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Outline

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by

Gina Chatellier

on 2 April 2015

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Transcript of Outline

Outline
PSYCHS
Conclusion
HR Intervention
Work Analysis
Katarina:
Introduction & Background

Jesse:
Analysis of Culture

Gina:
New Instrument
In this presentation, we analyzed the position of executives in PSYCHS
We identified relevant facets of culture within the organization using the Organization Culture Profile - Revised (Sarros, 2005) and found desirable traits using Dimension Relevance Ratings
We developed a PSYCHS executive selection survey that serves the purpose of identifying an individual's levels on the desired traits for selection purposes.
We believe in our HR product because it shows validity with the OCP-R and is an easy to administer survey that can be/is tailored to measure the traits PSYCHS is looking for.

Undergraduate Psychology Club at the University of Calgary

Student Union Sanctioned Club

PSYCHS act as a bridge between undergraduate students and the department

Coordinates events for undergraduate students, informational as well as social


Sarros et al., 2005
Performance Orientation
Social Responsibility
Supportiveness
Emphasis on Rewards
Stability
Competitiveness
Innovation
PSYCHS Recruitment Survey
Selection Based on
Organizational Culture

Do You Fit In?
Organizational Culture Profile
Questions?
(REVISED)
Alternative Culture Surveys
Performance Orientation
Having high expectations for performance, enthusiasm for the job, being results oriented, being highly organized
Social Responsibility
being reflective, having a good reputation, being socially responsible, having a clear guiding philosophy
Supportiveness
being team oriented, sharing info freely, being people oriented, collaboration
HEXACO
JPI
VIA
CPI
AB5C
NEO
Personality Inventories Used
Paid Surveys
Organization Culture Assessment Instrument
Organization Culture Inventory

Specific
Woman Workplace Questionnaire
Hospital Culture Scales

Incompatible Format
Competing Values Framework
Emphasis on Rewards
Fairness, opportunities for professional growth, praise for good performance, high pay for good performance
Stability
stability, being calm, security of employment, low conflict
Competitiveness
achievement orientation, an emphasis on quality, being distinctive-different from others, being competitive
Innovation
being innovative, quick to take advantage of opportunities, risk taking, taking individual responsibilities
Dimensions to Map onto
Dimensions continued...
PSYCHS Values
1.33*
(P.O.)
+ 1.67*
(S.R.)
+ 2*
(Sup)
+ .67*
(Stab)
+ .67*
(Inn)
- .67*
(EoR)
- 1*
(Comp)
-2 -1 0 1 2
Really Don't
Want
Really Want
Performance Orientation
Supportiveness
Social Responsibility
The Magic Formula
Desirable vs. Undesirable Applicants
9.87
Current Members
TCI
22.47
Personality based recruitment

Addressing same 7 dimensions
Means & SDs
Full transcript