Industrial and Organizational Psychology
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Course Introduction
Industrial and Organizational Psychology explores the application of psychological principles and scientific research methods to the workplace. This course examines topics such as personnel selection, training and development, performance appraisal, motivation, job satisfaction, leadership, team dynamics, and organizational culture. Students will analyze how psychological theories contribute to improving productivity, employee well-being, and overall organizational effectiveness. Through case studies and practical examples, the course highlights evidence-based strategies for addressing real-world issues in diverse work environments.
Recommended Textbook
Human Resource Management 12th Edition by Gary Dessler
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18 Chapters
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) The basic functions of the management process include all of the following EXCEPT
A) planning
B) organizing
C) outsourcing
D) leading
E) staffing
Answer: C
Q2) In small organizations,line managers frequently handle all personnel duties without the assistance of a human resource staff.
A)True
B)False
Answer: True
Q3) The role of labor relations specialists includes investigating EEO grievances and collecting data about jobs for the purpose of writing job descriptions.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Equal Opportunity and the Law
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Q1) Alternative dispute resolution is a grievance procedure that provides for binding arbitration as the last step in employment discrimination claims.
A)True
B)False
Answer: True
Q2) All of the following are ways that an employer can minimize liability in sexual harassment claims EXCEPT ________.
A) maintaining thorough records of all sexual harassment complaints
B) informing all employees about sexual harassment investigations
C) instituting a sexual harassment reporting process
D) training employees in sexual harassment policies
E) investigating sexual harassment charges promptly
Answer: B
Q3) Only an aggrieved individual can file job discrimination charges against a business.
A)True
B)False
Answer: False
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Page 4
Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Sample Questions
Q1) According to studies,combining high-performance HR practices with modern technology most likely leads to increases in all of the following areas EXCEPT ________.
A) worker productivity
B) media mentions
C) annual sales
D) product quality
E) financial performance
Answer: B
Q2) Which of the following activities most likely indicates that a firm is implementing a vertical integration strategy?
A) selling unprofitable divisions
B) offshoring low-skill jobs
C) producing raw materials
D) aggressively selling a new product
E) purchasing a competitor's firm
Answer: C
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Chapter 4: Job Analysis
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Sample Questions
Q1) How does the ADA affect hiring practices? How does an HR manager determine whether or not a job description complies with the ADA?
Q2) Competency-based job analysis is more worker-focused than traditional job analysis.
A)True
B)False
Q3) A human resource manager needs to develop job specifications for a new position at her firm.She can either base the job specifications on statistical analysis or on common sense.Briefly describe each method,and recommend which method the HR manager should use.
Q4) The immediate supervisor of a group of workers being interviewed for job analysis purposes is not allowed to attend the session due to concerns about workers failing to provide honest responses to questions.
A)True
B)False
Q5) How does job analysis support human resource management activities? Briefly describe one of the methods commonly used for gathering job analysis data.
Q6) In a brief essay,compare and contrast job descriptions and job specifications.
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) Which of the following terms refers to the use of nontraditional recruitment sources?
A) negligent hiring
B) personnel planning
C) human resource management
D) alternative staffing
E) organizational development
Q2) An employer's computerized recruitment system should include all of the following elements EXCEPT ________.
A) hypertext transfer protocol to enable applicants to post their resumes in any format or font
B) requisition management systems to facilitate routing, approval, and posting of job openings
C) hiring management software to collect and manage candidate information
D) recruitment marketing to improve applicant pool quality
E) skills and behavioral assessment services
Q3) The dot-jobs domain is primarily used by HR managers for succession planning purposes.
A)True
B)False
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Page 7
Chapter 6: Employee Testing and Selection
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Q1) To use predictive validation,one administers the test to applicants before they are hired.The applicants are then hired using existing selection techniques but not the new tests in development.Later,job performance measures are compared to the test scores under development.
A)True
B)False
Q2) What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims?
A) physical exams
B) personality tests
C) polygraph tests
D) substance abuse screening
E) fine motor skills assessments
Q3) All of the following are measured by aptitude tests EXCEPT ________.
A) deductive reasoning
B) verbal comprehension
C) numerical ability
D) temperament
E) memory
Q4) What is test validity? How are selection tests validated?
Page 8
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Chapter 7: Interviewing Candidates
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Sample Questions
Q1) Companies generally conduct structured situational interviews using a panel,rather than sequentially.
A)True
B)False
Q2) When interviewing disabled people,interviewers tend to avoid directly addressing the disability,which limits an interviewer's opportunity to adequately determine whether or not a candidate can perform the job.
A)True
B)False
Q3) Which question below is an example of a behavioral question?
A) "What would you do if you were asked a question during a sales presentation for which you did not know the answer?"
B) "Can you tell me about a time when you solved a really difficult problem?"
C) "What is your attitude about working with a sales team instead of independently?"
D) "What factors do you consider before underwriting an insurance policy for a new client?"
E) "What are your long-term goals and aspirations as a social worker?"
Q4) How do nonverbal behaviors and impression management affect an interview?
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Chapter 8: Training and Developing Employees
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Sample Questions
Q1) The methods used to give new or present employees the skills they need to perform their jobs are called ________.
A) orientation
B) training
C) development
D) appraisal
E) management
Q2) Integrated strategic management is an organizational development method of developing and implementing a strategic change plan.
A)True
B)False
Q3) The four basic categories of training program outcomes that are typically measured include reactions,learning,behavior,and results.
A)True
B)False
Q4) What is meant by the idea of organizational change? How does organizational development facilitate organizational change?
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Chapter 9: Performance Management and Appraisal
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Q1) What is the primary disadvantage of developing a behaviorally anchored rating scale?
A) costly
B) unreliable
C) time consuming
D) unclear performance standards
E) lack of feedback for subordinates
Q2) Based on corporate surveys,which of the following is a true statement?
A) Very few employers require any type of performance appraisal.
B) Very few employers conduct performance appraisals on an annual basis.
C) Most employers require a review and feedback session during the appraisal process.
D) Most employers use behaviorally anchored rating scales for performance appraisals.
E) Most employers link performance appraisals to employee pay raises and bonuses.
Q3) 360-degree feedback is generally used for development purposes rather than for pay increases.
A)True
B)False
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Chapter 10: Coaching, Careers, and Talent Management
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Q1) All of the following questions are relevant to Dick's Sporting Goods' decision to implement a career development program EXCEPT ________.
A) What is the average length of time that an employee works for Dick's Sporting Goods?
B) How would the profits of Dick's Sporting Goods be affected by a change in hiring practices?
C) How will the promotion process currently used at Dick's Sporting Goods need to be modified?
D) What are the career needs and opportunities available to minorities and women employed by Dick's Sporting Goods?
E) What will be the effect on recruiting and placement if employees' interests and attitudes are taken into consideration by the HR department at Dick's Sporting Goods?
Q2) Conducting a demographic analysis of employees is one of the first steps that a firm should take when determining the labor and financial effects of retiring workers.
A)True
B)False
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12
Chapter 11: Establishing Strategic Pay Plans
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Q1) Which form of equity refers to the perceived fairness of the processes used to make decisions regarding the allocation of pay?
A) external
B) internal
C) distributive
D) individual
E) procedural
Q2) Which act regulates vesting rights and portability rights?
A) Fair Labor Standards Act
B) Title VII of the Civil Rights Act
C) Employer Retirement Income Security Act
D) Equal Pay Act of 1963
E) Davis-Bacon Act
Q3) Employers prefer to give time off in lieu of overtime pay because they only have to grant the same number of hours off as the employee worked overtime while overtime pay is calculated at 150% of normal pay.
A)True
B)False
Q4) Explain the equity theory of motivation.What are the four forms of equity?
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) A straight salary is most appropriate when a salesperson's primary duties involve
A) servicing small accounts
B) finding new clients
C) meeting sales quotas
D) pushing hard-to-sell items
E) fostering relationships with customers
Q2) According to Vroom's theory,when managers design incentive plans they should do all of the following EXCEPT ________.
A) focus on behavior modification methods
B) make incentive plans easy to understand
C) consider individual employee preferences
D) provide training and support to employees
E) boost the confidence level of employees
Q3) List the basic steps in implementing a gainsharing plan.
Q4) In Herzberg's Hygiene-Motivator theory,working conditions are motivator factors,and challenging assignments are hygiene factors.
A)True
B)False
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Chapter 13: Benefits and Services
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Q1) The Medicare Modernization Act allows employers to establish tax-free health savings accounts.
A)True
B)False
Q2) A primary benefit of 401(k)plans is that payments made by employees into the plan are pretax,so the employee pays no tax on those dollars until after he or she retires or withdraws the money.
A)True
B)False
Q3) Nonfinancial payments like health and life insurance,pensions,time off with pay,and child care facilities are examples of ________.
A) variable pay
B) competency-based incentives
C) benefits
D) salary
E) bonuses
Q4) What are the key steps for launching a successful EAP program? Should firms offer EAPs? Why or why not?
Q5) What are the three types of benefits provided by Social Security?
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Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Q1) Which of the following requires that employers of 100 or more employees provide 60 days' notice before starting a layoff of 50 or more people?
A) COBRA
B) ERISA
C) Layoff Protection Act
D) Electronic Communications Privacy Act
E) Worker Adjustment and Retraining Notification Act
Q2) In which organizational document are an organization's rules and regulations usually stated?
A) employee handbook
B) code of ethics
C) sexual harassment training guide
D) incorporation papers
E) human resource policy manual
Q3) Which of the following terms refers to discipline without punishment?
A) traditional discipline
B) democratic punishment
C) nonpunitive discipline
D) corporal punishment
E) positive discipline
Page 16
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) Which of the following is an illegal bargaining item?
A) membership of bargaining team
B) discriminatory treatment
C) employee drug testing
D) continuance of past contract
E) employment of strikebreaker
Q2) You are a manager at a manufacturing facility,and you tell your subordinates that unions are dangerous to the economy.Which law protects your right to express these views?
A) Norris-LaGuardia Act
B) Taft-Hartley Act
C) Gompers Act
D) Wagner Act
E) Landrum-Griffin Act
Q3) What are the theories regarding why workers unionize? What can employers and supervisors do to prevent unionization?
Q4) What are the five unfair employer labor practices that the Wagner Act deemed unfair and considered "statutory wrongs"?
Q5) What is union security? Explain the five types of union security.
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Chapter 16: Employee Safety and Health
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Q1) Claims-tracking software is available for helping employees understand what's driving their workers' compensation claims.
A)True
B)False
Q2) All of the following are considered vulnerable workers EXCEPT ________.
A) young workers
B) male workers
C) immigrant workers
D) women workers
E) aging workers
Q3) During the early 2000s,which demographic group experienced an increase of almost 50% in workplace fatalities in the construction industry?
A) women
B) Asians
C) Hispanics
D) African-Americans
E) men over age 50
Q4) What types of unsafe conditions are the primary focus of OSHA standards? How does OSHA enforce its standards?
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Chapter 17: Managing Global Human Resources
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Q1) A formal repatriation program should do all of the following EXCEPT ________.
A) assist employees with relocation logistics
B) update employees about activities at the home office
C) seek compensation and benefits on behalf of employees
D) help employees update their resumes and make career plans
E) reassure employees of the company's concern for their welfare
Q2) What considerations need to be made when appraising an expatriate's performance? What cultural considerations need to be made when appraising a local employee's performance?
Q3) ________ are citizens of the countries where they are working.
A) Expatriates
B) Third-country nationals
C) Home-country nationals
D) Multi-nationals
E) Locals
Q4) The most significant HR challenge faced by international firms is the language barrier.
A)True
B)False
Q5) Explain the balance sheet approach to formulating expatriate pay.
Page 19
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) According to research,which of the following characteristics is associated with entrepreneurs?
A) relaxed
B) indifferent
C) persistent
D) dependent
E) trusting
Q2) Since Internet job boards are limited to large firms,small business owners are forced to recruit through local newspapers.
A)True
B)False
Q3) Which of the following is a work-life benefit offered exclusively by small businesses?
A) professional development seminars
B) disability and life insurance benefits
C) compressed workweeks during the summer
D) job rotation and job enrichment opportunities
E) regularly scheduled performance appraisals
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Page 20