A basic learning philosophy used in this
course is termed experiential learning, or adult learning or laboratory
education. The approach is designed to enable learning from direct
experience using simulations of organizational phenomena and demonstrations
of psychological processes that are relevant to organizations or to the
practices and contributions of psychologists in work settings. These
experiences are designed to provide learning opportunities that cannot
be obtained through reading texts or studying case material. This
course, PS 367, uses the approach of having a laboratory as the center
of the class (C lab SS). A laboratory is a place where you experiment
with some phenomena, and observe the results. In this laboratory of CLabSS,
you are simultaneously the researcher and the subject. You are the one
doing the observations of your own behavior and the behavior of others.
You are also a subject, being the object of observation (by you as well
as by others) as you participate and examine the behavior of individuals
Experiences for learning will be generated from: self administered instruments, role play exercises, examination of case studies, participation in the Organization called ClabSS, special training events and from your own work as a member of the Organization. Written reports on your learnings "burned into your consciousness" called "LearnBurns", will enable you to reflect on your experiences, tie them together with past experiences in organizational settings and with theories and research available in the readings, and then examine the implications of your discoveries for understanding organizational processes.
PS 367 -- when operating as ClabSS -- is a "lab" in the middle of the
class (C Lab SS) -- has an organization of two Teams in each of two Divisions.
Organization members consist of Team Members whose work is supported
by other members such as a President, Vice Presidents, Staff, Supervisors
and Consultants (TAs). All members of the organization are responsible
for facilitating exercises and discussions.
THE GOAL OR PURPOSE OF THE ORGANIZATION IS TO MAXIMIZE INDIVIDUAL LEARNING.
THIS IS THE FUNDAMENTAL PRINCIPLE THAT SHOULD GUIDE BEHAVIORAL CHOICES IN THE ORGANIZATION. THE ONLY THINGS THAT TAKE PRECEDENCE OVER THIS PURPOSE ARE ETHICAL AND MORAL PRINCIPLES.
The productivity of the organization
is gauged by how well the teams do the activities and how much learning
is generated. Attendance and active participation in class therefore
impact on your learning and that of other members of the class. LearnBurns
(LB) are intended for reflecting on your observations and for drawing implications
for behavioral choices in organizations for yourself and others.
The raw data for the LearnBurns should come from your observations of CLabSS
activities. Data may also be drawn from your interactions related
to CLabSS in goal setting, planning and problem solving activities that
may take place outside of regular class meetings.
Up to 20 grade points can be earned for participation, contributions and leadership towards creating and maintaining a learning environment and for providing learning opportunities for others in CLabSS.
Perlitsh/PS367 syl 4
Accumulated grade points will be converted to a letter grade at the end of the semester. Points are allocated in the following way.
50 points for content based on readings, lectures. Two Exams,
25 points exam #1
25 points exam #2
30 points based on integration of experiential learning about organizations, based on three
20 points based on participation in ClabSS organizational activities.
15 individual participation, 5 team efforts
Bonus Points can be given to teams (not individuals) which demonstrate effective motivation and performance. Bonus Points can be negotiated with the President in consultation with the executive and consultants.
1. Examination policies
The two exams are based on the text readings and class materials (handouts, lectures). The exams will be administered at the beginning of the class. There are no make up exams.
2. 30 points for three essays called LEARNBURNS.
Based on experiential learning derived from ClabSS. These essays are to be submitted on time (10 points for each LB).
3. 15 points based on the ratings of line Supervisors. Based upon class participation, other contributions and demonstration of leadership towards creating and maintaining a learning environment, for assisting others on the team and in CLabSS to master course material and for providing learning opportunities for others in ClabSS. The criteria and methods for assigning points will be developed with the technical expertise of the Asst. Supervisors and the Human Resource Managers by February 8. A comparable set of criteria should be established for all of CLabSS. Eight points will be assigned for the first half of the semester and the other 7 points for the second half. Each person is a member of a team. Each team will have a pool of points that is 15 times the number of people in the team. The total pool must be divided up unequally so that at least one person must receive 9 points or greater. Ratings in grade points will be reported to the President on March 1 and May 3. Personnel assigning performance grades will discuss them with the recipients in advance of submitting them. .
4. 5 Points assigned to team efforts will be determined from ratings from class members.
5. A grievance procedure will be developed by the Executives and Human Resource Manager in CLabSS to address complaints about the fairness of the supervisors' ratings and all rating proceduresPSYCHOLOGY 367 INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY
Thursday 4:00 - 7:00 P.M
Prof. and "President/CEO" Hilda D. Perlitsh, Ph.D.
Room 119, Psychology Dept., 64 Cummington St.
Office Tel. (617) 353-4089, Home Tel. (781) 729-1549 firstname.lastname@example.org
Office Hours Wednesday 1:00-3:00 and by appointment
Executive Committee Meetings: Thursday 3:30 - 4:00 P.M.and as needed
Mail boxes for President and ClabSS personnel next to room 121.
Muchinsky, Paul M. (2003) Psychology Applied to Work: An Introduction to Industrial/Organizational Psychology. 7 th Edition,Wadsworth (MU)
CLASS DATE TOPIC/ACTIVITY TEXT/ READINGS PRODUCTS
#1 Jan. 16 Orientation
Overview of I/O Psych. MU Chap 1 p. 1-20 History of I/O
#2 Jan. 23 Organizational Socialization
MU 244-248 Theories of Org. Structure
Contracting for CLabSS Structure
Organizational citizenship 320-323
Bid Selection Criteria Psychological Contract 323-327
Research Methods in I/O MU Chap 2 p. 21-53
(Turn in to PS 367 mailbox by January 28, 1:00 P.M.)
#3 Jan. 30 Form CLabSS
Chap. 3 Criteria/ Decisions p. 56-88
Performance Criteria for CLabSS
Chap. 4 Psychol. Assessments 90-135
#4 Feb. 6 Group
Chap. 9 Teams & Teamwork p.281-305
#5 Feb. 13 Individual in the Organization
Chap. 5 Personnel Decisions 137-175
Diversity in the Workplace
Chap. 7 Performance Appraisal 212-242
PSYCHOLOGY 367 INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY Syl 2
#6 Feb. 20 Leadership Styles Chap 13 Leadership p.414-441
#7 Feb. 27 Worker
Chap. 11 Occupational Health p. 340-371
#8 Mar. 6 Motivation Theory 330-355 Motivation
Job Satisfaction 358-395 Job Satisfaction
# 9 Mar. 20 Organizational Communication
#10 Mar. 27 Designing Change Organization Development LEARNBURN
#11 April 3 Conflict/Ethics
#12 April 10 Workplace Diversity International Perspectives
#13 April 17 Training Training & Development
#14 April 24
#15 May 1 Controversial/Current Issues FINAL LEARNBURN
in the Workplace
A. The Purpose and General Content.
The concept of LearnBurns (LB) is credited to the late Professor Robert Chin, the designer of this course. The spirit of this exercise is to assist you in using your experiences, observations and information, to deepen your learning in this course. The LearnBurn is like a laboratory report. Use data from observations of the behavior of others and yourself. Reports of feelings and reactions may be included. Then, use the knowledge gained from your readings, lectures, class discussions, presentations, and make interpretations, suggest conclusions and perhaps recommend actions for yourself, others, the organization. Thus the purpose of the LearnBurn is to reinforce learning from experiences by observing, reflecting on experiences and explaining what you have discovered about organizational process. The task is to reflect, introspect, analyze, and integrate these perceptions with your readings and then to write about the product of these efforts.
B. LearnBurn Components:
1. 5% A formal OUTLINE for the paper.
2. 10% A brief description of the "event(s)" that you have selected. This may consist of behaviors of self or others, your feelings, past events in the class and any other current environmental or situational factors affecting CLabSS. (SETTING) Recall your behavior and the behaviors of others. Provide evidence of opinions/attitudes, feelings/emotions, satisfaction/dissatisfaction, effectiveness, ineffectiveness. (DATA)
3. 45% Reflect and link the above observations with the concepts explored or demonstrated in ClabSS experiences and/or the material from the readings in the text, handouts or other readings in social psychology that you elect to do. Make inferences, give judgements, draw conclusions, develop implications, and/or make recommendations about organizational principles or practices that emerge from your efforts to link ClabSS events with psychological concepts, research, and theory. You may consider the consequences of particular behaviors or events for individuals, groups or organizational performance. (ANALYSIS AND DISCUSSION)
4. 20% Discuss values, ethical or moral dilemmas that you can identify as relevant for the event, process, or situation. (ETHICS)
5. 20% Discuss any implications that your analysis might have for actual functioning in organizational settings, your own learning, your own experimentation with behaviors in CLabSS. (PERSONAL RELEVANCE)
1. Begin the LB with an outline and try to allocate the discussion as the percentages indicate above. The length should be three typewritten pages. This limit means that your essay should be carefully constructed. Errors in spelling and grammar as well as typos are very distracting, so please proof your papers carefully. View this exercise as practice for writing memos and reports in organizational settings. (IMPRESSION MANAGEMENT)