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IOP2605 EXAM ANSWERS NEW2024 ;best version
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IOP2605 EXAM ANSWERS NEW2024 ;best version1. Personnel Selection
Question: Describe the key differences between structured and unstructured interviews.
Which type is generally considered more reliable and why?
Answer: Structured interviews involve standardized questions and a consistent format for
all candidates, which increases reliability and validity. Unstructured interviews are more
conversational and less consistent, leading to higher variability in responses and lower
reliability.
2. Performance Appraisal
Question: What are the main methods used for performance appraisal in organizations?
Discuss the advantages and disadvantages of each.
Answer: Common methods include self-assessment, peer review, 360-degree feedback,
and manager ratings. Self-assessment provides personal insight but may lack objectivity.
Peer reviews offer a broader perspective but can be influenced by interpersonal
dynamics. 360-degree feedback provides comprehensive feedback from multiple sources
but can be time-consuming and complex. Manager ratings are often straightforward but
may be biased.
3. Motivation Theories
Question: Compare and contrast Maslow’s Hierarchy of Needs with Herzberg’s Two-
Factor Theory. How do these theories explain employee motivation?
Answer: Maslow’s Hierarchy of Needs posits that individuals are motivated by a
hierarchy of needs: physiological, safety, love/belonging, esteem, and self-actualization.
Herzberg’s Two-Factor Theory divides factors into hygiene factors (which prevent
dissatisfaction) and motivators (which drive satisfaction). Maslow focuses on a sequential
fulfillment of needs, while Herzberg emphasizes factors contributing to job satisfaction
and dissatisfaction separately.
4. Organizational Culture
Question: What are the key components of organizational culture? How can leaders
influence and shape an organization’s culture?
Answer: Key components include values, beliefs, norms, and practices. Leaders can
influence culture by modeling desired behaviors, communicating core values,
implementing policies that reinforce cultural norms, and recognizing employees who
embody the organizational culture.
5. Job Analysis
Question: What is job analysis, and why is it important for organizations? Discuss two
common methods used in job analysis.
, Answer: Job analysis involves identifying and understanding the tasks, responsibilities,
and requirements of a job. It is important for developing accurate job descriptions,
recruitment, and performance evaluation. Common methods include the use of
questionnaires (e.g., Position Analysis Questionnaire) and interviews with employees and
supervisors.
6. Stress and Well-being
Question: Identify and explain two major sources of work-related stress. What strategies
can organizations implement to help employees manage stress?
Answer: Major sources of work-related stress include high workloads and role
ambiguity. Organizations can help manage stress by providing resources such as
employee assistance programs, promoting work-life balance, offering stress management
workshops, and ensuring clear role definitions.
7. Leadership Theories
Question: Compare transformational leadership with transactional leadership. How do
these approaches affect employee performance and satisfaction?
Answer: Transformational leadership focuses on inspiring and motivating employees to
exceed their own self-interests for the sake of the organization, leading to higher
satisfaction and performance. Transactional leadership is based on exchanges and
rewards for performance, which can be effective for maintaining productivity but may
not inspire long-term commitment or satisfaction.
8. Training and Development
Question: What are the primary steps involved in designing an effective training
program? Discuss the importance of each step.
Answer: Key steps include needs assessment (identifying training needs), setting
objectives (defining what the training should achieve), designing the program (creating
content and materials), delivering the training (conducting sessions), and evaluating
effectiveness (assessing outcomes). Each step ensures that the training is relevant,
targeted, and impactful.
9. Research Methods in I/O Psychology
Question: What are the main types of research designs used in industrial and
organizational psychology? Discuss the strengths and weaknesses of each.
Answer: Common designs include experimental (high internal validity but may lack
external validity), correlational (good for examining relationships but cannot infer
causation), and case studies (provide in-depth insights but may not be generalizable).
Each design has its own strengths and limitations depending on the research question.
, 10. Work Motivation and Job Design
Question: Discuss the concept of job enrichment. How does it differ from job
enlargement, and what are the potential effects on employee motivation?
Answer: Job enrichment involves increasing the intrinsic value of a job by adding more
meaningful tasks and responsibilities, which can enhance motivation and job satisfaction.
Job enlargement, on the other hand, involves increasing the number of tasks an employee
performs to reduce monotony. Job enrichment typically has a greater impact on intrinsic
motivation, while job enlargement addresses task variety but may not improve the
meaningfulness of work.
11. Team Dynamics and Performance
Question: What are the stages of team development according to Tuckman's model?
How can understanding these stages help managers improve team performance?
Answer: Tuckman’s model includes forming, storming, norming, performing, and
adjourning. Understanding these stages helps managers address challenges at each phase,
facilitate smoother transitions, and optimize team dynamics. For example, during the
storming phase, managers can provide conflict resolution support, while in the
performing phase, they can focus on maintaining high performance and motivation.
12. Organizational Change and Development
Question: What are the primary types of organizational change, and what strategies can
be used to manage resistance to change?
Answer: Types of organizational change include strategic (e.g., mergers), structural (e.g.,
reorganization), and operational (e.g., new procedures). Strategies to manage resistance
include clear communication, involving employees in the change process, providing
support and training, and addressing concerns and feedback.
13. Employee Engagement
Question: Define employee engagement and discuss three key factors that contribute to
high levels of engagement in the workplace.
Answer: Employee engagement refers to the emotional commitment employees have
towards their organization, leading to higher levels of performance and satisfaction. Key
factors include meaningful work, opportunities for professional growth, and recognition
and rewards for contributions. Engaged employees are more likely to be motivated and
dedicated to their roles.
14. Ethical Issues in I/O Psychology
Question: What are some common ethical issues faced by industrial and organizational
psychologists, and how can these issues be addressed?
Answer: Common ethical issues include confidentiality, informed consent, and fairness
in assessment and selection. These issues can be addressed by adhering to professional
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