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Summary Industrial Psychology 144, lecture, slides, text book summary and notes.

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  • Course
  • Industrial Psychology 144
  • Institution
  • Stellenbosch University (SUN)

Stellenbosch First year industrial psychology 144 notes, text book summaries and lectures. Using these notes I got 71% for the final grade. it is clear, precise and a saving grace before A2 exams.

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Document information

  • January 16, 2023
  • 137
  • 2022/2023
  • Summary

Subjects

  • industrial pryscholoy
  • human resource management
  • stellenbosch university industrial prychology

Written for

  • Stellenbosch University (SUN)
  • Industrial Psychology 144
All documents for this subject (12)

1  review

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By: farrenluiters1 • 1 year ago

Notes are just a copy and paste of slides,does not explain concepts or anything

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Industrial Psychology 144
Chapter 1- Human Resources: Past and
Present
1. Scientific Management
The first radical change in what most owners and managers of the early

1900s generally considered the most effective means of managing employees o
Constant supervision and the threat of the loss of their jobs

Before scientific management

o All employees were considered equally productive
o If their productivity did not measure up, their employment deserved to be quickly
terminated

Instead of relying of fear and intimidation, managers should take a scientific and
objective approach in studying how work could be most efficiently designed

Workers who produce output above the standard must receive additional incentive
pay




Industrial Psychology 144 1

, The results of scientific management techniques received widespread praise in the
newspapers around the world and its principles spread quickly, generally with
success

This approach resulted in work methods and techniques that showed great concern
for employee output but little concern for employee satisfaction

The concept of the economic man held that a worker is motivated primarily by
economic gain and that a worker’s output can be maximised only through financial
incentives

Taylor created the differential piece-rate system whereby workers would receive a
higher rate of pay per piece produced after the daily output standard had been
achieved

The personnel departments of large companies had the traditional responsibilities of
recruiting, selection, training and health and safety; but the main focus of their
activities was the implementation of scientific management techniques

During this period, many personnel departments also actively supported welfare
programmes that addressed the needs of the employee

1. Human relations

During the 1930s and 1940s, management’s attention shifted from scientific
management to human relations

The Hawthorne studies o Employee productivity was affected not only by the way
the job was designed and the manner in which employees were rewarded
economically but also by certain social and psychological factors

Employee’s feelings, emotions and sentiments were strongly affected by such
work conditions as group relationships, leadership styles and support from
management and that those feelings could have a significant impact on
productivity

Treating employees with dignity would both enhance employee satisfaction and
enable the achievement of higher productivity

The personnel department was primarily responsible for designing and
implementing programmes such as the supervisory training programmes




Industrial Psychology 144 2

, The shift to human relations was also influenced by the growing strength of unions
in SA and all over the world during this period

With unionisation came formal grievance procedures, which provided employees
with a measure of protection against arbitrary or despotic supervision

The human relations approach achieved only minimal success in increasing worker
output and enhancing job satisfaction

This is attributable to o The approach was based on an oversimplified concept of
human behaviour in an organisational setting

The approach failed to consider the concept of individual differences

The approach failed to recognise the need both for job structure and for controls
on employee behaviour

The approach failed to recognise that good human relations are but one of
many conditions necessary to sustain a high level of employee motivation


3. The human resources approach
Organisations benefit in two significant ways from this approach o An increase in
organisational effectiveness o The satisfaction of each employee’s needs

The human resource approach holds that organisational goals and human needs
are mutual and compatible

The term became popular in the 1970s o Research in the behavioural sciences
showed that managing people as resources rather as factors of production, or as
human beings who act solely on the basis of emotions, could result in real benefits
to both the organisation and the employee

Principles that provide the basis for a HR approach o Employees are investments
that will provide long-term rewards for the organisation in the form of greater
productivity

Policies, programmes and practices must be created that satisfy both the
economic and emotional needs of employees

A working environment must be created in which employees are encouraged to
develop and utilise their skills to the maximum extent




Industrial Psychology 144 3

, HR programmes and practices must be implemented with the goal of balancing
the needs and meeting the goals of the organisation and the employee



Strategic Human Resource Management
Involves making those decisions that define the overall mission and objectives of
the organisation, determining the most effective utilisation of its resources, and
crafting the strategy in ways that produce the intended results

SRHM activities addresses a wide variety of people issues relevant to the business
strategy

Strategic HR problems are the responsibility of every manager in every department

The HR staff are themselves resources to be called on in support of operating
managers

To be successful, the HR manager will need to acquire a complementary set of
competencies which can be classified as follows o Business mastery

HR manager will need to know the business of their organisation thoroughly and
their strategies

HR mastery

HR manager will have to keep abreast of changes relating to issues such
as staffing, development, appraisals, rewards,team-building and
communication

Change mastery

HR manager will have to be able to manage change processes so that HR
activities are effectively merged with the business needs of the organisation

Personal credibility

HR manager must establish personal credibility



Human Resource Functions
Activities that are most likely to be assigned exclusively to the HR department are o
Compensation and benefits issues o Affirmative action and employment equity



Industrial Psychology 144 4

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