_.•.... i"
c_
••.•.•.•...••.•...••••.•.•..•.....•..••.... .~
w W V ; 4 ' ~ : ' :~ ' : '-' - , '
In
, .
r:~
\ ; r '
i. .~~. .~~.
Ergonomics?<.,
,'v',
Correct Selection Non-
Correct
Wrong
Performer
Rejection
Selection
Sele Select ctio io
Analysis
Crit Criter eria ia
Candidate Ability
Industry
It
study
Furnham
(1997)
li
jo
ly
id
tail tail
i'
.!
1.
s, ho .n tric tric .~
knowledge
t.
t_
\1ie \1ie
,m _~f' tu
t~.s t~.s
se
ll th se
is usse usse Irid Irid tail tail
in th
,~·,~·- .~
_L 117
to
svst.ims. Pareek
2.
Care Career er syst system em rk syst system em
4. 6.
Self Self-r -ren enew ewal al syst system em
HRD
ef
ve th ef
in udes udes
ll et ef
es ts
'"
ti
.;;; '"'" 0-
ti
ti
'2
.;;;
ti
..>:
f-
Individual Employee Role Dyad Teams
Organisation
Ud
If
Autonomy Linkages
.......
-
Huntan
thre thre
Reso Resour urce ce De Deve velo lopm pmen en
elem elemen ents ts Trust
Mutuality
dyads, effective
sa io
_j_119
Applied
120j_
PSycllOlogtJ
1.
formance
isai
Care Career er pl
in
It
.3.
_L
eye
where
rk syst system ems: s:
Productivity
rg
is ti
al
clim clim te
le stre stre
21
am
Appl Applie ie
Sycl SycllO lOlo lo
Systems
health. ;5 'o
deve develo lopi pi
Dex confli:
Towa To wa
cl
TRAINING
rs
lysi lysi
management,
123
/~
Training Needs
Training
Analysis
Content
Desi Design gn Trai Trai in
etho etho
/C
mate materi rial al
Feedback
.dua .duate te ')
'T_/
I~(~-------------------------
Trai Traini ning ng Effe Effect ctiv iven enes es Assessment
~200-l:)
:Sy
If is sugges suggested ted
various
124j_ erie erie ce
th
jo
ir t-
p.irts
f:
It
conditions.
e-fficient, Most
a)
b) If
ct
fi
te
It
H,I1JWIl
Reso Resour urce ce
Deoe Deoe opme opment nt
_j_125
It happens
1. It
"ill
1. It
training.
4. It
lied lied
12S_L
Psyc Psycho holo logy gy
availability.
NetNet-ba base se
ai in It
2002).
Beha Behavi viou ou
Modi Modifi fica cati tion on pcriortuance
audit
the
follow,
It
Role Role
to ietermine
layi layi
Schu Schult ltz, z, 2002)_
will
ca
It
_(
Dive Dive sity sity Trai Trai in yo
er is
_L127
inte inte
ce
ige
pr ce
beco beco es ha slef slefre ree. e.
Se siti sitivi vity ty Tr inin inin
he
skills. It
1.
thei thei
ctio ctio
Appl Applie ie
sych sychol olog og
It iety iety
ti it
t.
It
in
j,
organization,
'ice-breaking'
st
ing' ing'
se si in
th Evaluation
of orga organi niza zatio tions ns
ti
ly
iv
_j_129
by 1.
f,;,k',},
Unfreezing
--)0
Moving
--)0
Freezing
Re ruit ruitme me lr
order. It
Test Test ti
it
is
131
pred predic icti tive ve
vali vali ity. ity.
WA
test sophisticaiion inte intell llig igen ence ce
,....
-
test tests) s)
Applied
132j_
Psyc1lOioglj
CdSY
There create more It
answers HOIAPver,
it
~est
IS
sa However. Jessup
influence
exarnpe,
(1971) low
It
Performance
Appraisal
i'.lust
Decide
Oil
Fo
(A)
In RARS.
(B)
(C)
by
133 011
OCCll
rs when
quantifv employee.
Inte Integr grit it
Test Test
jf Oil
It
1993 by Ones,
Viswesvaran
Lil_<.~~t'_s, gend gender er
disc discri rimi mina nati tion on
Applied
134l_
sion, iz io
lo 's
ff
ti
ss
lo
ee
't
ti
if ca ly
ti
si
Self Actualization
stee stee
ee
Soci Social al Need Need
needs Safe Safety ty
Phys Physio iolo logi gica ca
If
needs.
eeds eeds
Need Need
Psyc11010gtj
__l135
lfil lfil
th
It
It organizations.
of employ employees ees
actu actu aliz aliz tion tion
sl w' Theo Theory ry An Appr Appr is
have
\higI1er
ppli pplied ed
..
Psyc Psycho ho og
-It
aeFec"fse aeFec"fse1f': 1f'::a :aCtU CtUaHz" aHz"atio atioo'?'I o'?'I is too subjectiv
It
Herz Herzbe be g'
Tw -f ctor ctor theo theo 200 1950.
H YG Y G IE IE N E F AC A C TO TO R S Status Wor
2.
ss ti
ctio ctio
vs
R e a t o ns ns h
is ti fact fact
wi
Security
Salary
C o nd nd i i o C om o m pa pa n Po s ub u b o d in in a e s Peers Supervisors
F ig ig . H e b e g '
Tw
ac or Th or
'v",\ r: ! '
__j_137 It
It
ied. th
is ti
"'
An Appr Apprai ai al 200 ta
ir
en
lv
It
Vroom (1984) It
situ situ ti Landy
fact fact rs
(1985) If
us to believ believe. e. Rathe Rather, r, it ari~ ari~ !~_r !~_r.9 .9 iho~ iho~ -':Y -':Yg! g!:~ :~). ).iie iie Katz Katz inter intervi view ewed ed
go fo jo
enri enricl cllm lm
t.
__ :__ ·_···_-::~="::_c-:-,:--_..·,,.~_~,_·_···_-::~="::_c-:-,:--_..·,,.~_~,_-
3,085
Vroo Vroo
iffe iffe
wa
insp inspir ired ed by th
in
cogn cognjt jti\ i\it it-> ->th theo eori ries es
_e"' _e"' in_a in_aIl Il Tgln Tgln
_l_l _l_l
itio itio
3. "r'"
le
;.
' \ , , 1
to (I::)
(1::)
Initial
Performance
Rewards
state
I), health
3). +1
inst inst
tali tali
ti
If i.e. i.e. grea greate te
LIlY k=1
_j_139
is
Expectancy
Ik
are:
1.
if 3. It
J..~~!1?J:.l}~il!l~~ ppraisal. ppraisal.
(1968)
performance R o l p e rc rc e pt pt io io n s don'trealize
extrinsic and n ttrr in in s i
(1965)
ty
l. It
o ut u t ccoo m e s
hile hile extr extrin insic sic
Appl Applie ie
Psyc Psycho holo logy gy
~--f--~(
bili biliti ties es
ob desi design gn
tr its, its, ro
Irceived
organizational
clarit;-
poli polici cies es
...,,1
orga organi nize ze tion tional al
Outcomes/
practices
Reward
le
19
'_
ec
io doesn't
p~rt p~rtic icul ular ar
rewa rewa
.The .These se
el
't
borr borr
f~
{'-t {'-tl~ l~ --c~ --c~I~ I~ pt"' pt"';r ;r;~ ;~
value
'"t~ '"t~))-'d 'd term termin in
what what
_j_141
me
out
tc Input Person
Input
'5
1.
another.
It
omes omes andi andinp nput uts, s,
A pp pp l e d
P S 1 lO lO l
prefi rred rred rewa reward rd It
LEADERSHIP
1.
Compliance
lead leader er hi
tyle tyle
2.
Internalization
3.
Identification
Trait Trait Models Models disposition
i.e. i.e. ther ther
to
ha iour iour
_j_143
dels dels for usn
t!
in
res-
2.
Init Initia iati ti
stru struct ctur ur
i.e.
High
.................
-.--
Ideal
lleadC'
Initiating structure
Low
Situ Situat atio iona na Mode Models ls
-.,~
Consideration
High
thei thei
atte atte ti
144_L
~------~I--~'Telling style new
J-ligh
st)~'e
Selling style
Partiripatorv style
most mature
(1971). It is
that
bv
xp ri nc
sati satisf sfyi yi g.
I. Au tocrat tocratic ic
no right
or
is
2.
tri-dimensional
= == - _ -
3.
environment. with
th
situ situut utio ion. n.
_" ~.
Relationship orientation
PSlfcllOlogy
ap
DCI)CIOPIIICllt
_i145
Lead Leader ersh ship ip styl styles es
Participating
Participating
decision
decision
implementation
implementation
Democrats "\c..I,-,
Autocrats
style.
be
ed
faire.
an fo
atio atio
Lead Lead
ip ~!Cdr,
can become.
the vision.
it
'I
transactions
of
B_:1.sS
1.
Vision
Charisma
1. Vision:
vi ilit ilit
to erce erce
,1
vi
ha is
by by
PS
Ol
Re ourc ourc
HUllu1I/
Dcre Dcrelo lopu puic icnt nt
_l147
values. 3. Cons Consid ider erat atio ion: n:
Ig
they
4. Inte Intell ll ctua ctua
timu timula lati tion on te
Sarabhai
trusting
of
IS
vv
Il~~iiaJ ; ' - Z ; ; ~ d
Manv
for from thes thes
Extreme Autocratic Stvle
'.
find findin ings gs
Extreme Democratic S(\'1e
).'
c'(~~
t·';'.~
I"
Appl Applie ie
14Sj_
Psyc Psycho holo logy gy
The Nurturont-tosk J.B.P.
i.ui
'tutrmn'
t)
dny
by draining
't
-l
".
insecuritv.
th
c.ui't \\"C'
fe
char char cter cter stic stic
1. It
onTll; tcls tcls~~-~H ~Hlr lrtl tlii iial alll- styl styl
prop propos osed ed
by
tlhk-(ll"/l'I/!,',!
ex pl'dd connuunicution
!d('-i(lOY
secure
i\lld less
Part Partic icip ipat ativ iv
Mana Manage ge
en
l' controlled
,lI1d
controlled exte extern rnal ally ly cont contro roll lled ed ecom ecomes es unna unna ural ural
by
by
by
jf LllIlll
tu
,h
-:. l. . ~"'""
t- ~-l":..
_l149 t'
tor, partk ip tor,
dn ge 1l'l 1l'llt lt wo-w wo-wav av comm commun unic icat atio io dllW!lg many many nage nageri ri
f)]("!p It is
i'll'
Ic1\\t'\t'·r.
management?
lc\ el "f
It
-:
Il
\\\1
J,)!
11
C,1S(' (1)
(1 '1 f'
i()
11(,11
If
'.cll1
tr
1.
till'
1-,IW\\
m.mx
i',lJ'tl,
l'l1wrglr;~;
till'
(O",ts
lx
.t
,d
(Ill
pate. (o course,
dC'LiSle klll)~
HI
I'
Si,l'
If
wor ..J~
It)
1.
ar
pro\
.F
.it
,\11
01
ares aresck ck (dis (disc, c,,~ ,~s, s,·d ·d ( ) I l
\\.1)'
It III
:('d
pl
.uticipation
by
work worked ed
shop-floor
Vvorkers
by 200-1).
effectiveness:
ctiv ctiv ty
limi limite ted, d,
ita te here here ieir theoretical
Hunuut Reso Resour ur
hi
Deoe Deoelo lopn pnie ie
_i15 _i15
appr approa oach ch th deve-lop
indi indivi vidu dual al transferable
200-1)
\011
broa broa
de if ed
fi
ch ract racter eris isti tics cs
.nar .narac acter terist istics ics
of
Inquisitiveness 4.
Duality,
i.e.
mode!
characteristics
developed
by
(2002)
of
Experience
mana manage geri rial al
effe effect ctiv iven enes es
..... ~
~ ~ ~ -
152
experiences conscientiou.
(Barrick
ess extrav extravers ersion ion
positiv: Cl find cons consis iste tent nt
cros crosss-cu cult ltur ural al ,A.
Experience et
(2002rKave
of expe experi rien ence ce glob global al sett settin ings gs Cosmopolitanism
Cult Cultur ural al
;'''' ;''''',, ',, '' '",.~ '",.~',, ~~. _. _I
hete hetero roge gene neit it
~}/ '-
Telke
cohorts. "2.--
Mintzbergs
interpCi:sonal,-
informational,
Secondly, hov, task also
capabilities: .earning
Busi Busine ne
behaviou
Know Knowle le ge
rs
Resilience
\'
153
workplace 't
01 'I
perceived on
ea th
psychology. section.
will
workpl.u.c. Organizational
nccessa
(custress)
curvilinear.
e'..
LO\y
Optimal
Stress
Stress
lligh Stress
Stress
,.1
Eustress
Strain
(Positive
(Nesative cons conseq eq uenc uences es
cuns cunseq eq uenc uences es .1.
(Extreme negcltivt'
I"
/....._"--
cons conseq eq uenc uences es
__.J
and
l,_"
•,
I'.
154_L
"""--" , \ "
::l,
Ro
ress ressor or
1.
aged aged empl employ oyee ees. s.
ambiguity. employee
lc'
J1l:'L'd
..
'"
,'I'
PS1jcllO/Ogy
women'
HIIIIUIII
Re ourc ourc
De cloi cloi uc
(Encyclopedia
155
Vol.
-168).
\-.
Moderator
1. I1h
both
process.
fit.
us
in
pt
Jo
High-strain obs
cont contro ro
.--\cti\~e jobs
High
Job Demand Passive jobs
Low strain
jobs
..
Low
.e
Applied
156_L
Psychology
ef
may cause mv au utilization.
II.J
discussed
It
Iv
,:
,.
,I,
,~
I,·
..
HUIIlIJIl
or
In iv du
R es e s ou ou r
j_
D eo eo e o p e n
157
on it on
hara hara er st cs
1.
opporturuv
1.
ie framework
It
ds
also enha enhanc nces es It also
sclj~e5tce1!1
nffilinhOll,
t J p P ! o U l 7 1 and s e c u r i t y .
needs
H1). \ (
(c
()
hwh
158
Stressor
5lrl'SSl)r reduction
C:ognitive
Physiological
Coping
,\pprdisal
Response
behaviour
Cogniti\"L_'
Rl'strudurin,>
;e f-i nstru c>
c'l iUI1<)
C;om"1tic Relaxdtion
Training
Training
stress-mechanism they !engel
controltlieir
(i.o.
by
competitive.spirit,
.1
Hc,;ol//,(('
DCI'eiOPIlICllt
.,
_j_159
·1
StressManagement
s' phys physio iolo logi gica ca
resp respon onse ses. s.
10
Il
1\150,
\.
people
,1
(,111
1.
vviri. -L
rs l)ro
1.
te
stress.
(i.c.
rnv performance".
re repr repr se te
it. It
we'.l
conditioning. Step
by It
stress,
by
lass lassic ic
_l161
'SOUIH',
stress, Unfortunately,
work-leisure balnnce
It
It
4.
Powe Powe Dyna Dynami mics cs
nf ue ce
pr cess cesses es
Appl Applie ie
Psyc Psycll llOl Olog ogtj tj
Internalization
3.
Identification It is
I, Oil
surveillance.
by
Compliance
Temporary Permanent
enti enti fica ficati tion on
To unde unders rsta tand nd
th
Motivated
bases
Expertise
I"),
identification
,111
3.
Legitimacy
6.
Information
rs ;T
_j_163 If
intenuilize
internalization.
1. ris
Source
Base
Infl Influe uenc nc
~:~;~~:::Y,
ernalization
Information
Politics
1. Incr Increa easi si
in ispe ispe sabi sabili lity ty
Pr cess cess
the
Appl Applie ie 2.
Psyc Psycho holo logy gy
ento entori ri g:
By
by 3. Coal Coalit itio ions ns
-uilt institutions
frorn
tr
fo
it
It
by
This This ca
be done done by c
1_g_ 1_g_th the_ e_.~ .~g~ g~ da
Backstabbing
's
emis emise. e.
ri
_j_165
fi
inevitable.
It
1. It
tak-
~s ecis ecisio ions ns\~ \~ ~her ~her
t~.a t~.a~n ~n mple mpleme me ting ting
ecis ecisio ions ns
erit~:e;';che'li aI"I({[s
function
1.
.\
It
ye
A pp pp l e d
e t
Ps
Ol gJ
r s
OWl}
betv.
employees, tc open open co flic flict. t.
Power Power Confl Conflict ict
Power Power Differ Differen entia tia
um Co sume sume
Psyc Psycho holo logy gy
disdis-po posi siti tion on of good goods, s,
Marketing
consumer psyc psycho holo logy gy On wa iscu iscuss ss th co sume sume
Individual
Advertisements
factors
Socia Socia situa situatio tio
_ -
Econ Econom omic ic fact factor or ';
.f:
(<::)"/'.
Consumer
i,-'i'~_: 'i'~_:"'f "'f'N 'N \~
l_ .. -,... -,...
Decision-making Process
environmental fact fact s,
info inform rm tion tion
Pers Person on ing. ing.
se
fact fact rs
Envi Envi onme onment ntal al Behaviour
fact fact rs
Consumer Behaviour
HIII/W
Re ourc ourc
__l_
De elop elopme me
167
1.
diff differ eren ence ce it
i( purchase.
I).
If If
it II thei thei
mess messag age. e.
U()/lIl1tnry and innotuniari].
It
central
peripheral
attentiona,E~/loVc_lty
Appl Applie ie
Psyc Psycho holo logy gy
perceived.
lo ists ists
PS)
inte intere rest stin in
fi
ings ings
Fo inst inst nce, nce, Sawy Sawyer er (197 (1974) 4) ha foun foun
en ii11 ii11il il
ss ssjl jl
l( ;:ef ;:ef
-Gi} -Gi} -b
s~
c: pe !ed. !ed.T~ T~ss ss
es
and
in
th
ve tise tise ents ents
as ,redu ,reduced ced up io
sh ,\T~ ,\T~,~ ,~ gE,~ gE,~.~ .~!~ !~.r .r
cu. :'._t :'._to~ o~ !1_ tin L!ht;'_ L!ht;'_
to te
ve tise tise ents ents
However,
ti
ju
th
to
li
th
it
li
ti
towardsthat these motivators
ti
i~\l
iJ ti
by the need need fo affi affili liat atio io .' .,-~.-.~--.
.:-;;.~~;~
( l i l t !
ll to
ie
in
th
lf .t 'Q
tf
tr
late late
Deoclopnient
_i169
ratl
ul ra
search
Alternatives
lO
22
Camera
II
I2
Music·
21
22
TOllChscreen
W:\)
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W33
12
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t. It
If
mother,
ab
la
bo
od
BUYER'S FACTORS
Product
RESPONSE
Prob Proble le
Price
Technological
Place
Political
reco recogn gnit itio io le
rc Post-purchase behaviour
hoic hoic
Hunian
l_
Resource Deoelopinent
71
Ergonomics
si gl
syst system em th
If
sp ce
si
Research
0'..,?S
mach machin ines es
Appl Applie ie
:.;
I::
Human Information
Processmg Decision
making
ru ,!.
Machine
Information Processing Decision making
[C-(-)n-t-r(-)l-S'---~:--~~
vari variet et
1. Attention
of
Psyc Psycho holo logt gt
_i173
amplify amplify
sigI2als. sigI2als. ~y_~e~~ ~y_~e~~~_~n ~_~n~
It t.
limitation. eo atte: resources.
er
ti
It
og itio itio
Decis~()n knowledge-based shoot
of
l-iss
Appl Applie ie
Psyc Psycho holo logy gy
D55
D S S , th
oper operat at
4. Cont Contro rol/ l/Mo Moto tori ri
.ictiou.
this this dire direct ctio ion. n.
optimal: Body Body meas measur urem emen en
It can
will
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