How is Criterion
important in Industrial Psychology?
Answer:
Definition:
Criterion is defined as ‘a measurement of the goodness of a work’. That is, criterion is an evaluative standard,
which can be used to measure a person’s performance, attitudes, motives,
etc. Criterion is also defined as ‘that
which is to be predicted’ (Guion, 1965).
Industrial
Psychology can be effective as a science only and only if it has a
criterion. That is, the magnitude of the
contribution of industrial psychology is completely determined by the adequacy
of the criterion measures involved.
Despite the fact that much work on the problem of criterion has been
done in the measurement of human performance and job effectiveness, the
problems and needs still exist in developing criteria in areas such as
advertising, effectiveness, consumer behaviour, leadership, job satisfaction
etc.
Discuss any
three requirements that are fundamental to Criterion.
Answer:
1.
Time:
That is, when can one obtain his criterion data? At what moment in time
is our criterion data not ripe?
2.
Type: that is, which measure(s) should we select out
of all the available performance measures? How reliable are our conclusions
likely to be, as a result of the criterion so selected.
3.
Level: Given that ‘time’ and ‘type’ have
been considered, what performance level is likely7 going to be accepted? What
quantity of units can a worker produce before he is judged a good worker?
List any five
characteristics of Criteria.
Answer:
- Reliable
- Realistic
- Representative
- Related to other criteria
- Acceptable to job analyst
- Predictable
- measurable
- Relevant
Identify any
five methods of Job Analysis and assess their relevance for application in
Nigeria industries.
Answer:
1.
Questionnaire Method-this method is
usually used to obtain information about occupations via a mail survey. The job incumbent is asked to provide data
about himself and his job in his own word.
2.
Check List Method – The technique
requires the worker to check the task he performs from a long list of possible
task statements.
3.
Individual
Interview Method – Here ‘representative’ job incumbents are selected for
extensive interviewing usually outside or the actual job situation. The
interview is usually structured, and the results of a number of interviews are
combined into a single job analysis.
4.
Observation Interview Method – The
observation interview actually takes place right on the job. The interviewer collects data from the
incumbent, using normal interview methods, as the incumbent performs his
work. The interviewer observes and
questions the worker in an attempt to get complete job description data.
5.
Group Interview Method – The group
interview is similar to the individual interview except that a number of job
incumbents are interview simultaneously.
Under the guidance of the interviewer, the interviewees recall and
discuss their work activities.
How can the
following environmental factors affect employee performance at work?
i. Music ii. Noise, iii. Illumination and
iv. Colour
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