Industrial-Organizational Psychology: An Introductory Module

 

Discussion Questions

These questions are appropriate for use during the presentation. Slide numbers are presented so that the presentation may be paused after the slide for the discussion. I like to have small groups of 3-4 students work on these and report out or have individual students write responses to the questions and then share their answer with a classmate.

 

Slide 3: I-O psychologists help improve the performance and well-being of people at work. Do you think those two objectives are incompatible?

Slide 7: Can you provide examples, perhaps from your own experience, of fit or misfit for each type of P-E fit (supplementary, demands-abilities, needs-supplies)?

 

Slide 13: There are a number of selection methods that are better for hiring than unstructured interviews. Yet, unstructured interviews are probably the most popular selection method. Why do you think they are so popular? Can you think of ways to encourage organizations to use better selection methods?

 

Slide 14: Pick a job that you are familiar with and develop structured interview questions that are situational or behavioral.

Slide 16: Psychologists use measures or tests for all sorts of purposes. How might we establish the validity of a college admissions test (e.g., ACT/SAT)? A matchmaking test on a dating website? An intelligence test?

Slide 20: Typically, an empoyee will receive an annual performance evaluation from his or her supervisor. What might be some of the advantages of enlisting others (e.g., coworkers, subordinates) to provide an evaluation, too?

Slide 23: What supplies would a job have to offer to make you satisfied?