types of validity evidence.)
As noted in the chapter, I-O researchers often collect data using undergraduate students to answer certain types of research questions. What are the advantages and disadvantages of using these kinds of datasets for I-O research? How would they compare with using employees from a single company?
One challenge with “open science” is that some researchers may be concerned about sharing the data from their studies with others. What are some legitimate concerns that some researchers might have? Consider issues like the money and resources the researcher may have invested in the data
What do you think are the advantages and disadvantages of “big data” research in organizations? Consider the advantages and disadvantages to different stakeholders: the organization, the employee, and society.
How might Enrique go about developing items for the survey? What are some ways he could determine the survey’s quality (reliability and validity)?
The board would like to use the survey to answer the following questions. For each question, state what statistical analysis you would recommend:a. What is the degree to which employee pay is related to job satisfaction?b. Is there a difference in satisfaction between the offices in New York and in
What are the ethical issues that are important for Enrique to keep in mind in this situation? Consider research ethics as well as ethics related to organizational practice.
One of the results of the survey is that one of the offices has lower job satisfaction than the others. Enrique is contacted by the manager of that office to learn more about the problem. Specifically, she wants to know which employees are “part of the problem.” How should Enrique respond to
A friend of yours has been asked to do a job analysis for the salespeople in their company. He tells you he plans to do the job analysis simply by downloading the “retail salespersons” listing from the O*NET website because he says “the data are from thousands of people, so it’s good enough
Consider doing a job analysis for a job for which you are an SME, the job of student. What would it be like to do a job analysis for the job of student? Whom would you ask to be your SMEs (besides yourself)? On your own or in groups, list what you consider to be the primary, critical tasks
Your boss has tasked you with hiring a new team member for your team, which is charged with developing new video games. Specifically, this new team member, who is replacing someone who has received a better job offer elsewhere, will take on coordinating the team’s activities and managing
As you know, the world of work is changing quickly, such as the increased use of analytics and big data, humanitarian work psychology, and diversity management (see Chapter 1). How do you think that changes to the workplace would affect job analysis? Explain your answer.
As we discussed in this chapter, some types of job analysis questionnaires (e.g., task questionnaires) can be quite long and require a good bit of time on the part of the SME to complete. What are some ways that job analysts might make these surveys easier on the SMEs who must complete them (and
Given Carol’s goals, what job analysis method(s) do you recommend that she use, and why?
How might Carol address some of the concerns in the police unions that there is a bias towards certain groups or others? Specifically, how might she handle the job analysis in a way that lessens the unions’ concerns?
Let’s say Carol is asked to sit down and explain to union leaders about the effects of different background variables on job analysis data. Develop a series of “talking points” for her as she discusses these issues .
It has been noted by some researchers that, in general, contextual performance tends to be a core part of the jobs of managers relative to employees at lower organizational levels. Why do you think that this might be? A friend of yours is working at a department store that has started to focus
You are supervising a group of computer programmers. Consuela is absolutely the best in your group – she writes the most code, she makes very few mistakes, and she helps her coworkers. In fact, her coworkers seem to value her contributions to the group. However, several times a month she is late
You have been asked to evaluate the effectiveness of a training program for new salespeople working at their retail clothing outlets. To evaluate the effectiveness of the training program, you have measures of the following available to you: sales numbers, customer ratings of helpfulness, and
A hospital needs to assess the job performance of its emergency room (ER) nurses. What types of measures would you recommend that they use? Explain your rationale for each.
How would you classify value-added measurement; specifically, is it a subjective or objective measure? What do you see as its weaknesses, and what other types of measures of teacher performance might compensate for these weaknesses?
What KSAOs are being assessed by value-added measurement? Is it primarily a measure of task performance, contextual performance, or both?
One analysis found that the wealthiest school districts are three times more likely to have teachers with high value-added scores than poor districts. What are the contextual factors that may have caused this? Does it mean that value-added measurement is unfair?
Consider the multiple stakeholders in this case: Parents and students, teachers, and administrators. What do you think would be the viewpoint of each of these stakeholders concerning value-added measurement?
If you were in the position of assessing teacher performance, what measures would you use? Describe the strengths and weaknesses of each of these sources of data.
How should performance be defined?
Should the appraisal focus on each employee’s performance one at a time or ask raters to compare ratees to each other?
What type of a rating scale should be used?
Who should be the rater?
Many performance management apps provide pre-packaged ways of expressing common performance problems and concerns managers may encounter. For example, when a certain level of performance is checked, the platform provides recommendations for written feedback that may accompany the performance
Several informal surveys by consulting companies indicate that managers tend to have negative reactions to their organization’s performance appraisal system, noting that they are not very useful, and they are stressful. What could be the source of negative manager reactions to performance
A performance appraisal meeting is usually about the employee’s performance. However, performance appraisal results are also typically tied to employee bonuses or pay raises. Do you think raises and bonuses should be a part of the performance appraisal interview? Why or why not?
Imagine that you are working for a fitness center. What would be different ways of evaluating performance of employees? Develop trait, behavior, and outcome-based criteria to assess performance.
What are your thoughts on Checkpoint? What are its strengths and potential limitations? Would you like to be evaluated with a system such as this?
What do you think about the process through which IBM developed Checkpoint? How important is this process to the success of Checkpoint? Why?
How transferable is this process of cocreation of a performance appraisal system to smaller organizations who may not have IBM’s resources? Which aspects seem transferable?
What is the role of trust in management in creating a new performance management system such as Checkpoint?
We know that tests of general cognitive ability (g) are among the best predictors of work performance – some would argue the best – and also have adverse impact against certain ethnic groups. Should organizations use these tests? If not, what are their alternatives? Give reasons for your
Consider the job of firefighter. What sorts of personnel selection procedures would you recommend for this job? (Be specific – if you recommend personality tests, say which personality dimensions and why.) Describe how you would make your decision, starting with the job analysis.
You are tasked with developing an interview protocol for the job of customer service representative. What type of interview would you use? How would you develop the questions? Provide at least five interview questions.
We have mentioned the issue of faking with regards to personality tests and biodata items. Do you think that faking is an important issue when administering tests? Why or why not?
As we discussed in the chapter, researchers have differentiated between honest and deceptive impression management among interviewees. What might be the risks of applicants engaging in deceptive impression management?
What selection procedures do you think would be appropriate for hiring nurses for these positions? Explain why you would choose these methods. Consider their validity, practicality, and cost
Are there any selection procedures that you think would be inappropriate for hiring nurses? Why?
Assume that an interview would be part of your selection procedure at some point. What type of interview would you choose? What would be at least two interview questions that you would ask them?
Which personality dimensions might be appropriate for hiring these nurses?
Would you consider using an integrity test for hiring? Why or why not?
Consider the options available to employers for recruiting job applicants. Consider the jobs of sales associate for a large retailer versus engineer for a high-tech maker of computer hardware. What options are best for recruiting to fill these two positions? Explain the reasoning behind your
Let’s say that you are employed by a mid-sized government agency tasked with enforcing environmental regulations. Most of the employees have master’s degrees in biology or chemistry. Your boss has done her homework about recruitment and hiring strategies – she has hired some top-flight I-O
You are working for an Internet sales company specializing in home electronics. It is based in the United States. The company is about to expand into the United Kingdom and India. Your boss has asked for your advice on what issues to consider in terms of staffing up the new locations as quickly as
You work for a government organization that is charged with protecting the welfare of young children. The agency hires workers who will need to work closely with families, and often work closely with the children as well. What might be your strategy in setting a cut-off score for a test of
Imagine that you are in charge of the selection procedures in your company – a large retail company – which has used cognitive tests and integrity tests to hire its employees for many years. Your company has done research to show that the tests are excellent predictors of job performance, but
How do you think that test security issues might affect a test’s validity (i.e., the assumption that a person with higher test scores is more likely to be a higher job performance)?
Would a security breach of an organization’s test materials affect its ability to defend its selection procedures if they faced a legal challenge? If so, how?
How might test security breaches affect job applicants and potential applicants? What, if anything, would job applicants do? Consider this in terms of attracting the best applicants during the recruitment process.
If you were applying for a job that you really wanted, how would you feel if you learned that some applicants had access to interview questions and the correct answers? Would it affect how you feel about the organization? What, if anything, would you do?
Consider a job that you have now or have had in the past. How would you go about doing a training needs assessment for that job? Consider the organizational resources available. How would you convince managers that they should do a training needs assessment?
Consider your own background and experience at the present time and the career plans that you have. What types of training do you need? Given that the research shows that people may be mostly unaware of their own training needs (e.g., Kruger & Dunning, 1999), how would you find out what your
A friend of yours says that they think that lectures are just boring and that they do not think that they are any good for learning. What would you tell them about the effectiveness of lectures in organizational training?
Why do you think that more organizational leaders are becoming interested in evaluating training programs? What types of outcomes should top-level managers look at for deciding whether a program is effective?
What are some characteristics of the individual and of the organization that can make training more or less effective? What factors affect training transfer?

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Psychology And Work An Introduction To Industrial And Organizational Psychology 2nd Edition Donald M. Truxillo; Talya N. Bauer; Berrin Erdogan - Solutions

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