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Scenerios for organizational psychology

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1. Organizations often consider new employees to be a liability. Please explain why.
2. Compare and contrast productive and counterproductive work behavior and organizational citizenship behavior.
3. What is the difference between Campbell and Murphyâ??s job performance models?
4. Mental ability, job experience and personality are said to all be predictors for job performance. Select a job and highlight why one of these three is most important predictor and why?
5. What is job satisfaction and how is it measured?
6. What is the difference between the Job Description Index (JDI) and the Minnesota Satisfaction Questionnaire (MSQ) and explain how they are used by organizations.
7. What are some of the major predictors of job satisfaction?
8. Identify some of the major issues associated with workplace turnover.
9. Hofstede found organizations from different cultures have different distinct values. Please describe those values he discovered and the significance they play in organizations.
10.What is organizational commitment and what are some predictors for it.
11.What are some consequences for organizational commitment or lack thereof?
12. Define employee absenteeism, how itâ??s measured, the predictors for it, and the cross cultural differences of it.
13. Describe Beehr and Newmanâ??s Model for occupational stress.
14. What are ways that organizations can reduce the impact of workplace stressors?

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Short answers to 14 questions about working in organizational psychology

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hope this helps....

Organizations

1. Organizations often consider new employees to be a liability. Please explain why.

New employees are a liability for several reasons. One major one is cost; the background checking, training, and time waiting from when they start till when they turn a profit (understand, know and do the job the maximum peak). Another liability associated with cost is the uncertain of their commitment to the company and length of stay but still receive benefits of insurance, workman's comp, health care, and paid time off.

2. Compare and contrast productive and counterproductive work behavior and organizational citizenship behavior.

Productive work behavior, or organizational citizenship, is anything that makes the company a profit; whether it is cutting costs, doing more work then paid for, or completing assignments ahead of projected schedule. Counterproductive is just the opposite, anything that waste time and money. Employees not staying on tasks, spending longer on projects then needed, and even horse-playing, joke telling, and socializing is counterproductive.

3. What is the difference between Campbell and Murphy's job performance models?
Murphy's model is a distinction between job performance at maintenance, the point in which the employee has learned (achieved) all knowledge and skills to perform job successfully, versus transitional job stages, where methods are still being defined and learned while making decisions on topics unfamiliar to them.
Campbell's model focuses on typical performance, like doing bare minimal, not advancing, allowing personal interference, versus maximum performance, high level of proficiency, demonstrating effort, and maintaining ...

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