This document discusses psychology and work. It covers topics like recruitment, selection processes, fair employment practices, job analysis, and influences on job preferences. The purpose is to explain important concepts in industrial and organizational psychology related to finding and selecting job applicants.
The document is a chapter from an Industrial-Organizational (I-O) psychology textbook. It provides an overview of the field of I-O psychology, including its history, key topics, research methods, and contemporary challenges. Some of the major areas discussed include the origins of I-O psychology, the Hawthorne studies, psychological testing during World War I and II, common jobs and salaries for I-O psychologists, and problems faced in the field such as fraudulent practitioners.
This document summarizes key aspects of performance appraisal systems. It defines performance appraisal as the formal evaluation of employee performance for career decisions. It describes guidelines to ensure appraisal systems comply with anti-discrimination laws and discusses common rating errors like halo effects. It also outlines techniques to measure performance, including objective and subjective methods, and ways to improve effectiveness, such as reducing rating errors through training and feedback.
The document discusses research methods used in psychology and the workplace. It covers experimental and non-experimental methods like naturalistic observation, surveys, and web-based research. Experimental methods manipulate an independent variable to measure its effect on a dependent variable using control and experimental groups. Non-experimental methods observe behaviors without manipulation. The document also discusses research limitations, designing experiments, collecting and analyzing data through descriptive and inferential statistics, and meta-analysis.
This document provides an overview of psychological testing in the workplace. It discusses key characteristics of psychological tests like standardization, objectivity, reliability and validity. It describes different types of tests including cognitive ability, interests, aptitudes and personality tests. It also covers issues around fair employment practices, test administration, problems with psychological testing and ethics. The overall purpose is to explain how psychological testing is used to select and evaluate employees.
In 2014, employers were sued in more than 88,000 employment-related lawsuits. As managers in small to mid-sized businesses, it is critical to identify and avoid legal pitfalls when hiring, managing, and terminating employees. To help you, we’ve created a 3-part webcast series with seasoned attorneys from Fenwick & West’s Employment Practices Group.
In this first webcast, Sheeva J. Ghassemi-Vanni, Senior Associate at Fenwick & West, will cover the hidden risks in the initial stages of the employment process: recruiting and onboarding employees. She will address:
- An overview of discrimination law and how to legally screen candidates
- What red flags to look for when
- Interview dos and don'ts
This document provides an overview of industrial-organizational (I-O) psychology. It discusses the history and roots of the field in experimental psychology, differential psychology, and industrial engineering. A key development was the Hawthorne Studies from 1924-1932 which showed the importance of social and psychological factors in work behavior over physical factors alone. The document also outlines major topics within I-O psychology like human resources, organizational psychology, and engineering psychology.
The document is a career guide from the Career Center at the University of Washington that provides information and resources to help students with career planning and their job search. It outlines the key services offered by the Career Center, including career counseling, job listings, career fairs and recruiting events, resume and interview preparation assistance, and more. It also discusses steps in the career planning process and notes that liberal arts majors have many post-graduation options and employable skills, and the Career Center can help students in exploring careers and communicating their strengths to potential employers.
The document provides information about the services and policies of CNY Works, a one-stop career center. It outlines their office hours, contact information, parking and security policies, goals to assist customers, and services such as job search support, workshops, computer training courses, veterans support, disability services, and online job search resources. It also details how to sign up for workshops and training courses and use their on-site computer lab.
The document is a chapter from an Industrial-Organizational (I-O) psychology textbook. It provides an overview of the field of I-O psychology, including its history, key topics, research methods, and contemporary challenges. Some of the major areas discussed include the origins of I-O psychology, the Hawthorne studies, psychological testing during World War I and II, common jobs and salaries for I-O psychologists, and problems faced in the field such as fraudulent practitioners.
This document summarizes key aspects of performance appraisal systems. It defines performance appraisal as the formal evaluation of employee performance for career decisions. It describes guidelines to ensure appraisal systems comply with anti-discrimination laws and discusses common rating errors like halo effects. It also outlines techniques to measure performance, including objective and subjective methods, and ways to improve effectiveness, such as reducing rating errors through training and feedback.
The document discusses research methods used in psychology and the workplace. It covers experimental and non-experimental methods like naturalistic observation, surveys, and web-based research. Experimental methods manipulate an independent variable to measure its effect on a dependent variable using control and experimental groups. Non-experimental methods observe behaviors without manipulation. The document also discusses research limitations, designing experiments, collecting and analyzing data through descriptive and inferential statistics, and meta-analysis.
This document provides an overview of psychological testing in the workplace. It discusses key characteristics of psychological tests like standardization, objectivity, reliability and validity. It describes different types of tests including cognitive ability, interests, aptitudes and personality tests. It also covers issues around fair employment practices, test administration, problems with psychological testing and ethics. The overall purpose is to explain how psychological testing is used to select and evaluate employees.
In 2014, employers were sued in more than 88,000 employment-related lawsuits. As managers in small to mid-sized businesses, it is critical to identify and avoid legal pitfalls when hiring, managing, and terminating employees. To help you, we’ve created a 3-part webcast series with seasoned attorneys from Fenwick & West’s Employment Practices Group.
In this first webcast, Sheeva J. Ghassemi-Vanni, Senior Associate at Fenwick & West, will cover the hidden risks in the initial stages of the employment process: recruiting and onboarding employees. She will address:
- An overview of discrimination law and how to legally screen candidates
- What red flags to look for when
- Interview dos and don'ts
This document provides an overview of industrial-organizational (I-O) psychology. It discusses the history and roots of the field in experimental psychology, differential psychology, and industrial engineering. A key development was the Hawthorne Studies from 1924-1932 which showed the importance of social and psychological factors in work behavior over physical factors alone. The document also outlines major topics within I-O psychology like human resources, organizational psychology, and engineering psychology.
The document is a career guide from the Career Center at the University of Washington that provides information and resources to help students with career planning and their job search. It outlines the key services offered by the Career Center, including career counseling, job listings, career fairs and recruiting events, resume and interview preparation assistance, and more. It also discusses steps in the career planning process and notes that liberal arts majors have many post-graduation options and employable skills, and the Career Center can help students in exploring careers and communicating their strengths to potential employers.
The document provides information about the services and policies of CNY Works, a one-stop career center. It outlines their office hours, contact information, parking and security policies, goals to assist customers, and services such as job search support, workshops, computer training courses, veterans support, disability services, and online job search resources. It also details how to sign up for workshops and training courses and use their on-site computer lab.
This document provides an overview of motivation theories and concepts related to job satisfaction. It begins with definitions of motivation and discusses both content and process theories of motivation, including achievement motivation theory, Maslow's needs hierarchy theory, Herzberg's two-factor theory, job characteristics theory, expectancy theory, equity theory, and goal-setting theory. It also covers job satisfaction, its measurement, relationship to job performance, and impact of job loss.
Fresh Arts Fundamental HR/Employment Policies for Organizations 2014Fresh Arts
Fundamental HR/Employment Policies for Organizations
For arts administrators of small to mid-sized nonprofits
Monday, June 2, from 4-6 p.m.
@ Fresh Arts, 2101 Winter Street, #B11, Houston, TX 77007
Presenters:
Bob Lawson, Director of Administration & Education, Theatre Under the Stars
Elaine C. Becraft, Counsel, Labor & Employment, LyondellBasell
Not sure who on your team should receive a 1099 or a W-2? Are you supposed to be paying unemployment taxes? Do you know the rules around interns? Join Bob Lawson, of Theatre Under the Stars, and employment lawyer, Elaine C. Becraft for a crash course in what you need to know and what you didn’t know you didn’t know. This is a great opportunity for administrators to have questions answered by an expert in the field and address some of the unique challenges we all face in keeping our small or mid-size organizations in compliance with HR standards.
Topics include:
- Basic distinctions between 1099/W2 employees, as well as exempt/non-exempt
- How to avoid abusing interns
- Basic options for offering benefits
- Basic reporting for new hires
- Unemployment taxes (when you need to worry about them)
- The advantages and timing of outsourcing, rather than handling HR in house
- Common questions re: employment law
- Basic best practices for interviewing/hiring
- Employee reviews + HR advocate on board of directors for smaller nonprofits (i.e. to provide an additional outlet for reporting HR problems)
- The "Absolute Musts" of any employee handbook (I found a great resource from ADP on this subject)
This document provides an overview and summary of discrimination and harassment issues facing employers. It discusses the key drivers of change including new regulations, leadership, and expansion of rights. It highlights issues in hiring like screening of union members, use of criminal history, social media reviews, and assessment testing accommodations. The document outlines real discrimination claims involving race, national origin, sexual harassment, pregnancy, disability, religious, age, and retaliation issues. It emphasizes the importance of policies, training, documentation, and consistency in practices to prevent discrimination claims.
This document summarizes key aspects of staffing and recruiting discussed in Chapter 5. It describes the human resource management process and how it involves assessing current human resources, future needs, recruitment, and selection. It also discusses common recruitment sources, selection tools, training methods, and legal issues around topics like sexual harassment, layoffs, and diversity. Government regulations influence hiring decisions, and validity and reliability are important in selection to minimize risks of discrimination.
This document discusses key aspects of staffing and recruiting for human resource management. It covers the human resource management process, including employment planning, recruitment, selection, orientation, and training. Government regulations that influence hiring are examined, such as affirmative action and laws enforced by the Equal Employment Opportunity Commission. Methods for recruitment, selection of candidates, and workforce downsizing are outlined. Training approaches like on-the-job and off-the-job training are also summarized. Current issues for human resource management including workplace diversity, sexual harassment, and layoffs are also reviewed.
This document summarizes key aspects of staffing and recruiting discussed in Chapter 5. It describes the human resource management process and how it involves assessing current human resources, future needs, recruitment, and selection. It also discusses common recruitment sources, selection tools, training methods, and legal issues around topics like sexual harassment, layoffs, and diversity. Government regulations influence hiring decisions, and validity and reliability are important in selection to minimize risks of discrimination.
The webinar covered best practices for hiring, including sourcing candidates, screening resumes and phone screens, conducting interviews, and final screening. It emphasized the importance of hiring the right person and avoiding discrimination. Interviewers were advised to ask only job-related questions consistently, avoid biases, and properly prepare, listen and follow up to assess candidates fully based on qualifications and experience.
Crater one stop center power point march 2018Brandon Moore
This document provides information about workforce development services available through the American Job Centers and One Stop Centers in the Crater Region of Virginia. It notes that the Workforce Innovation and Opportunity Act (WIOA) established the One Stop Center model across Virginia, with the state system administered by the Virginia Community College System. Two comprehensive One Stop Centers are located in Petersburg and Emporia that provide a continuum of services through partner organizations to help job seekers with employment goals. Services include career assessments, job search resources, training referrals, and assistance developing career goals and plans. Contact information is provided for the two centers.
This slideshow was presented to the Hampton Roads Chamber of Commerce in February 2014. It includes:
- job-market data for Hampton Roads
- a preview of the region's future
- current and future trends in hiring
- how to put all of this information to use in your business
SJCS is a non-profit organization that has provided services in multiple states since the Civil War. They provide employment services, community living services, and community participation programs with a focus on inclusion. Their goal is to help individuals envision meaningful lives in their communities through paid employment, community involvement, and informed choice. They believe everyone should have a career, relationships, and make contributions. SJCS supports individuals through customized employment, volunteer opportunities, and skill building to help them work or eventually obtain employment in an inclusive setting.
Charleston 855271-v1-charter school alliance hr best practices presentationAtharv Paranjpe
This document provides guidance on HR best practices related to hiring, firing, and employment policies. It discusses proper procedures for applicant tracking, recruiting, pre-employment screening, hiring documentation, job descriptions, performance evaluations, discipline, terminations, record keeping, and document retention in compliance with employment laws. Key recommendations include using standardized, job-related processes; treating all applicants and employees consistently; and properly documenting all employment actions.
Charleston 855271-v1-charter school alliance hr best practices presentationAtharv Paranjpe
This document provides guidance on best practices for HR policies and procedures related to hiring, firing, and employment practices. It discusses proper procedures for applicant tracking, recruiting, pre-employment screening, hiring documentation, job descriptions, performance evaluations, discipline, terminations, record-keeping, and compliance with employment laws. Key recommendations include using standardized, job-related processes; avoiding subjective criteria; documenting all employment actions; and retaining records according to legal requirements.
Charleston 855271-v1-charter school alliance hr best practices presentationAtharv Paranjpe
This document provides guidance on best practices for human resources procedures related to hiring, firing, and employment practices. It discusses recommendations for application processes, recruiting, pre-employment screening, hiring documentation, employment policies, performance evaluations, discipline, terminations, record-keeping requirements, and legal compliance with employment laws. The guidance aims to help ensure fair, consistent, and legally compliant treatment of all employees.
This document outlines a workshop on practical workforce development for recruitment and retention. It discusses key challenges for the direct support professional (DSP) workforce in the United States and Australia. Challenges include high turnover rates, staffing vacancies, low wages, lack of benefits, and poor career paths/training. The workshop covers intervention strategies for different stages of the employee lifecycle like recruitment, orientation, training and retention. It also discusses developing organizational workforce development plans and identifying priorities for follow-up activities to address DSP challenges. National resources in the US that can help address these issues are also presented.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening and interviewing candidates, analyzing recruitment data, and supporting recruiters. Qualified candidates should have 1-2 years of recruitment, staffing, or sourcing experience and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, compiling data and metrics on sourcing efforts, and supporting recruiters. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
This document provides guidance on non-academic job searching. It discusses current job market trends of decreased opportunities but an increase in hiring by smaller employers and startups. Qualities in demand include communication skills and a strong work ethic. Effective strategies include researching opportunities, networking, conducting informational interviews, and using social media like LinkedIn to develop an online presence. The key is taking control of the search process through patience, open-mindedness, and following up on leads from a variety of sources.
The document discusses the field of engineering psychology and human factors. It provides an overview of the history and goals of the field, which aims to optimize interactions between humans and machines by considering human abilities and limitations in design. Some key topics covered include time-motion studies, principles of workspace and control design, and types of visual, auditory, and tactile displays. The overall purpose of engineering psychology is to apply psychological knowledge to improve safety, performance and satisfaction in person-machine systems.
This document discusses workplace stress and stress management. It describes stress as physiological and psychological responses to unpleasant stimulation or threatening events. Prolonged stress can lead to physical and mental health issues. The document outlines various stressors in the workplace like work overload, organizational change, and role ambiguity. It also discusses individual differences in stress responses and effective stress management programs and strategies.
This document provides an overview of motivation theories and concepts related to job satisfaction. It begins with definitions of motivation and discusses both content and process theories of motivation, including achievement motivation theory, Maslow's needs hierarchy theory, Herzberg's two-factor theory, job characteristics theory, expectancy theory, equity theory, and goal-setting theory. It also covers job satisfaction, its measurement, relationship to job performance, and impact of job loss.
Fresh Arts Fundamental HR/Employment Policies for Organizations 2014Fresh Arts
Fundamental HR/Employment Policies for Organizations
For arts administrators of small to mid-sized nonprofits
Monday, June 2, from 4-6 p.m.
@ Fresh Arts, 2101 Winter Street, #B11, Houston, TX 77007
Presenters:
Bob Lawson, Director of Administration & Education, Theatre Under the Stars
Elaine C. Becraft, Counsel, Labor & Employment, LyondellBasell
Not sure who on your team should receive a 1099 or a W-2? Are you supposed to be paying unemployment taxes? Do you know the rules around interns? Join Bob Lawson, of Theatre Under the Stars, and employment lawyer, Elaine C. Becraft for a crash course in what you need to know and what you didn’t know you didn’t know. This is a great opportunity for administrators to have questions answered by an expert in the field and address some of the unique challenges we all face in keeping our small or mid-size organizations in compliance with HR standards.
Topics include:
- Basic distinctions between 1099/W2 employees, as well as exempt/non-exempt
- How to avoid abusing interns
- Basic options for offering benefits
- Basic reporting for new hires
- Unemployment taxes (when you need to worry about them)
- The advantages and timing of outsourcing, rather than handling HR in house
- Common questions re: employment law
- Basic best practices for interviewing/hiring
- Employee reviews + HR advocate on board of directors for smaller nonprofits (i.e. to provide an additional outlet for reporting HR problems)
- The "Absolute Musts" of any employee handbook (I found a great resource from ADP on this subject)
This document provides an overview and summary of discrimination and harassment issues facing employers. It discusses the key drivers of change including new regulations, leadership, and expansion of rights. It highlights issues in hiring like screening of union members, use of criminal history, social media reviews, and assessment testing accommodations. The document outlines real discrimination claims involving race, national origin, sexual harassment, pregnancy, disability, religious, age, and retaliation issues. It emphasizes the importance of policies, training, documentation, and consistency in practices to prevent discrimination claims.
This document summarizes key aspects of staffing and recruiting discussed in Chapter 5. It describes the human resource management process and how it involves assessing current human resources, future needs, recruitment, and selection. It also discusses common recruitment sources, selection tools, training methods, and legal issues around topics like sexual harassment, layoffs, and diversity. Government regulations influence hiring decisions, and validity and reliability are important in selection to minimize risks of discrimination.
This document discusses key aspects of staffing and recruiting for human resource management. It covers the human resource management process, including employment planning, recruitment, selection, orientation, and training. Government regulations that influence hiring are examined, such as affirmative action and laws enforced by the Equal Employment Opportunity Commission. Methods for recruitment, selection of candidates, and workforce downsizing are outlined. Training approaches like on-the-job and off-the-job training are also summarized. Current issues for human resource management including workplace diversity, sexual harassment, and layoffs are also reviewed.
This document summarizes key aspects of staffing and recruiting discussed in Chapter 5. It describes the human resource management process and how it involves assessing current human resources, future needs, recruitment, and selection. It also discusses common recruitment sources, selection tools, training methods, and legal issues around topics like sexual harassment, layoffs, and diversity. Government regulations influence hiring decisions, and validity and reliability are important in selection to minimize risks of discrimination.
The webinar covered best practices for hiring, including sourcing candidates, screening resumes and phone screens, conducting interviews, and final screening. It emphasized the importance of hiring the right person and avoiding discrimination. Interviewers were advised to ask only job-related questions consistently, avoid biases, and properly prepare, listen and follow up to assess candidates fully based on qualifications and experience.
Crater one stop center power point march 2018Brandon Moore
This document provides information about workforce development services available through the American Job Centers and One Stop Centers in the Crater Region of Virginia. It notes that the Workforce Innovation and Opportunity Act (WIOA) established the One Stop Center model across Virginia, with the state system administered by the Virginia Community College System. Two comprehensive One Stop Centers are located in Petersburg and Emporia that provide a continuum of services through partner organizations to help job seekers with employment goals. Services include career assessments, job search resources, training referrals, and assistance developing career goals and plans. Contact information is provided for the two centers.
This slideshow was presented to the Hampton Roads Chamber of Commerce in February 2014. It includes:
- job-market data for Hampton Roads
- a preview of the region's future
- current and future trends in hiring
- how to put all of this information to use in your business
SJCS is a non-profit organization that has provided services in multiple states since the Civil War. They provide employment services, community living services, and community participation programs with a focus on inclusion. Their goal is to help individuals envision meaningful lives in their communities through paid employment, community involvement, and informed choice. They believe everyone should have a career, relationships, and make contributions. SJCS supports individuals through customized employment, volunteer opportunities, and skill building to help them work or eventually obtain employment in an inclusive setting.
Charleston 855271-v1-charter school alliance hr best practices presentationAtharv Paranjpe
This document provides guidance on HR best practices related to hiring, firing, and employment policies. It discusses proper procedures for applicant tracking, recruiting, pre-employment screening, hiring documentation, job descriptions, performance evaluations, discipline, terminations, record keeping, and document retention in compliance with employment laws. Key recommendations include using standardized, job-related processes; treating all applicants and employees consistently; and properly documenting all employment actions.
Charleston 855271-v1-charter school alliance hr best practices presentationAtharv Paranjpe
This document provides guidance on best practices for HR policies and procedures related to hiring, firing, and employment practices. It discusses proper procedures for applicant tracking, recruiting, pre-employment screening, hiring documentation, job descriptions, performance evaluations, discipline, terminations, record-keeping, and compliance with employment laws. Key recommendations include using standardized, job-related processes; avoiding subjective criteria; documenting all employment actions; and retaining records according to legal requirements.
Charleston 855271-v1-charter school alliance hr best practices presentationAtharv Paranjpe
This document provides guidance on best practices for human resources procedures related to hiring, firing, and employment practices. It discusses recommendations for application processes, recruiting, pre-employment screening, hiring documentation, employment policies, performance evaluations, discipline, terminations, record-keeping requirements, and legal compliance with employment laws. The guidance aims to help ensure fair, consistent, and legally compliant treatment of all employees.
This document outlines a workshop on practical workforce development for recruitment and retention. It discusses key challenges for the direct support professional (DSP) workforce in the United States and Australia. Challenges include high turnover rates, staffing vacancies, low wages, lack of benefits, and poor career paths/training. The workshop covers intervention strategies for different stages of the employee lifecycle like recruitment, orientation, training and retention. It also discusses developing organizational workforce development plans and identifying priorities for follow-up activities to address DSP challenges. National resources in the US that can help address these issues are also presented.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening and interviewing candidates, analyzing recruitment data, and supporting recruiters. Qualified candidates should have 1-2 years of recruitment, staffing, or sourcing experience and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, compiling data and metrics on sourcing efforts, and supporting recruiters. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
This document provides guidance on non-academic job searching. It discusses current job market trends of decreased opportunities but an increase in hiring by smaller employers and startups. Qualities in demand include communication skills and a strong work ethic. Effective strategies include researching opportunities, networking, conducting informational interviews, and using social media like LinkedIn to develop an online presence. The key is taking control of the search process through patience, open-mindedness, and following up on leads from a variety of sources.
The document discusses the field of engineering psychology and human factors. It provides an overview of the history and goals of the field, which aims to optimize interactions between humans and machines by considering human abilities and limitations in design. Some key topics covered include time-motion studies, principles of workspace and control design, and types of visual, auditory, and tactile displays. The overall purpose of engineering psychology is to apply psychological knowledge to improve safety, performance and satisfaction in person-machine systems.
This document discusses workplace stress and stress management. It describes stress as physiological and psychological responses to unpleasant stimulation or threatening events. Prolonged stress can lead to physical and mental health issues. The document outlines various stressors in the workplace like work overload, organizational change, and role ambiguity. It also discusses individual differences in stress responses and effective stress management programs and strategies.
This document discusses physical and temporal working conditions and their impact on employee satisfaction, productivity and absenteeism. It covers topics like office design, lighting, noise, temperature and different work schedules. Alternative schedules like flexible hours, part-time work and four-day workweeks can help employees balance work and family responsibilities and lead to improved satisfaction and productivity for some workers. Physical factors in the workplace like lighting, noise and temperature also significantly impact employee attitudes and performance.
This document discusses leadership theories and styles. It covers contingency theory, path-goal theory, and leader-member exchange theory. It also describes different leadership styles like transformational and transactional. Additionally, it discusses characteristics of successful and unsuccessful leaders, as well as challenges faced by women and minorities in management positions.
This document discusses various topics relating to workplace training programs, including:
- The scope and goals of organizational training programs. McDonald's Hamburger University is provided as an example.
- Common training methods used in workplaces like on-the-job training, computer-assisted instruction, and role playing.
- Factors that influence learning like trainee attributes, the pre-training environment, principles of learning theory, and the need for feedback.
- The importance of evaluating training programs to determine their effectiveness.
This study examined career indecision among 397 managers and professionals at a large bank. The researchers developed a measure of career indecision and tested a model of its sources and outcomes. Through a factor analysis, they identified seven potential sources of career indecision. The model proposed that work/life experience, trait anxiety, and career assistance from the employer would indirectly influence career indecision through their effects on its sources. Sources like lack of self-knowledge were expected to directly impact career indecision status. Potential outcomes included negative work attitudes, life stress, and intentions to explore career options further. The study aimed to advance understanding of career indecision among employed adults versus student populations.
This document provides a proposal for a stress management group for single parents. It will focus on cognitive thinking, stress coping skills, and building a mutual support network. The number of single parents in Hong Kong has increased significantly in recent decades. Single parents face many stressors related to finances, parenting responsibilities, and emotional well-being after becoming a single parent. The group aims to help members reduce stress and improve their quality of life by learning skills like cognitive restructuring based on cognitive behavioral therapy principles.
This document discusses defining and measuring the trait of superstition. It begins by reviewing different definitions of superstition in the literature and outlines the goals of developing a clear definition and measurement scale. An exploratory qualitative study led the researchers to define superstition as unfounded half-beliefs that certain events or objects can bring good or bad luck. Several data collections were then used to develop a 27-item, 5-dimension scale to measure superstition. The scale dimensions are popular beliefs about good and bad fortune, belief in destiny, magical thinking, and defensive pessimism.
The Motivational Structure Questionnaire (MSQ) identifies problem drinkers' maladaptive motivational patterns that underlie their motivations for drinking alcohol. It does so by having respondents name their current concerns in major life areas and characterize each concern along dimensions that reveal the structure of their motivation. A computer program then generates quantitative indices and a motivational profile depicting the respondent's significant motivational features and problem areas. Administration takes 2-3 hours on average. The MSQ can help pinpoint problem drinkers' motivational issues to provide a basis for motivational counseling to change maladaptive patterns. It has been used in research concerned with motivational and volitional factors.
The document describes the development of the Belief in Good Luck (BIGL) Scale. Three studies provided evidence that there are reliable individual differences in beliefs about luck. Some people view luck as a stable force that influences events in their favor, while others see luck as random and unreliable. Belief in good luck was related to beliefs about chance but distinct from other constructs like optimism or self-esteem. The scale predicted positive expectations for outcomes associated with luck, suggesting irrational beliefs about luck can influence expectations of future success.
This document discusses social exchange theory and interdependence theory as they relate to relationships. It covers:
- People seek relationships that provide maximum rewards with minimum costs, and stay only if outcomes remain profitable. Satisfaction depends on outcomes exceeding our expectations.
- Comparison levels (CL) are the standards we use to judge relationship satisfaction, based on past relationship rewards. Comparison levels for alternatives (CLalt) are the best outcomes available elsewhere, determining how dependent we are on the current relationship.
- As time passes in a relationship, CL may rise while outcomes remain the same, risking taking the relationship for granted. CLalt increasing, such as from women's rights, can make relationships unhappier and less
This document discusses evidence-based approaches to facilitating career choices through decision theory. It presents several key aspects of career decision making, including the large amount of information and options to consider, the uncertainty involved, and non-cognitive influences. Several tools are proposed to help structure the complex career decision process, including the Career Decision-Making Difficulties Questionnaire (CDDQ) to assess an individual's challenges, and a three-stage model (PIC) to guide their decision making. The document also discusses developing and validating computer-assisted career guidance systems using theoretical knowledge and empirical methods.
This document discusses interdependence theory and its application to personal relationships. It contains the following key points:
1) Interdependence theory analyzes how people in relationships coordinate outcomes to maximize benefits for both partners, taking into account rewards, costs, comparisons to alternatives, and issues of fairness.
2) Relationships are most satisfying when rewards outweigh costs, outcomes meet or exceed expectations, and the relationship is perceived as fair. Commitment increases with satisfaction but people may stay in dissatisfying relationships due to investments, lack of alternatives, or moral commitments.
3) Self-disclosure, intimacy, power balances, conflict resolution styles, and accommodation versus neglect during dissatisfaction all impact relationship satisfaction and commitment over time according
This chapter discusses interdependence and roles in organizations. It covers types of interdependence like pooled, sequential, reciprocal, and comprehensive interdependence. It also discusses role taking and making, norms and role episodes, communication processes, socialization to new roles, and maintaining quality interpersonal relationships through concepts like equity theory. The key topics covered are types of interdependence, roles and norms, communication barriers, socialization goals and tactics, and responses to inequity.
This document discusses several theories of career development: trait-factor theories which match individuals' abilities to vocations; sociology of career choice which emphasizes social factors beyond an individual's control; developmental/self-concept theory where career choices reflect one's evolving self-image; personality theories linking career satisfaction to personality traits; and behavioral approaches observing environmental influences on career decisions. It also covers needs-based theories arguing occupational choices satisfy psychological needs.
Here are some key points about open world cafe:
- It's a structured conversational process for knowledge sharing in a relaxed, informal setting.
- Participants discuss questions or topics at tables in rounds of conversation. They can stay at their table or move to new ones.
- Having questions or topics helps guide discussion. The questions should be open-ended to allow for diverse perspectives.
- One person stays at the table as the "host" while others move, allowing ideas to build from round to round.
- Ambiance matters - cafe setting with music, food and drinks helps set the tone for open sharing.
- Effective facilitation is key - someone welcomes people and explains the process to maximize engagement
This document summarizes key topics in close relationships from a psychology textbook, including:
- Attachment styles developed in childhood influence relationships. Those securely attached do best.
- Family bonds provide the basis for other relationships. Siblings' interactions impact social skills.
- Friendships involve self-disclosure and support, though men and women differ in topics discussed.
- Romantic love combines passion, intimacy, and commitment. Cultural norms shape partner selection.
- Marital success relies on similarity, secure attachment, and minimizing costs and conflicts over time.
Systems theory provides a framework for viewing organizations as complex systems with interdependent parts. It recognizes that organizations are open systems that import and export resources with their environment. An organization's structure and functions depend on its environment and ability to adapt through feedback. The learning organization applies systems principles by continually expanding its capacity to learn from its environment through open communication between interdependent parts.
Nonparametric tests between subjects SPSS - D. Boduszek.pdfJoshuaLau29
This document provides an overview of non-parametric tests in SPSS, specifically the Mann-Whitney U test and Kruskal-Wallis H test. It describes when to use non-parametric tests, the SPSS procedures for the Mann-Whitney U and Kruskal-Wallis tests, and how to interpret and report the outputs of these tests. Examples are given of using these tests to compare criminal thinking between violent and non-violent offenders and to compare psychoticism between prisoner age groups.
1. A multiple regression analysis was conducted to predict problems related to drug use from self-efficacy, marijuana use, self-control, peer norms, and two dummy coded variables for race while controlling for other variables. The regression model accounted for 14% of the variance in drug problems.
2. Marijuana use and self-efficacy significantly predicted drug problems, with more marijuana use and lower self-efficacy associated with greater problems. Assumption checks found no significant violations.
3. A stepwise regression selected a two-predictor model with marijuana use and self-efficacy as significant predictors of drug problems.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.