Principles Of Industrial And Organizational Psychology

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 I need about 150 words for each of the question
                                                                                      # 5
Q A
What types of psychometric assessments (e.g., personality inventories, cognitive assessments, and integrity tests) are best to identify applicants with the strongest job and organizational fit? Why?
Q B
When should interviews be used in a multi-hurdle selection process? Are structured interviews best? Why or why not? Do multiple interviewers add validity to the hiring decision? Explain.
                                                                  RESOURCES
1. Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts?
Read:
Gray, E., & Nathan, G. (2015, June 22). Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts? Time, 185(23), 40-46.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ulh&AN=103175128&site=ehost-live&scope=site
2. Employability and Career Success: Bridging the Gap Between Theory and Reality.
Read:
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality. Industrial & Organizational Psychology, 6(1), 3-16. doi: 10.1111/iops.12001.
http://www.drtomascp.com/uploads/PIOP_final_employability.pdf
3. The Importance of Ability and Effort in Recruiters’ Hirability Decisions: An Empirical Examination of Attribution Theory
Read:
Carless, S., & Waterworth, R. (2012). The importance of ability and effort in recruiters’ hirability decisions: An empirical examination of attribution theory. Australian Psychologist, 47, 232-237.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=83512570&site=ehost-live&scope=site
4. The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature.
Read:
Levashina, J., Hartwell, C., Morgeson, F., & Campion, M. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67, 241-293. doi: 10.1111/peps.12052
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=94280024&site=ehost-live&scope=site
5. The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings
Read:
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=1998-10661-006&site=ehost-live&scope=site
                                                                              # 6
Q A
What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position
Q B
What are the advantages of supervisor training for employee appraisals? Should employees self-rate prior to the feedback meeting? Why or why not?
                                                                  RESOURCES
1. Increasing Performance Appraisal Effectiveness: Matching Task Types, Appraisal Process, and Rater Training.
Read:
Lee, C. (1985). Increasing performance appraisal effectiveness: Matching task types, appraisal process, and rater training. Academy of Management Review, 10, 322-331.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=4278235&site=ehost-live&scope=site
2. Overlooking Overkill? Beyond the 1-to-5 Rating Scale.
Read:
Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill? Beyond the 1-to-5 rating scale. Human Resource Planning, 28(3), 7-11.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=18585626&site=ehost-live&scope=site
3. Performance Appraisal: Verisimilitude Trumps Veracity.
Read:
Bowman, J. S. (1999). Performance appraisal: Verisimilitude trumps veracity. Public Personnel Management, 28, 557-576.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=2000028403&site=ehost-live&scope=site
4. The Relative Importance of Task and Contextual Performance Dimensions to Supervisor Judgments of Overall Performance.
Read:
Johnson, J. W. (2001).The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance. Journal of Applied Psychology, 86, 984-996.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=12128489&site=ehost-live&scope=site
                                                                                  # 7
Q A
What are two of the most important reasons for using theory-based information to develop employee training and development? What are two of the most relevant theories involved in this process? Explain.
Q B
Why is transfer of training important? Explain. How is this transfer measured? Explain.
                                                                      RESOURCES
Electronic Resource
1. DC Network
Use the 10 Key Strategic Points template found under the Research/Dissertation tab.
http://dc.gcu.edu
e-Library Resource
1. Advances in Leader and Leadership Development: A Review of 25 Years of Research and Theory.
Read:
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, 25, 63–82.
https://lopes.idm.oclc.org/login?url=http://dx.doi.org.lopes.idm.oclc.org/10.1016/j.leaqua.2013.11.004
2. Application of Cognitive, Skill-Based, and Affective Theories of Learning Outcomes to New Methods of Training Evaluation.
Read:
Kraiger, K., Ford, J. K., & Salas, E. (1993). Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation.Journal of Applied Psychology, 78(2), 311-328.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=12351708&site=ehost-live&scope=site
3. SAGE Research Methods
Use Sage Research Methods to research potential resources to develop the theoretical foundations for your paper.
https://lopes.idm.oclc.org/login?url=http://srmo.sagepub.com.lopes.idm.oclc.org/cases
4. The Evaluation of Two Key Leadership Development Program Components: Leadership Skills Assessment and Leadership Mentoring
Read:
Solansky, S. T. (2010). The evaluation of two key leadership development program components: Leadership skills assessment and leadership mentoring. The Leadership Quarterly, 21(4), 675–681.
https://lopes.idm.oclc.org/login?url=http://www.sciencedirect.com.lopes.idm.oclc.org/science/article/pii/S1048984310000950
5. Transfer of Leadership Skills: The Influence of Motivation to Transfer and Organizational Support in Managerial Training.
Read:
Franke, F., & Felfe, J. (2012). Transfer of leadership skills: The influence of motivation to transfer and organizational support in managerial training. Journal of Personnel Psychology, 11(4), 138–147.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2012-20199-004&site=ehost-live&scope=site
6. Transfer of Training: A Meta-Analytic Review.
Read:
Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2010). Transfer of training: A meta-analytic review. Journal of Management, 36, 1065–1105.
https://lopes.idm.oclc.org/login?url=http://jom.sagepub.com.lopes.idm.oclc.org/content/36/4/1065.full.pdf+html
                                                                                             # 8
Q A
What are the most important requisite skills required of organizational leaders? Why? How do effective and ineffective leadership behaviors affect employees both positively and negatively? Explain.
Q B
Focus on Research:
Reflect on three of the articles you have chosen for the literature review assignment. How will these articles help you proceed from here?
RESOURCES
1. Assessing Your Leadership Style to Achieve Organizational Objectives.
Read:
Rubin, E. N. (2013). Assessing your leadership style to achieve organizational objectives. Global Business & Organizational Excellence, 32(6), 55-66.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=89989512&site=ehost-live&scope=site
2. Personality, Leader Behavior and Overdoing It.
Read:
Kaiser, R. B., & Hogan, J. (2011). Personality, leader behavior and overdoing it. Consulting Psychology Journal: Practice and Research, 63, 219–242. doi: 10.1037/a0026795
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2011-30211-002&site=ehost-live&scope=site
3. Using 360° Feedback to Predict Performance
Read:
Maylett, T. M., & Riboldi, J. (2007, September). Using 360° feedback to predict performance. Training + Development, 61(9), 48-52.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=26595960&site=ehost-live&scope=site
4. What We Know About Leadership
Read:
Hogan, R., & Kaiser, R. B. (2005). What we know about leadership. Review of General Psychology, 9(2), 169-180.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2005-06355-007&site=ehost-live&scope=site

This work of HCR 230 Week 2 Discussion Questions shows the solutions to the following problems:DQ 1: Explain whether or not you believe Medicare’s eligibility limitations are reasonable in scope.

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This work of HCR 230 Week 2 Discussion Questions shows the solutions to the following problems:DQ 1: Explain whether or not you believe Medicare’s eligibility limitations are reasonable in scope.
DQ 2: In your opinion, what potential positive and negative ramifications could result from
offering payment incentives for physician participation in Medicare programs? Explain your answers and provide examples from this week’s Internet and ERR readings located on your student web page.

 
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Failure of democracy and the rise of totalitarianism

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Required Resources
Read/review the following resources for this activity:

  • Textbook: Chapter 4, 5
  • Lesson
  • Minimum of 1 scholarly source (in addition to the textbook)

Initial Post Instructions
During the 1930s, much of the world seemed to give up on their hope for a democratic solution to their problems and instead turned to totalitarianism, both in Europe and in Asia.

For the initial post, select and address one of the following:

  • Germany/Hitler
  • USSR/Stalin
  • Japan/Tojo

Address the following questions for your selection:

  • What effects did the history, politics, and economies of those areas play in their decisions to turn to totalitarianism?
  • What role did the Great Depression in the United States play in their plight?

Follow-Up Post Instructions
Respond to at least two peers or one peer and the instructor. At least one of your responses should be to a peer who chose an option different from yours. Further the dialogue by providing more information and clarification.

Writing Requirements

  • Minimum of 3 posts (1 initial & 2 follow-up)
  • Minimum of 2 sources cited (assigned readings/online lessons and an outside source)
  • APA format for in-text citations and list of references  

Assignment 3: Total Rewards System Proposal

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Due Week 6 and worth 250 points

This research-based assignment focuses on the latest available information about creating, organizing, and managing a total rewards program. Envision a service-based (insurance, telemarketing, or other) profit organization that employs 20,000 employees in 17 different countries. There are 2,000 management-level individuals who speak a variety of languages. The company employs diverse individuals who are governed by multiple regulatory environments.

Write an eight to ten (8-10) page paper in which you:

  1. Create a brief overview of the company requirements for a total rewards system.
  2. Formulate a total rewards strategy to encompass the fundamentals of compensation and the regulatory environments.
  3. Explain the advantages of the total rewards strategy you are proposing and how it might satisfy the employees’ needs.
  4. Determine the key communication components of the total rewards system.
  5. Indicate your strategy for devising a competitive pay structure.
  6. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources.
  7. Your assignment must follow these formatting requirements:
  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
  • The specific course learning outcomes associated with this assignment are:
  • Define total rewards and describe the advantages of a total rewards approach.
  • Analyze an organization’s strategy, workforce, operating environment, and key stakeholders to identify critical factors in designing a total rewards strategy.
  • Evaluate the elements of a total rewards communication program.
  • Use technology and information resources to research issues in total rewards.
  • Write clearly and concisely about total rewards using proper writing mechanics.

 

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