DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

HR207 Work Psychology

Friday 11th August 2017 2 – 4 pm (2 hours)

Answer 2 questions
Answer 1 question from section A
Answer 1 question from section B

Each question carries 50 marks – make sure you attempt 2

questions only

Section A – You Must Answer 1 question from this section

1. Answer all the questions that follow. The marks for each part are shown
in brackets. Make reference to theory and evidence to support your
answers. (Total of 50 marks)

A. Describe the concept of employee engagement and explain how it is

measured. (15 marks)

B. Why is it important for organisations to have an engaged workforce? Use

evidence of outcomes to support your answer. (15 marks)
C. What can employers do to improve employee engagement? How would
they know their employees were engaged? (20 marks)

2. Answer the following question in the style of an essay.

In the context of a changing employment market, why is the concept of a
‘psychological contract’ useful for organisations to consider? Draw on theory to

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HR207 2016-17 (August) Page 1 of 3

3. Answer the following question in the style of an essay.
What can organisations do to develop their workforce, and why does staff
development matter? Use relevant theories, research and practical examples
of the application of Human Resource Development (HRD) in your answer.
(50 marks)

4. Answer all the questions that follow. The marks for each part are shown
in brackets. Use evidence to support your answers. (Total of 50 marks)
A. Compare and contrast the planned and emergent approaches to culture
change. Explain the concept of culture, and use evidence to support your
answer. (20 marks)

B. Considering attempts to change an organisation’s culture are not always

successful, are culture change initiatives worthwhile? (20 marks)
C. Discuss whether organisational culture changes initiatives are ethical. (10
marks)

Section B – You Must Answer 1 question from this section

5. Answer both the questions that follow. The marks for each part are
shown in brackets. (Total of 50 marks)

A. Hackman and Oldham’s Job Characteristic Model identifies five core job
dimensions and their relationship to personal and/or work outcomes.
Explain this model with reference to how each dimension relates to specific
critical psychological states. (30 Marks)

B. How could you use the Job Characteristic Model to redesign a call centre
worker’s job to improve their work outcomes, such as motivation? Use
evidence to back up your suggestions, where applicable. (20 Marks)

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6. Answer all the questions that follow. The marks for each part are shown
in brackets. (Total of 50 marks)

A. What is a social process (or constructivist) approach to understanding

employee selection and when might an employer wish to consider such an
approach? Provide examples to illustrate your arguments. (20 marks)

B. What can employers do to increase the predictive validity of their selection

processes? (15 marks)

C. Identify at least two trends with respect to many organisations’ recruitment

and selection strategies? Include evidence where appropriate. (15 marks)

7. Answer the following question in the style of an essay.

(Total of 50 marks)

Groups and teams can be organized in various ways (e.g. One-boss

arrangement, Circle Network arrangement, etc.). Describe at least four distinct
ways that groups/teams can be organised. Include information on how authority
is arranged, how information flows, and how the differing approaches affect
group dynamics. (50 Marks)

8. Answer the following question in the style of an essay.

(Total of 50 marks)

Leadership traits (or Characteristics of Leaders) can impact leadership

emergence and leadership effectiveness. These characteristics may include
physical attributes, personality, and intellectual ability. Discuss at least two
characteristics and how these influence either leadership emergence or
leadership effectiveness. Where possible include evidence to support your
argument. (50 Marks)

End of Paper

Examiners: Joanna Butler/Tony McCarthy

Department of Human Resource Management

HR207 2016-17 (August) Page 3 of 3