PSYC2063 Industrial/Organizational Psychology (First Semester, )

Transcription

1 PSYC2063 Industrial/Organizational Psychology (First Semester, ) Teaching Team C. Harry Hui JCT662, , Cedar Chan JCT613, , (Coordinating tutor) Ka Wai Ng JCT618, , Office hours: 14:00-15:00 hours (Wed); other times by appointment Office hours: 14:00-15:00 hours (Thurs) Office hours: 13:30-14:30 hours (Thurs) Learning Objectives and Outcomes To become knowledgeable of major theories and some research findings in industrial/organizational psychology To acquire specific skills in industrial/organizational psychology to solve human resources problems Reading Materials Aguinis, H., & Kraiger, K. (2010). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, Berry, M.O., Reichman, W., Klobas, J., MacLachlan, M., Hui, C.H., & Carr, S.C. (2011). Humanitarian work psychology: The contributions of organizational psychology to poverty reduction. Journal of Economic Psychology, 32, Ghorpade, J. (2000). Managing five paradoxes of 360-degree feedback. Academy of Management Executive, 14, Holtom, B.C., Mitchell, T.R., Lee, T.W., & Eberly, M.B. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. Academy of Management Annals, 2, Latham, G..P., & Pinder, C.C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, Landy, F. & Conte, J. (2013). Work in the 21 st century: An introduction to industrial and organizational psychology (4th edition). Madison, NH: Wiley. Sackett, P.R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, Van Dierendonck, D. (2011). Servant leadership: A review and synthesis. Journal of Management, 37(4), [Focus on Sections 1, 2, and 5] 1

2 Some course materials are put on Moodle. Students without a university account may access this website through our guest account: Login ID: PSYC2063_1A_2015_guest ; Password: psyc2063_guest ; both are case sensitive. The teaching team will not answer questions left on the discussion board. Contact us via . Coursework Assessment 1. Quizzes (65 marks). Each quiz will consist of short-answer and multiple-choice questions, and will be cumulative in coverage. Duration and weight of the three quizzes are as follows: Quiz Duration Marks Venue 1 20 mins 10 KB mins 15 KB mins 40 RHT 2. Tutorial assignments (12 marks) and participation (8 marks). Taking part in tutorial discussion is an important component of learning. This will require preparation before attending a tutorial. For some tutorials, you will have to submit a short admission ticket. The admission ticket should be 300 words or shorter, unless otherwise stated. You may write beyond that word limit, and your tutor will still make comments on them. However, for the sake of fairness, marks for the admission ticket will be based on the first 300 words only. 3. Group project: An analysis of a dysfunctioning team (15 marks). Part A. Interview someone who works in an organization for a real case of a group dysfunction. The following information should be provided: - Background, business, and the mission and vision of the organization - The purposes and tasks of the group that was dysfunctional - How the group was formed - Its membership - What the dysfunction was - The events leading up to the dysfunction 2

3 - How the dysfunction was handled - The consequences and aftermath Provide as much detail as possible. Do not rely upon the story-teller's memory. Dig into s and instant messages. Word limit: 500 to 800 words. For examples of good cases, read: This part of the group project will not be graded, but must be submitted by 11:59pm, Oct 22. Late submissions will result in a mark down of 0.1% (of the total marks earned) for each minute late, up to 50%. Part B. Analyze the case using one or two concepts or theories you learned in the lectures and reading assignments. Topics such as "group", "leadership", and "communication" may be relevant, but so are topics such as selection and performance management. Do not attempt to use many constructs, or else your analysis will be shallow or incoherent. The analysis should be 2,000 to 2500 words. Deadline: 11:59pm, Dec 9. Group members do not have to be from the same tutorial, although it will be more convenient if they are. To ensure that every student will benefit from this learning experience, there should only be 2-4 persons per group. If you want the teaching team to help you form a group, your interest to [email protected] before Sept 23. Late requests will not be entertained. Give your group a name. Submit group members names (as well as the group s name) to the teaching team by Sept 30. Students whose names are not in one of the groups submitted to us by this deadline will lose one mark. Marks will be reduced by 10% (of the total marks earned) if this project is not done by a group of the prescribed size. A project longer than the prescribed length will not be penalized. However, in fairness to other students, your grade will be based on the text within the word limit. Other materials that you write will still be commented upon. Peer rating. Within one week after submitting your work, you will rate, in strict confidence, your group member(s) on the significance and amount of contribution. 3

4 This is done by distributing 100 percentage points among the other group members. Your own score is the product of the score given to your group s work and the total percentage points (adjusted to be within the range of 80% to 120%) your group members give you. If we receive no peer rating from you, we shall assume that you prefer equal distribution of marks among your group members. 4. Bonus points. We may offer bonus points occasionally for classroom activities well performed. Marks appeal. Any dispute on marks you receive on a written assignment/quiz must be made within one week after receipt of the feedback. Another member of the teaching team will re-grade the material (without seeing the comments and marks given by the original grader). The average of the two marks will be final. Codes of Conduct By taking this course you agree to abide by the following codes of conduct: Absence. Students who are 10 or more minutes late to a tutorial will be recorded as absent, and will consequently lose all marks from tutorial participation. Students who do not submit an admission ticket in advance will also be regarded as absent. An exception will be made only if a medical certificate is provided. Seek prior approval from your tutor if you need to attend tutorial at another timeslot. (Strong justification must be provided.) No make-up will be given for any quiz missed. You will automatically receive the equivalent of half of what the worst-performing student in the whole course gets for that activity. However, if a medical certificate is produced for the absence, we shall estimate your mark for that quiz, using an empirically derived formula, from marks you obtain in other parts of your coursework. Submission of assignments. Your assignments must be submitted at Moodle. Late submissions (for whatever reasons) will be marked down by 0.1% (of the total marks earned) for each minute late. As the group project is to be done by a group, any single member s medical condition does not warrant an extension of the deadline. You will contribute $50 towards a snack fund to buy snacks for your classmates, if your pager or mobile phone rings in class, or if you talk on any electronic device. 4

5 We cherish academic honesty. The availability of large amounts of materials on the internet may be tempting. However, use the materials only with proper acknowledgement and referencing. Plagiarism will not be tolerated. (To learn how to avoid this, visit Neither may you use materials submitted for another course without proper acknowledgement. (This is called self-plagiarism.) Follow the APA Publication Manual for formats of citation and references. You take individual and collective responsibility for your group s submission. If you suspect that your Group Project contains plagiarized materials, consult in confidence any one of us in the teaching team for advice, BEFORE THE MISBEHAVIOR IS DISCOVERED by us. Silent group members who do not whistle-blow will receive the same penalty as that imposed on the primary transgressor. 5

6 Date Lecture Topic Reading Tutorial Sept 2 Introduction; Future work in Asia L1, 2 and the role of I/O psychology Sept 9 Conceptualization of work L4 performance: Task and skills analysis Sept 16 Measurement and management of work performance L5; Ghorpade Using O*NET to analyze the job of a human resources officer or I/O psychologist Sept 23 Quiz 1; Prediction of future work performance (1) L3, 6; Sackett & Lievens Sept 30 Prediction of future work performance (2) Oct 7 Improvement of work performance: Training and development L7; Aguinis & Kraiger Interviewing someone for the position of human resources officer or I/O psychologist Oct 14 [Reading Week] Oct 21 [Chung Yeung Festival] Does I/O psychology serve only the employers interests? Oct 28 Quiz 2; Team L13 Nov 4 Work motivation L8; Latham & Pinder Nov 11 Job satisfaction L9; Holtom Building a winning team et al. Nov 18 Working conditions and stress L10, 11 Nov 25 Leadership and organizational development L12, 14, van Dierendonck Would restriction of overtime work help family relationships? Dec 2 Quiz 3 6