Scores on the tests were used to determine respondents' capabilities, including the ability to serve and leadership potential. Army, which were used to evaluate military recruits during WWI. Ideally, the matching is based on a cause and effect relationship: sales causes the cost of goods sold expense and the sales commissions expense. This study is based on Dichev & Tong (2008) theory that states: poor matching creates noise in the economic relationship of revenues and expenses, and will be influential on properties of. He developed the Alpha and Beta Intelligence Tests for the U.S. matching principle definition The principle that requires a company to match expenses with related revenues in order to report a company's profitability during a specified time interval. Robert Yerkes: Yerkes was a psychologist known for his work in the field of intelligence testing.His work also focused on looking at all of the forces that influence a situation rather than just taking individual behavior into account. Kurt Lewin: Lewin was an influential applied psychologist who described a number of leadership styles that people may exhibit.James McKeen Cattell: Cattell was an early proponent of looking at how individual differences influence human behavior.His work had an important impact on the early development of the field. Hugo Münsterberg: Munsterberg was an applied psychologist who wrote an early text on how psychology could be used for industrial, occupational, and organizational purposes.Taylor: Taylor was a mechanical engineer who published an influential book on improving industrial efficiency. I-O psychologists in this area might work to find ways to make jobs more rewarding or design programs that improve the quality of life in the workplace. Work-life: This area focuses on improving employee satisfaction and maximizing the productivity of the workforce.Training and development: Professionals in this area often determine what type of skills are necessary to perform specific jobs as well as develop and evaluate employee training programs.Performance management: I-O psychologists who work in this area develop assessments and techniques to determine if employees are doing their jobs well.Organizational development: I-O psychologists who work in this area help improve organizations, often through increasing profits, redesigning products, and improving the organizational structure.Ergonomics: The field of ergonomics involves designing procedures and equipment designed to maximize performance and minimize injury.Employee selection: This area involves developing employee selection assessments, such as screening tests to determine if job applicants are qualified for a particular position.
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