Notes on Readings

A RESPONSIBLE ADULT ➢ an organization also exists

in the context of an
● Someone that is expected to external environment
work
● Entails investing one’s THE ORGANIZATION AS AN OPEN
time in an endeavor that SYSTEM
can cover one’s basic needs
and hopefully can also ● Systems Theory Approach
bring satisfaction and
➢ An organization must
meaning
interact with the
● Work is central to life of
environments in order to
individuals once they reach
survive
a certain age
➢ Organizations depend on
their environments for
ORGANIZATIONAL PSYCHOLOGY
several essential resources
● Aims to bring about (customers, suppliers,
knowledge about human employees, shareholders,
behavior at the workplace governments)
➢ Most effective
THE LOCUS OF ORGANIZATIONAL organizations are those
PSYCHOLOGY that are able to adapt to
their environment
★ Organization ➢ Organizations must
➢ is a social entity made up anticipate the events in
of people that agree on and the world that may impact
work towards a common goal their activities and
➢ the key element is their outcomes
relationship and ➢ Organizations then seeks to
interaction with one determine the effectiveness
another as they perform of its output through
essential functions to help feedback
attain the common goal
➢ an organization is designed ● Ludwig von Bertalanffy
to have structures and ➢ The author of what is known
coordinated systems today as the General
➢ traditional organizations Systems Theory
have division of labor and ➢ He was a biologist that
hierarchy of authority and introduced the concept of a
responsibilities systems as a complex of
 interacting elements like a
living organism
➢ His theory became the basis
of many approaches, the
open systems theory (OST)
being one of them
● Katz and Kahn
● Dynamic environments
➢ Environments that are in a
constant state of fluidity
or fluctuation
➢ Create a lot of uncertainty
about how an organization
can survive and grow

➢ Introduced the idea of ORGANIZATIONAL MODEL

organization as a system
that “alive, organic
dynamic and complex” and
active in exchange with its
environment

● Synergism

➢ The whole can only be

explained as a totality and ● David Hanna
is not just the sum of its ➢ Provides a framework for
parts high performing
➢ A system is made of organizations and depicts
subsystems that affect and how it functions internally
impact one another in relation to its
environment
Open Close ➢ In his model, the success
of an organization is
Free exchange of Yes No
influenced by the degree to
information
which critical elements
Receptive to the Yes No harmonize and work together
external ➢ High performance requires
environment an alignment of the
organization’s strategy,
● Static environments structure and processes and
culture
➢ Environments that are ➢ Primary organizing
relatively stable or principle: An organization
predictable must have a strategic
purpose and direction of
 management as a response to
the need in the environment THE IMPACT OF GLOBALIZATION,
➢ The system policies is then TECHNOLOGY AND ECONOMICS
crafted which determines
the organizational ● One of the major
structure and the transformation in the
supporting systems and workplace is the rapid
processes increase of information
➢ Culture refers to the way technology
of life formed as a result ● Innovations in technology
of how the systems and and reduction of trade
processes shape behaviors restrictions make up the
and attitudes in the primary driving force
organization behind globalization
● Lazo stated that
THE CHANGING WORK LANDSCAPE globalization is both a
process and an outcome and
● Major changes have occurred is a continuing and
in the demographics of evolving phenomenon
workers worldwide ➢ Globalization has
● There is an increase in the allowed affordable
number of foreign workers, services and products
an ageing workforce in some to be available in
economies and in other, the global
entry workers with young marketplace
age ➢ It has also allowed
● There is also an evolution emerging economies
in some sectors wherein the opportunity to
jobs are less secure and access the world’s
more contingent resources which they
● Competency requirements need to advance
have also shifted from ● Bandura asserted that the
skills to knowledge based current view on
● Because of this shift, some globalization is myopic
jobs become irrelevant much ● Asia Pacific Economic
faster (knowledge can Cooperation (APEC)
easily be acquired whereas acknowledged that in the
skills need time and future, HR development is
experience to hone and central to the economic
become useable) development in Asia Pacific
 ➢ Due to the effect of 3. Decentralizing
downsizing and and ● Another way of changing the
layoffs, it was lines of authority in the
recognized that organization
laying people off is ● May also lead to unwanted
not only a short-term competition among members
cost reduction thus needs to be handled
measure but also a with care
long-term loss of
capability ★ A study on the issues faced
➢ Therefore, strong by Philippine organizations
emphasis was placed from a HR management
on stronger revenue perspective revealed that
streams and human the top issues included
capacity building globalization and the
programs to ensure increased use of
long-term competitive information technology
advantage
EMPLOYEE’S RESPONSE
ORGANIZATION’S RESPONSE TO
EXTERNAL FORCES ● Employees have stopped
perceiving their jobs as
1. Downsizing something permanent
● The employees lose trust in ● Thus resulting in a
their employers while also significant decline in
feeling vulnerable and employee loyalty and
terrified for their job commitment
security ● Employees also felt the
need to manage and renew
himself continuously
2. Delayering ● Since the shift on
● This refers to the knowledge-based, employer
reduction of levels in the demands on employees have
organizational hierarchy shifted from being dutiful
● It is also a cause of and reliable to being
anxiety for many employees creative, flexible and
especially those who lose innovative
their power in the process ● One of the skill that has
to be learned by today’s
workers include the ability
 to manage and assess the expertise in order to keep
influx of information up with the continuous
brought about by the technological upgrades
advancements in technology ● The nature of the pressure
● Employees now also have to on employees has also
take responsibility for shifted to mental ability
their own development in rather than machine
order to keep pace with the operation
speed of the developments ● Client relationships and
of new technologies delivery of service have
also become more important
THE NEW ORGANIZATIONAL CONTEXT as competition becomes more
intense in the market
● The individual’s shift in
● Working longer hours in the
focus from company to the
long-term lowers levels of
development of the self
performance
transferred the power of
organizations to employees
CHANGING LANDSCAPE AND THE
● Organizations are now
FILIPINO WORKER
expected to become places
in which members can grow ● One of the key changes in
● It is also believed that the Filipino workplace has
organizations would be more been the shift from the
successful if their manufacturing industry to
employees are utilized in a the service industry
manner that allowed them to ● The degree of awareness on
generate ideas rather than the changes brought about
merely work with their by globalization and
hands technology decreases as
● Jobs need to able to employees are ranked lower
challenge the employees for in the organizational
their continuous growth and ladder
learning ● The most commonly felt
● Employees are also expected impact of globalization has
develop soft skills to been the pressure of
ensure retention and to cutthroat competition
increase competitiveness as ● Globalization has caused
a whole standards of quality
● There is also a need for imposed on production or
technical competence and
 service to become stiffer
and more laborious
● There has also been the
need to adhere to stricter
delivery standards to
ensure competitiveness
● Manual work has become less
relevant due to the
increased automation of
processes which contributed
to the unemployment of
unschooled individuals
● One of the skills needed
for employees is
computeracy - refers to a
person’s literacy in using
computers
● Human resource management
needs to adapt its
practices to cater the new
diverse employee profile
● Because most of the new
employees are young, they
are unaware of their labor
right and are hesitant to
raise their complaints
HOW FILIPINO WORKERS FEEL ABOUT
THE CHANGES
● Higher incidence of stress
● There is also more pressure
to be available and
accessible 24/7
● This accessibility is seen
as an intrusion into the
privacy of family life on
into moments of peace and
quiet
● Security of tenure is also
threatened as a result of
the changes
● However, the diminished
attachment or loyalty to an
organization enables people
to be on the lookout for
better work and better
compensation package
● The opportunities opened up
by the global marketplace
have led to relocations for
many families
THREE DIFFERENT SCENARIOS FOR
FILIPINO ORGANIZATIONS IN A
GLOBALIZED WORLD
1. These companies thrive on
competition and the fast
pace of change and are
challenged to bring their
respective organizations to
new heights.
● Talent is lost and
easily replenished as
turnover rates soar
and the adoption of
new technology lead
to the elimination of
some jobs and the
outsourcing of of
non-core activities
● Often seen in the
following industries:
telecommunications,
IT, call centers,
fast food chains,
hospitality,
engineering, and
 electronics ★ The impact of these changes
manufacturing on employees differ
depending on:
2. These companies’ workers ➢ The sector they
experience low morale and belong to
job insecurity, or maybe ➢ Their level of
even downsizing and layoffs competence
● Most seen in the ➢ Their outlook
manufacturing ➢ Their stage of
industry particularly development
companies that
produce plastics, FILIPINO WORK VALUES
appliances and
● Much has been said about
garments
Filipino workers being the
● Organizations with
most emotional among all
these problems need
countries in the world
to revisit and
● Filipino workers are also
refocus their
labeled as the most
business strategy
resilient and among the
happiest
3. These companies are looking
to gain from the changes
★ This section on Filipino
but are not quite up to
work values aims to give a
speed as those in number 1.
context for work behaviors
● They continue to be
but are not necessarily
viable and act in
unique to them
ways that are
proactive but
1. Power Distance
approach their growth
● Defined as the extent to
with caution
which less powerful members
● Such companies adopt
of institutions and
technology to improve
organizations expect and
efficiencies,
accept that power is
restructure to manage
distributed unequally
performance and and
● Filipinos accept a
costs and invest in
hierarchical order in which
human resources
everybody has a place and
through training,
which needs no further
retooling and
justification
retention programs
● Hierarchy in an ● The collectivist society
organization is seen as fosters strong
➢ Reflecting inherent relationships where
inequalities everyone takes
➢ Centralization is responsibility for fellow
popular members of their group
➢ Subordinates expect ● Offense leads to shame and
to be told what to do loss of face,
and the ideal boss is employer/employee
a benevolent autocrat relationships are perceived
● The typical Filipino places in moral terms (like a
a distance between family link)
himself/herself and the ● Hiring and promotion
superior decisions take account of
● This may be an extension of the employee’s in-group
the value for elders and ● Management is the
parents that is ingrained management of groups
in the Filipino ● Filipinos place much value
hierarchical culture on close interactions and
● One who is younger or of kinship
lower standing maintains a ● Filipino values are
psychological space or inherent in the workplace
distance from the elder or like:
superior ➢ Bayanihan
➢ Utang na loob
2. Individualism-Collectivism ➢ Hiya
● The Philippines is an ➢ Pakikisama
example of a collectivist ● The value of maintaining
society which is manifested and harnessing
in close long-term relationships are important
commitment to the member in the workplace
group ● Promoting collective
➢ Family interest, feelings of
➢ Extended family solidarity and support
➢ Extended articulated through
relationships malasakit are key to
● Loyalty is expected and building commitment and
overrides most other engagement among Filipino
societal rules and workers
regulations
3. Masculinity/Femininity smooth interpersonal
● A high score on masculinity relationships
indicates that the society ● Association with important
will be driven by people is considered to be
competition, achievement, a privilege
and success ● Family obligations or
● Success is being defined by in-group benefits are
the winner or best in the promoted over institutional
field - a value system that or community interest
starts in school and because personal
continues even in relationships must be
organizational behavior preserved

● A low score on femininity 4. Uncertainty Avoidance

means that the dominant
values in society are
caring for others and the
quality of life
● A feminine society is one
where quality of life is
the sign of success and
standing out from the crowd
is not admirable
● The Philippines scored
relatively high on the
masculinity dimension
● In masculine countries,
people live in order to
work
● Managers are expected to be
decisive and assertive
● The emphasis is on equity,
competition and performance
● Conflicts are resolved by
fighting them out
● Filipinos tend to be more
self-effacing and place
high value on maintaining
● Refers to the extent to
which the members of a
culture feel threatened by
ambiguous or unknown
situations
● Thus, beliefs and
institutions were created
to avoid these situations
● The Philippines scored low
on the Uncertainty
Avoidance Index (UAI)
● Low UAI societies maintain
a more relaxed attitude in
which practice counts more
than principles and
deviance from the norm is
more easily tolerated
● People believe that rules
are flexible and should be
abandoned or changed if
they do not work anymore
➢ Schedules are
flexible
 ➢ Hard work is ● In the workplace, this is
undertaken when exhibited by how Filipinos
necessary view compensation and
➢ Precision and rewards
punctuality do not ● There is preference for
come naturally something that is sigurado
➢ Innovation is not (certain) over schemes that
seen as threatening are uncertain even though
they may have possible
● Filipinos are open to higher earnings
accepting ambiguity which ● Filipinos also rank the
allows them to be more lowest in Asia in the
flexible, open to change practice of savings and
and prepared to face preparing for retirement
diversity
● Bahala na may be rooted in ★ There are some work
the Filipinos’ spirituality behaviors typically
and reliance on God identified to be uniquely
➢ May also be an Filipino
expression of ➢ The communication style of
readiness to face a Filipino is indirect
tough situation ➢ Part of our socialization
without stumbling is being sensitive to
non-verbal cues, having
5. Long-Term Orientation concern for the feelings of
● Closely related to others, being truthful but
Confucian value of not at the expense of
searching for virtue hurting others feelings
● The Philippines scored low ➢ Pakikiramdam (shared inner
on this dimension which perception) is a
shows that we have a particularly desirable
short-term orientation skill among Filipinos in
culture many social interactions
➢ Jocano traced the
● Philippines exhibits great traditional communication
respect for traditions, style of Filipinos from
impatience for achieving pagsasangguni
quick results and a strong (consultation) going to
concern with establishing paghihikayat (persuasion)
truth to pagkakasundo (consensus)
➢ This communication pattern employee and the
if adapted by leaders may organization
achieve pagkakaunawaan ➢ The blurring of lines
(understanding) with their however has its
followers disadvantage because it
➢ This will eventually lead affects work performance
to tiwala (belief or and work rules become
confidence) of followers in difficult to enforce
their leader ➢ Upholding kinship loyalties
➢ This will then lead to (kakilala system of
sigla (enthusiasm), kaya recruitment) might be
(capability) and then to perceived as nepotism
kagalingan (peak ➢ Gift-giving to express
performance) gratitude may also be seen
as bribery
➢ Filipinos in the workplace ➢ The power-sharing within a
tend to sometimes overlap wide network of friends and
their personal lives with compadres might be seen as
their work lives corrupt cronyism
➢ There is little hesitancy
to mix informal matters
with official issues
➢ Pleasure is sometimes mixed
with business
➢ It is also not unusual for
employees to address one
another as Ate or Kuya
➢ Peers and superiors are
sometimes invited to act as
godparents for baptisms or
weddings
➢ Celebrations for birthdays,
promotions and any special
occasion with abundant food
is also normal
➢ This creates a family
atmosphere in the workplace
with may strengthen the
commitment and loyalty
relationship between
 Notes on Pre-recorded Lecture the psychology of
advertising
INDUSTRIAL/ORGANIZATIONAL ➢ He is the first professor
PSYCHOLOGY in I/O psychology and
started a psychological
● The branch of psychology
consulting company in 1919
that is concerned with the
study of behavior in the
● Frederick W. Taylor
workplace and the
➢ He believed that scientific
application of psychology
principles could be applied
principle to change work
to the study of work of
behavior
behavior to help increase
worker efficiency and
OBJECTIVES OF I/O PSYCHOLOGY
productivity
1. To conduct research in an ➢ He was an industrial
effort to increase our engineer and was best known
knowledge and understanding for his time and motion
of human work behavior studies
2. To apply that knowledge to ➢ The application of
improve the work behavior, scientific principles to
the work environment, and increase work efficiency
the psychological and productivity also known
conditions of workers as scientific management

THE ROOTS AND EARLY HISTORY OF ● Frank and Lillian Gilbreth

I/O PSYCHOLOGY ➢ Implemented the principles
of scientific management
● Hugo Munsterberg and revolutionized several
➢ He became interested in the physical labor jobs by
design of work and making the accepted work
personnel selection for procedures more efficient
jobs such as streetcar and productive
operator
➢ Started during the ● Robert Yerkes
Industrial Revolution ➢ President of the American
Psychological Association
● Walter Dill Scott (APA)
➢ He became interested in ➢ Created intelligence tests
studying salesperson and for the placement of Army
recruits
➢ Army Alpha and Army Beta military personnel,
tests (Alpha test for those continuing the work that
who could read, Beta test psychologists had began
for nonliterate recruits) during WWI
3. Creation of Army General
● James McKeen Cattell Classification Test
➢ Founded Psychological 4. Screening tests were also
Corporation developed to select
candidates for officer
● Elton Mayo training
➢ He studied the effects of
physical work environment INDUSTRIAL/ORGANIZATIONAL
on worker productivity PSYCHOLOGY TODAY AND IN THE
➢ Hawthorne effect refers to FUTURE
changes in behavior that
1. The changing nature of work
happens as a result of
● Organizations are becoming
participants’ knowledge
flatter, with fewer levels
that they are being
in the hierarchy
observed and their
● They are being broken up
expectation concerning
into smaller subunits with
their role as research
greater emphasis on work
participants
teams
➢ Human relations movement
recognized the importance
of social factors and ● Organizational downsizing
worker morale in refers to the strategy of
influencing work reducing an organization’s
productivity workforce to improve
organizational efficiency,
IMPORTANT EVENTS IN I/O productivity and
PSYCHOLOGY DURING WWII competitiveness
● Downsizing occurs as a
1. Tremendous need for result of continuous
state-of-the-art machinery technological advancement
and the increasing ● Downsizing results to fewer
complexity of that workers doing more work
machinery
2. I/O psychologists were ● Outsourcing refers to the
called on to improve act of contracting with an
selection and placement of
 external organization to ➢ Testing potential
accomplish tasks workers
● It is used to increase ➢ Employee training
output and to reduce ➢ Development and
overhead costs associated compensation programs
with the personnel needed
to do the tasks in-house ● A human resources challenge
for the future is to help
2. Expanding focus on human provide meaningful and
resources rewarding work experiences
● Organizations have become
more concerned and 3. Increasing diversity and
responsive to the worker’s globalization of the
needs workforce
● Organizations are also ● There are now more women
realizing the skilled and and ethnic minorities in
creative workers are key the workforce
elements to success ● Diversity of cultures in
● Talent management is the workplace is also
important because it expected to increase as
reflects the emphasis on workers become more
the value of the worker and internationally mobile
the need to select, care
for and develop workers’ ● An obvious advantage of
talents increased workforce
diversity is the
● In order to entice opportunity for different
workers, companies have to viewpoints and perspectives
benefit programs like which can lead to
family friendly policies organizational creativity
➢ Employer-sponsored and innovation
child care programs ● Reaching new markets for
➢ Extended family products or services has
leaves also increased
● The key to dealing
● There is also a need to successfully with diversity
focus on personnel issues will involve getting beyond
like the “surface” issues that
➢ Recruiting divide people, and getting
➢ Screening
 at the “deeper” benefits
that diversity brings

4. Increasing relevance of I/O

psychology in policy and
practice
● Selecting and developing
better organizational
leaders – including leaders
who are ethical and
socially responsible
● Improving the lot of
workers through fair
compensation, flexible work
policies and reducing
discrimination in the
workplace
● Leveraging workforce
diversity and globalization
in optimal ways
● Helping organizations (and
the people in them) to
embrace positive change and
be more innovative