Coon_20 - Chapter 20 Applied Psychology Table of Contents...

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Table of Contents Exit Chapter 20 Applied Psychology
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Table of Contents Exit Industrial-Organizational Psychology (I-O) Applied Psychology: Use of psychological principles and research methods to solve practical problems Industrial-Organizational Psychology (I- O): Focuses on psychology of people at work and in organizations Typically work in: Testing and placement Human relations at work
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Table of Contents Exit Other Aspects of I-O Psychology Personnel Psychology: Branch of I-O psychology concerned with testing, selection, placement, and promotion Job Analysis: Detailed description of skills, knowledge, and activities required by a particular job Critical Incidents: Situations where competent employees must be able to cope Biodata: Detailed biographical information
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Table of Contents Exit Fig. 20.1 Analyzing complex skills has also been valuable to the U.S. Air Force. When milliondollar aircraft and the lives of pilots are at stake, it makes good sense to do as much training and research as possible on the ground. Air force psychologists use flight simulators like the one pictured here to analyze the complex skills needed to fly jet fighters. Skills can then be taught without risk on the ground. The General Electric simulator shown here uses a computer to generate full-color images that respond realistically to a pilot’s use of the controls. (Photograph supplied courtesy of General Electric Company.)
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Table of Contents Exit Psychological Testing Vocational Interest Tests: Paper-and-pencil test that assesses a person’s interests and matches them to interests found in successful workers in various occupations Strong Campbell Interest Inventory is one such example Aptitude Tests: Rate a person’s potential to learn skills or tasks used in various occupations
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Table of Contents Exit Psychological Testing (cont.) Multimedia Computerized Tests: Use computers to present realistic work situations Police officers will run through various “situations” where they have to decide whether or not to use force, for example Assessment Centers: Do in-depth evaluations of potential employees; often set up within organizations
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Table of Contents Exit Psychological Testing (cont.) Situational Judgment Tests: Present difficult but realistic work situations to potential employees in order to rate and evaluate their performance In-Basket Test: Simulates decision making challenges that executives face Basket full of memos is given to applicant, and applicant
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Coon_20 - Chapter 20 Applied Psychology Table of Contents...

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