1. Psychological Foundations
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 Industrial-Organizational Psychology

2. What Does Industrial-Organizational Psychology Study?
Attributes of jobs, applicants of those jobs, and methods for assessing fit to a job
Orientation of new employees and ongoing training of employees
Process of hiring employees
Performance appraisal systems

3. Training New Employees
Many organizations have orientation which includes information about:
Company history, policies, and rules
Organizational culture
How to use new tools 
Job-specific training
(credit: Cory Zanker) in Selecting and Evaluating Employees. Authored by: OpenStax College. Located BY: Attribution. License Terms: Download for free at

4. Mentoring at Work
Mentoring is a form of informal training in which an experienced employee guides the work of a new employee
Significant but small positive effects on performance, motivation and satisfaction, and actual career outcomes
May be especially important for women

5. Evaluating Employees
Performance appraisals are a formal process with an annual face-to-face meeting between an employee and his or her supervisor at which they discuss:
progress on meeting goals
concerns about employee performance
positive aspects of performance
performance rewards or consequences of poor performance
Part of the function of performance appraisals for the organization is to document poor performance to bolster decisions to terminate an employee

6. 360 Degree Performance Appraisal
Supervisors, customers, direct reports, peers, and the employee rate the employee’s performance
Selecting and Evaluating Employees. Authored by: OpenStax College. Located BY: Attribution. License Terms: Download for free at

7. Problems with Performance Evaluations
Many performance evaluations are disliked by organizations, employees, or both
Few of them have been tested to see if they improve performance or motivate employees

8. Federal Laws on Hiring
Industrial Psychology: Selecting and Evaluating Employees. Authored by: OpenStax College. Located BY: Attribution. License Terms: Download for free at

9. Bias and Protections in Hiring and Promotion
It is illegal for a potential employer to ask your age, whether you are married, a U.S. citizen, have disabilities, or your race or religion
Pay must be equal for men and women who perform equal work
Employers cannot discriminate against pregnant women or people with obesity, psychiatric disabilities, or a history of substance abuse
Retaliation for making a civil rights claim is illegal
Some states and cities protect LGBT people from discrimination
(credit a: modification of work by Sean McGrath; credit b: modification of work by Ze’ev Barkan; credit c: modification of work by David Hodgson) Industrial Psychology: Selecting and Evaluating Employees. Authored by: OpenStax College. Located BY: Attribution. License Terms: Download for free at

10. Exceptions to Federal Law
Bona fide occupational qualifications (BFOQs) are requirements of certain occupations that would otherwise be discriminatory
Examples: gender might be a qualification to teach breastfeeding or religion is a qualification for a minister

11. Where to Report Discrimination
When people feel they have been discriminated against at work, they can inform the Equal Employment Opportunity Commission (EEOC)
The EEOC received more than 94,000 charges of various kinds of employment discrimination in 2013
Harassment based on sex, race, disability, age, or religion is illegal
Many employers offer diversity training and sexual harassment prevention training

12. Management Styles Theory X Theory Y People dislike work and avoid it
People enjoy work and find it natural
People avoid responsibility
People are more satisfied when given responsibility
People want to be told what to do
People want to take part in setting their own work goals
Goals are achieved through rules and punishments
Goals are achieved through enticements and rewards
Organizational Psychology: The Social Dimension of Work. Authored by: OpenStax College. Located BY: Attribution. License Terms: Download for free at

13. Leadership Styles Transactional Transformational
Focus is on supervision and organizational goals, which are achieved through a system of rewards and punishments (i.e., transactions)
Maintain the status quo
Are managers
Charismatic (role models)
Inspirational (optimistic about goal attainment)
Intellectually stimulating (encourage critical thinking and problem solving)
Considerate

14. Organizational Culture
Values
Visions
Hierarchies
Norms
Interactions between its employees
How an organization is run
How it operates
How it makes decisions

15. Practice Question Why is organizational culture important?
Answers may vary. Fitting with organizational culture often determines if someone will be hired or promoted and how happy they are at work.

16. Quick Review What is industrial and organizational psychology?
What are types of job training?
What are some approaches to and issues surrounding performance assessment?
What are the laws designed to prevent bias and discrimination in hiring and promotion?
What are some management styles including Theory X and Theory Y and transactional and transformational leadership?
What is organizational culture?