INDUSTRIAL MANAGEMENT AND PSYCHOLOGY PPT.pdfCO’s Course outcomes CO1 Describe the nature and...
Transcript of INDUSTRIAL MANAGEMENT AND PSYCHOLOGY PPT.pdfCO’s Course outcomes CO1 Describe the nature and...
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INDUSTRIAL MANAGEMENT AND PSYCHOLOGY Course code:AHSO16
IV. B. Tech II semesterRegulation: IARE R-16
BY Mr. G.N.V Sai Teja
Assistant Professor
DEPARTMENT OF CIVIL ENGINEERINGINSTITUTE OF AERONAUTICAL ENGINEERING
(Autonomous)DUNDIGAL, HYDERABAD - 500 043
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CO’s Course outcomes
CO1 Describe the nature and importance of management, functions of management, theories of management-taylor’s.
CO2 Designing organizational structures: Departmentation and decentralization, types of organization structures.
CO3 Explain Human Resources Management (HRM): evolution of
HRM, basic functions of Hr manager: manpower planning,
recruitment.
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COs Course Outcome
CO4 Discuss the concept of Definition, goals, fields and applications, development of psychology from middle 19th century, psychology in ancient India.
CO5 Use Applications of psychology to disadvantaged groups,problems of social integration.
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CLOs Course Learning Outcome
CLO1 Describe the nature and importance of management, functions of management, theories of management-Taylors.
CLO2 Summarize the concept of scientific managementtheory,Fayol's principles of management Maslow‘s theoryof human needs.
CLO3 Analyze the concepts Douglas McGregor's theory xand theory y, two factor theory, leadership styles
CLO4 Use the concept social responsibilities of management.
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When human being started group activities for the attainment of same common objectives whenever a group formed and a group activity is organized to achieve certain common objectives management is needed to direct, co-ordinate and integrate the individual activities of a group and secure teams work to accomplish organizational objectives.
The objectives of all business are attained by utilizing the scare resources like men, materials, machines, money etc.
In process of management, a manage uses human skills, material resources and scientific methods to perform all the activities leading to the achievement of goods.
Introduction to Management
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“Management is knowing exactly what you want men to do
and then seeing that they do it the best and cheapest ways”.
F.W.Taylor “Management is defined as the creation and
maintenance of an internal environment in an enterprise
where individuals working together in groups, can perform
efficiently and effectively towards the attainment of group
goals”.
DEFINITION:
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Multidisciplinary
Dynamic nature of principle
Relative, not absolute principles:
Management Science or Art:
Management as profession
NATURE AND IMPORTANCE OF MANAGEMENT
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Setting goals for organizations:
Awareness of opportunities and resources:
Management is transformation process
System of authority: System of authority means a hierarchy of command and control. Managers at different levels possess varying degrees of authority.
Co – Ordination:
Management is Dynamic:
Management is decision making:
Management is a profession:
CHARACTERISTICS OF MANAGEMENT
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LEVELS OF MANAGEMENT
Top Management
Upper Middle management
Middle Management
Lower Management
Operating Force or Rank and file workmen
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PLANNING
ORGANISING
STAFFING
DIRECTING
CONTROLING
COORDINATION
DECISION MAKING
FUNCTIONS OF MANAGEMENT
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THEORIES OF MANAGEMENT
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Taylors Scientific Management TheoryScientific Management The systematic study of the relationships between people
and tasks for the purpose of redesigning the work process for higher efficiency.• Defined by Frederick Taylor in the late 1800’s to
replace informal rule of thumb knowledge• Taylor Sought to reduce the time a worker spent on
each task by optimizing the way the task was done
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FAYOLS PRINCIPLE OF MANAGEMENT
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Division of labour : Allows for job Specialization Fayol noted jobs can have too much specialization
leading to poor quality and worker dissatisfaction.Authority and Responsibility
Fayol included both formal and informal authority resulting from special expertise.
Unity of command Employees should have only one boss
Line of Authority A clear chain of command from top to bottom of
the firmCentralization
The degree to which authority rests at the top of the organization
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Unity of directionA single plan of action to guide the organization.
Equity The provision of justice and the fair and impartial
treatment of all employees.Order
The arrangement of employees where they will be of the most value to the organization and to provide career opportunities.
Initiative The fostering of creativity and innovation by
encouraging employees to act on their own.
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Discipline Obedient, applied , respectful employees are necessary for the
organization to functionRemuneration of personnel
An equitable uniform payment system that motivates contributes to organizational success
Stability of tenure of personnel Long term employment is important for the development of skills
that improve the organization’s performance.Subordination of individual interest to common interest
The interest of the organization takes precedence over that of the individual employee
Esprit de corps Comradeship, shared enthusiasm foster devotion to the common
cause( organization)
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MASLOW’S THEORY OF HUMAN NEEDS
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MASLOWS' NEED HIERARCHY OF MOTIVATION
ABRAHAM MASLOW Theory of Human Motivation
The basis of Maslow's theory is that human
beings are motivated by unsatisfied needs, and that certain
lower needs need to be satisfied before higher needs can be
satisfied.
MASLOW’S THEORY OF HUMAN NEEDS
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DOUGLAS MCGREGOR'S THEORY X AND Y THEORY
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TWO FACTOR THEORY
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LEADERSHIP STYLES
Here are few most common leadership styles:
Coach. A coaching leader is someone who can quickly recognise their team members' strengths, weaknesses and motivations to help each individual improve.
Visionary.
Servant.
Autocratic.
Laissez-faire or hands-off.
Democratic.
Pacesetter.
Transformational.
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SOCIAL RESPONSIBILITIES OF MANAGEMENT
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Social responsibility refers to the process with includes severalactivities from providing safe products and services to giving aportion of the company‘s profits to welfare organizations.
Responsibility towards shareholders:The business enterprise has the responsibility to provide fair return
on capital to the share holders. The firm must provide them regular,accurate, and full information about the working of enterprise inorder to fulfil and encourage their interest in the affairs of thecompany.Responsibility towards consumers:The management has to provide quality products and services to thecustomers at reasonable prices. It should consider customersuggestions and also plan it services more effectively throughconsumer satisfaction survey.
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Responsibility towards employees: Good working conditions motivate workers to contribute their best it is the responsibility of the management recognize their unions and respect their right to associate with a union of their choices. Responsibility towards creditors:The business has to repay the loans it has taken from the financial institutions as per there payment schedule ,also it should inform the creditors about the developments in the company from time-to time.Responsibility towards Government:The business firm has to pay its taxes and be fair in its endeavours.It should also support the government in community development projects.
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Responsibility towards competitors:The business firm should always maintain the highest ethical standards and maintain cordial relations with each of the competitors, which is a critical and sensitive segment.Responsibility towards public: Business units have tremendous responsibility towards the general public to support the cause of community development. Most of the companies maintain public relations departments exclusively to maintain good relations with the community.
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CLOs Course Learning Outcome
CLO5 Designing organizational structures:Departmentation and decentralization, types of organizationstructures.
CLO6 Understand line organization, line and staff organization,functional organization, committee organization, matrixorganization, virtual organization, cellular organization.
CLO7 Use cellular organization, team structure, boundary lessorganization, inverted pyramid structure.
CLO8 Illustrate inverted pyramid structure, lean and flatorganization structure and their merits, demerits andsuitability.
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DESIGNING ORGANIZATIONAL STRUCTURES
Organization refers to the institution where in themanagement functions are performed
Organizing: is one of the functions of management means toachieve the plans.
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PURPOSESOFORGANIZING
• Divides work to be done into specific jobs and departments.
• Assigns tasks and responsibilities associated with individualjobs.
• Coordinates diverse organizational tasks.
• Clusters jobs into units.
• Establishes relationships among individuals, groups, and departments.
• Establishes formal lines of authority.
• Allocates and deploys organizational resources.
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ORGANIZATIONAL STRUCTURE
• Organizational Structure
• The formal arrangement of jobs within an organization.
• Organizational Design
• A process involving decisions about six key elements:
• Work specialization
• Departmentalization
• Chain of command
• Span of control
• Centralization and decentralization Formalization
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ORGANIZATIONAL DESIGN
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• Work Specialization The degree to which tasks in the organization are divided
into separate jobs with each step completed by a different person.
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DEPARTMENTATION AND DECENTRALIZATION
• Functional
• Groupingjobsbyfunctionsperformed
• Product
• Groupingjobsbyproductline
• Geographical
• Groupingjobsonthebasisofterritoryorgeography
• Process
• Groupingjobsonthebasisofproductorcustomer flow
• Customer
• Groupingjobsbytypeofcustomerandneeds
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TYPE OF ORGANIZATION STRUCTURES
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LINE AND STAFF ORGANIZATION
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FUNCTIONAL ORGANIZATION
F.W.Taylor suggested functional organization in histheory of Scientific management in support of his ‘one best way’ of doing things.
The planning and implementation tasks are divided to ensure the division of labour.
The foremen involved in the planning task.
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COMMITTEE ORGANIZATION
A committee is formed when two or more persons are appointed to work as a team to arrive at a decision on the matters referred to it.
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Also called Project organization.
It is a combination of all relationships in the organization vertical, horizontal and diagonal.
It is mostly used in complex projects.
It provides a high degree of operational freedom.
MATRIX ORGANIZATION
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VIRTUAL ORGANIZATION
• Virtual organization structure does not physically exist, but its effect is felt.
• Example: Bata Shoes
Merits:-
• Enable for doing business with less capital, less HR and other inputs.
• Provide flexibility of operations.
• React to the environment demands most efficiently.
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Team Structures
Team structure takes three forms
1. Project team
2. The task force team
3. Venture team
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CELLULAR ORGANIZATION
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• Organisation structured around the units/cells that complete theentire assembly processes are called cellular organisations.
• In the modem organizations, cellular Organisations have beenreplacing the continuous line or linear production process systems.
• In cellular organisations, workers manufacture total product orsubassemblies in teams (cells).
• Every team (cell) of workers has the responsibility to improve ormaintain the quality and quantity of its products.
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• Each team is free to reorganise itself to improve performanceand product quality.
• These cells comprise self- managed teams.• They monitor themselves and also correct where necessary on
their own.• Cellular Organisations are characterised by much smaller staff
all over the Organisation with middle management positionsreduced and lean management members at the top.
• It is both a lean and flat structure.
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BOUNDARY LESS ORGANIZATION
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INVERTED PYRAMID STRUCTURE
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LEAN ORGANIZATION STRUCTURES
A lean organizational structure is a structure that isdesigned to create more customer value using fewerresources than a traditional organizational structure.Members of an organization that utilizes a leanstructure focus on the value stream the organization uses todeliver goods and services to their customers.
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FLAT ORGANIZATION STRUCTURES
Flat Organizational Structure. A flat organization refers to an organization structure with few or no levels of management between management and staff level employees. The flat organization supervises employees less while promoting their increased involvement in the decision-making process.
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MERITS ,DEMERITS AND SUITABILITY
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CLOs Course Learning Outcome
CLO 9 Explain Human Resources Management (HRM):
evolution of HRM, basic functions of hr manager: manpower
planning, recruitment.CLO 10 Understand the concept of selection, training and
development, placement, wage and salary administration, promotion, transfer, separation.
CLO 11 Understand the concept of appraisal, grievance handling and
welfare administration, job evaluation and merit rating.
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WHY ARE YOU STUDYING HRM?
HRM CAREER ASPIRANT
NEED AS A MANAGER OF PEOPLE
Evaluating
Talent
Motivating
People
Successful
OrganizationStaffing
OrganizationJob
Decision
UNDERSTAND PEOPLE WORK RELATIONSHIPS
LEARN THE CONTENT UNDER WHICH PEOPLE PERFORM
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HUMAN RESOURCE MANAGEMENT
Personnel: Record Keeping
Management Oriented
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PERSONAL MANAGEMENT / HUMAN RESOURCE MANAGEMENT
PERSONNEL
MANAGEMENT
• Coordinates functions of
the personnel program
• Involves a functional
approach
• Emphasizes behavior and
interpersonal relations
• Success judged by results
achieved through functions
of the personnel program
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HUMAN RESOURCES
MANAGEMENT
• Coordinates personnel
management with
organization planning
• Involves a system approach
• Emphasizes environments
and issues
• Success judged by
contributions to cost
reductions and profit growth
or service objectives
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EARLY DEVELOPMENT (PRE-1920’S)
• Factory System: Industrial Revolution
• Mass Production
• Scientific Management
• Efficiency
• Workers Pressed – Labor Union Strife
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LATER DEVELOPMENT (POST-1920’S)
• The Human Relations Movement
• Emergency Relations Movement
• Government Regulations
• Technology Revolution
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FOUNDATIONS OF HRM
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OVERALL FRAMEWORK FOR HR
Current Focus
COMPETITIVE
CHALLENGES
• Globalization
• Technology
• Managing change
• Intellectual capital• Market response
• Cost containment
HUMAN
RESOURCES
MANAGEMENT
• Planning
• Staffing
• Job Design
• Training
• Appraisal
•
Compensation
• Diversity
• Age
distribution
• Gender issues
•Education
levels
• Employee
rights
• Privacy issues
• WorkAttitudes
•Work and
family
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FUNCTIONAL SPECIALIZATION
Still Essential to Achieve Organizational Goods
• Staffing/Planning
• Broader Job Design
• Recruitment
• Selection
• Training Staff
• Development
• Performance Management
• Compensation Management/Incentive
• Labor Relations/Global Teamwork
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COMPETENCIES OF HR PROFESSIONALS
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PROFESSIONALIZATION OF HUMAN RESOURCE MANAGEMENT
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Professional Associations
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PROFESSIONAL CHARACTERISTICS OF HUMAN RESOURCES MANAGEMENT
1. Experimentation and research is encouraged.
2. Organized body of information and knowledge has been
accumulated.
3. The exchange of information is promoted through professional
meetings and publications.
4. Adherence to an established code of ethics is prescribed.
5. University curriculums for developing practitioners have been
created.
6. A program for accrediting practitioners has been established.
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CODE OF ETHICS
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HUMAN RESOURCE MANAGEMENT
• Goals/Mission Statements/Visions
• Policies
• Procedures/Practice
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I.U. Human Resources
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CORPORATE MISSION STATEMENTS
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Objectives
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Where are we going?
• Essential for Planning Purpose
• Rapid Decisions
• Consistent Decisions/Reliable
• Control of Process
• Feedback and Re-evaluation
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POLICIES
• Need
• Formulation by Management and
Workforce Teams
• Written in clear terms; No
misunderstandings
• Communication/Dissemination –
How?
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SAMPLE HR POLICY STATEMENT
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PROCEDURES
• Implement Policies
• Chronological Steps
• Periodic Review
• Modify as Needed
IU Staff Handbook for Professional Staff
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HUMAN RESOURCES MANAGEMENT: GOALS, POLICIES, AND PROCEDURES
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HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM
What are the Talent/Abilities of the Workforce?
• Accurate Data
• Computer Requirement
• Inventories of Talents (KSAs)– Knowledge
– Skills
– Abilities
• KSA: Education and Work Experience
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HUMAN RESOURCES INFORMATION SYSTEMS (HRIS)
• Computerized system that provides current and accurate data for purposes of control and decision making.
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HUMAN RESOURCE MANAGEMENT BUDGET
• Support for Managers
• Maintain Policies and Communication Vehicles
• Financial Plan/HR Budgets
• HRIS
• Processes and Flows
• Surveys and Studies
• Support Staff
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ORGANIZATION OF HUMAN RESOURCES DEPARTMENT
Employment Division
Recruitment Interviewing Testing Placement Orientation
ReassignmentsTerminationsRecords
Employee Development
Division
PTrroaignrianmg
Operators Supervisors Apprentices
Training Instructors Facilities Materials
Compensation Division
Job AnalysisJob Evaluation
StWanodrkards WageSurveys Employee Classification
Labor Relations Division
CollectiveBargaining
Legal Grievance Suggestion
Plans Bargaining
Associations
Human Resources Planning Division
ForecastingPersonnel Inventories Planning
ModelsResource Information
CareerPaths
SafetyDivision
Safety Campaigns Engineering Inspections Education
Accident Investigation Records Awards
MedicalDivision
Examinations First Aid Medical
FacilitiesProHgeramlth
Treatment andServices
Personnel Research Division
Records and Reports StatisticalAnalysis
ManualsSystems and Procedures
Policies Personnel Audits Opinion surveys
Employee Benefits Division
Pensions Profit
Sharing Savings Insurance Cafeteria Publications Recreation Counseling Parking
Miscellaneous
Equal Opportunity Employer
Affirmative Action Planning
Records Discrimination
ComplaintsCounseling and
Liaison
Human Resources Manager
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QUALIFICATIONS FOR A CAREER IN HRM
Extracurricular
Activities
• Professionalorganizations
• Publications staffs
• Student PersonnelAssociation
• Leadership roles in organizations
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SHRM: HR Jobs
SHRM: HR News Online
Occupational Outlook Handbook
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ORGANIZATIONAL OBJECTIVES
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RESPONSIBILITIES OF HUMAN RESOURCE DEPARTMENT
• In-house Consultant
• Structure of Department
• Jobs in Human Resources Management
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LINE VS. STAFF AUTHORITY
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HUMAN CAPITAL
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HRM AS A COMPETITIVE BUSINESS MODEL
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COMPETITIVE CHALLENGES CHANGE PROFESSION
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GLOBILIZATION IMPACT
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TECHNOLOGY IMPACT
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HRM WEBSITES
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IMPACT OF CHANGE
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IMPACT ON HUMAN CAPITAL
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(Not just Financial Capital)
• Competition Through People
• Balance Sheet Item?
• People Investment
– High Rewards for Performance
– Use Talents Wisely
– Enhance Talents
– Organize Skill Sets
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MARKETING
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MARKETING MIX
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STAGES IN PRODUCT LIFE CYCLE
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CHANNELS OF DISTRIBUTION
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CLOs Course Learning Outcome
CLO 12 Discuss the concept of Definition, goals, fields and
applications, development of psychology from middle
19th century, psychology in ancient India.CLO 13 Understand the founding of experimental
psychology: Contributions of Weber, Fechner.
CLO 14 Summarize the concept of Contributions of Weber,
Fechner, Wundt and Eddinghaus , William James
and Galton, development of psychology in India.
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Psychology in the Nineteenth Century
Psychology became a science in the nineteenth century.
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The roots of this new science were many.
Philosophers provided psychology’s conceptual
framework: physiologists provided knowledge of the
nervous system and experimental methods; and
social reformers and psychiatrists provided motives
for using science to improve the human condition.
This article will describe the movements, ideas, and
discoveries leading to and shaping scientific
psychology, concentrating on developments in the
United States, the home of twentieth century
psychology.
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PSYCHOLOGY IN ANCIENT INDIA
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FOUNDING OF EXPERIMENTALPSYCHOLOGY
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Contributions of Ernst Weber (1795-1878)
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A. his life
4. primary research interest: higher senses of
vision and hearing
5. explored new fields: skin senses and
muscular sensations
6. of special importance: the application of
experimental methods of physiology to
problems of psychology
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B. Two-point thresholds
1. The threshold at which two points of
stimulation can be distinguished as such
2. first systematic experimental
demonstration of the concept of threshold
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C. Just noticeable differences
1. just noticeable difference concept
The smallest difference that can be detected between two physical stimuli
2. contribution of muscle sensations to ability to distinguish between weights
3. discrimination depends on the relative differencebetween and not on the absolute weights of objects
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4. perception of a stimulus is not directly
correlated to the physical stimulus
5. revealed a way to investigate the mind-
body relationship
6. demonstrated the usefulness of
experimental methods as a means of
studying psychological phenomena
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Contributions of Gustav Fechner (1801-1887)
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Contributions of Wilhelm Wundt (1832-1920)
1. started the first laboratory and first journal in experimental psychology
2. viewed Fechner’s work as the first in experimental psychology
3. announced his goal to establish a new discipline
4. Fechner was the originator; Wundt was the agent and promoter
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Contributions of Hermann Ebbinghaus (1850-1909)
Ebbinghaus was inspired by finding a copy of
Fechner’s “Elements of Psychophysics.”
He wanted to apply Fechner’s methods to study of
higher mental processes.
In 1877, he began developing procedures for
studying memory.
His major work, “Fundamentals
of Psychology,” is dedicated to
Fechner – “I owe everything to you.”
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Contributions of Ebbinghaus
First, he studied the relationship between the
amount of material to be memorized and the time
needed to learn it to complete mastery.
His measure was number of repetitions needed.
Second, he studied the effects of different amounts
of learning on memory.
His measure was savings – repetitions needed to
relearn the original items after a delay.
As repetitions increase, so does relearning time saved –
overlearning helps.
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Contributions of William James and Galton
In early 20th century, America’s foremost
psychologist. First on everyone’s list (Cattell).
As a young man, James floated directionless,
rejecting chemistry, natural science, dabbling in
medicine, until finally discovering psychology.
He visited Fechner, Helmholtz,Wundt & DuBois-
Reymond.
He finally graduated in medicine. He was offered a
job at Harvard teaching physiology & anatomy.
He contemplated suicide at age 28.
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In 1874, James taught his first class on physiology
and psychology (making it up as he went along).
In 1882, he took a leave of absence to visit
European psychologists again.
In 1890, he published Principles of Psychology
which became an instant classic.
Theodore Roosevelt was a famous student of James.
After the success of his book, he withdrew from
experimental research -- not worth the effort.
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Galton was one of the last amateur scientists, with
eclectic interests:
Meteorologist, experimented with stereoscopic photos,
studied fingerprints, invented an early teletype.
Anthropologist and explorer (sought source of the
Nile).
Galton was impressed by how well people he met had
adapted to their harsh desert environment (Kalahari).
He published “Art of Travel.”
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Galton was interested in measuring things:
Whenever you can, count.” Fidgets per minute in kids,
middle-aged and elderly. “Beauty map” of Britain.
In 1884 he established an anthropometric
laboratory to collect data on individual differences.
Psychometrics – measurement of mental powers.
Visual & auditory reaction times, highest audible tone.
He published a method for quantifying correlation later
derived mathematically by Karl Pearson (r).
He used questionnaires, associations & tests of imagery.
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Development of psychology in India
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CLOs Course Learning Outcome
CLO 15 Use Applications of psychology to disadvantaged
groups, problems of social integration.
CLO 16 Understand the information technology and mass
media, economic development.
CLO 17 Understand the characteristics fields of psychology: social
psychology, educational psychology, experimental
psychology, clinical
psychology, personality psychology.
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DEFINITION OF INTEGRATION
Integration was first studied by Park and Burgess in
1921 through the concept of assimilation. They
defined it as "a process of interpenetration and
fusion in which persons and groups acquire the
memories, sentiments, and attitude of other persons
and groups and, by sharing their experience and
history, are incorporated with them in a common
cultural life.
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PROBLEMS OF SOCIAL INTEGRATIONS
Problems in Integration:
Integration is a difficult process. It is faced with various difficulties. Firstly, the complexity of society makes it difficult to co-ordinate all the structural parts and to socialise all the humans. As we know society is a complex of different structural forms and elaborates division of labour.To bring about a harmony and unity among the complex institutional patterns is a formidable task. The problem of integration in a simple and small society is not so complicated as in a complex and large society as ours. So the first difficulty is presented by the complex and large size of modern society.
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INFORMATION TECHNOLOGY AND MASS MEDIA
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ECONOMIC DEVELOPMENT
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FIELDS OF PSYCHOLOGY
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SOCIAL PSYCHOLOGY
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EDUCATIONAL PSYCHOLOGY
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EXPERIMENTAL PSYCHOLOGY
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CLINICAL PSYCHOLOGY
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PERSONALITY PSYCHOLOGY
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