need 46 nad 47 Which of the following topics within VO psychology would be class
ID: 3503756 • Letter: N
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need 46 nad 47
Which of the following topics within VO psychology would be classified as being A leadership teams D motivation performance management 43 The degree to which the accurate or true is defined as: A generalizability B internal validity relationships evidenced among variables in a particular research study are C research design D external validity which of the following is not one of the results of Taylor's work with workers who handled heavy iron ingots (pig iron)? A workers increased average 44 C workers reported less fatigue at the end of the day productivity from 12.5 to 47.0 tons moved per day workers reported more fatigue at the end of the day D workers had increased wages A researcher who first forms a theory and then tests the theory by collecting data is using a(n) A inductive B deductive 45 method of science C parsimonious D variable SHORT ANSWER The Hawthorne studies attemp efficiency. However, researc three outcomes that emerged as a result of the study? ted to examine the relationship between lighting and worker hers found that production increased regardless of lighting. What are 46 47 Three groups of I/O psychology students are learning about "goal setting theory." The first group reads a one-page description of the theory, the second group hears a lecture about the theory, and the third group observes a demonstration of the theory. All three groups are tested on their understanding of the theory, and their exam scores are compared. Identify the type of research design used (laboratory, quasi-, or non-experiment), the independent/predictor variable, the dependent/criterion variable, and the measures or manipulations used where appropriate. Also, describe why you chose your answers (i.e., why is the study characteristic of the design chosen, why is it a predictor or IV, etc.). Page 7 ofExplanation / Answer
Answer 46.
The Hawthorne studies consisted of a series of worker productivity studies, around 1924 at the Western Electric plant in Illinois, near Chicago. It sought to prove that artificial lighting improved productivity. However, the original study reported that no matter what variables were changed -- lighting, pay scale, treatment by the manament, flexibility during work hours, etc. typically in the illumination studies worker productivity increased.
The study led to several major consequences for organisations and industries. Firstly, it emerged agianst the backdrop of the popular perception of the worker of the industrial revolution and the First World War as a passive part of a larger industrial machinery who did not exert his/ her own skill and will. Instead, The Hawthorne effect established that worker’s performance was influenced by factors outher than the external stimuli such a short illumination or pay, but was governed more by the employee’s motivation to work under greater flexibility and freedom of choice. Thus, their performance was determined more by their will.
Secondly, it changed the perception of what constituted appropriate treatment of workers . The result was a more humanistic view of workers where they had greater flexibility in terms of breaks, working conditions etc.
Thirdly, it lead to ashift away from the scientific management style towards a motivational and relational style of leadership. As the workers experienced change in shifting from the constant surveillance by the higher management in the open floor of the factory to enclosed rooms marked by a greater sense of privacy the job floor, they felt more at ease to work and perform at much higher levels due to higher internal rewards for working rather than working under an external pressure of the floor manager.Good management was not a matter of solving problems simply with technical efficiency, but instead required skills in human relations. These included what would now be called emotional intelligenceand soft skills, such as counseling, motivating and communicating
The Hawthorne studies thus led to significant outcomes in understanding Job satisfaction which was found to increase when workers had the freedom to decide on output standards and and were able to collaborate with each other.
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