SAL-BPSY-307- Psychology at Work

Gurugram - Semester 5 - Academic Year 2021-2022

Brief Course Description:

This course Psychology at Work will be on industrial and organizational psychology, specifically job
analysis, description, and evaluation; employee selection; performance evaluation; motivation; job
satisfaction; leadership; organizational issues, organizational structure, climate and culture. The students
will learn to practice psychology within the work setting. The course will include reading, writing,
discussion, and exercises for better understanding of workplace dynamics.

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1. General Course Information

1.1 Course Details

Course: Psychology at Work
Code: SAL-BPSY-307
Term: 6
Level: Undergraduate
Credits : 4
Contact: 3 hour 45 minutes per week
Prerequisites: NIL
1.2 Course Faculty
Module Leader:
Name:Megha Kochhar
Email ID: [email protected]
Cabin Location: 3rd Floor, Gurugram Campus

Module Tutor:
Name: Megha Kochhar
Phone number: 7042245746
Email ID: [email protected]
Cabin Location: 3rd Floor, Gurugram Campus

1.3 Class and tutorial details:

Classes for this course shall be scheduled thrice a week. 4 tutorial sessions shall also be
conducted for this course.

2. Learning Outcomes
2.1 Course Learning Outcome
By the end of this course, students will:
1. To understand the evolution of psychology at work and appreciate the challenges faced by the
field of study.
2. To understand how various theories and methods of Industrial psychology apply to real life work
settings.
3. To learn the various workplace dynamics and organizational communication and develop
organizational effectiveness.
4. To know how to apply knowledge of I/O Psychology to the real work settings

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2.2 Course learning outcomes, program learning outcomes and assessments:
Course learning outcomes Program learning outcomes Assessments

To understand the evolution of Develop critical and Continuous Assessment:

psychology at work and analytical thinking skills
Class Participation
appreciate the challenges faced
by the field of study. Presentation

Case discussion

To understand how various Enhance verbal and written Midterm assessment: Group
theories and methods of communication skills. Project presentation
Industrial psychology apply to
real life work settings.

To learn the various workplace

Ability to make clear and End Term Written Exam
dynamics and organizational ethical judgments.
communication and develop
organizational effectiveness.

To know how to apply Inculcate the ability to seek

knowledge of I/O Psychology innovative solutions to real-
to the real work settings world problems.

Foster the ability to

collaborate and work
effectively in a team.

Develop an interdisciplinary
approach to address socio-
economic and organizational
issues

Develop understanding of self

and its growth in an

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 intra/interpersonal setting.

Apply psychological
constructs
and create interventions for
positive mental health

Gain factual knowledge of To develop conceptual

the terminology, methods, understanding of Psychology
and research findings in the and its application
field of psychology of media.

2.3 Relationship of this course with other courses conducted in the

Same term:
Other terms:

3. Learning Resources
3.1 Required resources
 Text - “Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt,
2015, 8th Edition
 “Introduction to Industrial Organizational Psychology” by Ronald E. Riggio,2013, 6 th Edition

3.2 Recommended resources

 Journal of Applied Psychology
 Journal of Occupational & Organizational Psychology

4. Learning and Teaching Activities:

 Approach to Learning and Teaching in the Course
We use the cognitive approach to learning. The course tutor and the students both engage
with knowledge; the role of the tutor will be to choose the best method to convey
understanding. The approach to learning will involve ‘learning to think’.
 Learning Activities and Teaching Strategies
There will generally be a reading or an article for each session. You should read and
come prepared for each session. The level of preparedness for the class will be checked

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 through cold calls/surprise quizzes. Class participation is very essential both for your own
and peer learning and to a very large extent would drive the overall learning from the
course. The sessions are so planned that each session is built upon the discussions in the
prior class. It is therefore necessary that you attend all sessions and come prepared to the
class. Students are also expected to refer to academic journals and magazines specific to
psychology to know about the latest works.

4.1 Module overview:

Session Topic Pre Class Readings Linked Activity
No

Session 1 Unit 1 - Introduction to I/O https://www.youtube.com/watch? Class Discussion on the

Psychology v=FXOyNS3M0fY&ab_channel=Psyc Field of I/0 Psychology
happyteach

Introduction & Brief History of

I/O Psychology

Session 2,3 https://hbr.org/2020/05/ Class Discussion based on

diversity-and-inclusion- Article read
 Challenges faced at Work efforts-that-really-work
workforce diversity
Article – HBR
 Diversity Issues at
workplace


Session 4, 5  Sexual https://www.youtube.com/watch? Discussion on Video

Harassment v=MjRcjAkb8_4&t=122s&ab_chann
 Types of el=UNWomenAsiaandthePacific Group Discussion – Bullying
Harassment at workplace
 Preventing
Sexual
Harassment
 Correcting
Sexual
Harassing
Behavior

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Session 6 Tutorial Presentation on “Choose an Present an one aspect of
Organization” I/0O Psychology through
Presentation

Session 7-8 Unit II - Personal Issues at Job Analysis of Real Estate Presentation of the Job
workplace Organization Analysis done by the
students
 Job Analysis (Application of I/O Psychology)
 Job Analysis
methods
 Job Analysis
Techniques https://www.shrm.org/
resourcesandtools/tools-and-
samples/toolkits/pages/
performingjobanalysis.aspx

Session 9, Employee Recruitment https://www.youtube.com/watch? Mock Interview

10 v=OV6pEGXRYZ0&ab_channel=TEDx
Talks

Great Change takes with small steps

Session 11 Employee Selection Article - Workforce Planning CEO

https://journals.sagepub.com/doi/f Succession at corporate
ull/10.1177/0170840612464757 giants. Application

Session 12  Methods of Blog – Talent assessment Application based

Assessing & https://www.webrecruit.co/blog/ Discussion
Selecting People recruitment-insights/6-methods-
 Employee for-assessing-talent-how-effective-
screening Tests
are-they/

Session Evaluating Employees Video - Class Room Scenario

13-15 Performance https://www.youtube.com/watch? Presentation
v=EnR8Zash-
Job performance &
fU&ab_channel=NRCCILT
Performance Appraisal

Reading –
https://kissflow.com/hr/
performance-management/
employee-performance-appraisal-

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 method/

Session 14-  Perception at Video - Perceptual Bias

17 Work https://www.youtube.com/watch?
v=00egH65UgdA&ab_channel=Expa
ndLearningSolutions

Session 15
Mid Term Assessment Presentations
Session 16 Unit III – Worker Issues Situational Analysis - Discussion on case
Employee Motivation Employee Motivation –
1. Need Theories of Video - The Psychology
Motivation
behind employee
2. McClelland’s
motivation
Achievement
http://www.youtube.com
Motivation Theory
/watch?v=cSIBrsUEdPY
(5.28 min)

Session 17 Motivation and Behavior:  https:// Tool – Locus of Control

& 18 From Concepts to Applications www.pdfdrive.co
Behavior Based Theories m/
1. Reinforcement Theory industrialorganiza
2. Extrinsic versus Intrinsic tional-psychology-
Motivation d53617468.html
1. Situational Analysis
3. Goal-setting Theory – Employee
4. self-determination theory Motivation

Session , 19 Motivation and Behavior:  https:// Lecture based on Theories

From Concepts to Applications www.pdfdrive.co
Job Design based Theories of m/
Motivation industrialorganiza
1. Herzberg’s Two-Factor tional-psychology-
Theory d53617468.html
Job Characteristics Model

Session 20 Motivation and Behavior: Desired Reading Class Discussion on

& 21 From Concepts to Applications application of cognitive
1. Cognitive theories of

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 motivation https://saylordotorg.github.io/ theories
2. Equity Theory of text_organizational-behavior-v1.1/
Motivation s09-theories-of-motivation.html
3. Expectancy (VIE)
Theory of Motivation
Relationship between motivation
and Performance
Session 22-  Communication at workplace https://www.hrtechnologist.com/ Tool - Communication style
26  Process of communication articles/employee-engagement/ questionnaire
 Interpersonal communication effective-communication-in-the-
 Communication styles workplace-how-and-why/
 Impression Management

Video -Movie “Twelve Angry Men”

https://www.youtube.com/watch?
v=xbb1QzQ9P1w

Session 27-  Emotional Intelligence at Reading : Article - An article on “the Tool – Know your EQ?
30 work impact of emotions and moods and
other affect -related variables on
creativity and initiative”
Video

TEDxEmory,

https://www.youtube.com/watch?
v=Le9Isb03RY8

Are Emotions Contagious in the

Workplace?

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Session 30 Unit IV – Organizational Issues Situational Analysis Situational Analysis will be
-35  Power, Influence and Delegate power or keep it done in the class to
Political Behavior close? (2 Pages) understand different types
 Organizational Politics of power.
 Managing Organizational
Polities

 Case discussion Situational Analysis Situation Analysis -

Session 36

Session 37- Organizational Work behavior – Reading -Culture is not Case study
39 21st Century the culprit, HBR (April, analysis -:
 Multicultural perspective 2016, 14 Pages) Managing the
of Organizational Culture
Case study Managing the corporate culture
 Formation of
corporate culture of of DMRC: the
organizational culture &
climate with socialization DMRC: the Sreedharan Sreedharan
Approach (4 Pages) Approach (4
Pages)

Session 40-  Violence at work https://www.ccohs.ca/ Discussion

41  levels of violence, oshanswers/psychosocial/
bullying a form of

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 violence and violence.html Survey*

Session 42-  dealing with violence at https://www.ccohs.ca/ Discussion

44 work oshanswers/psychosocial/
 Psychology of nepotisms violence.html

Session 45-  Fairness at work- https://teambay.com/fairness- Discussion

46 justice fairness and workplace/
trust, concept of justice
will be highlighted
 Approaches to justice.
 Practical implications
and perceptions of
justice

Session 47  Organization change and Situation Analysis - - Discussion - –CEO Talent ,

 Resistance to change Starbucks returns to its Stanford Close Look Series
roots (2 Pages) 2017

Session 48 Unit V- Positive Organizational Discussion

Behaviors (POB)
, happiness at work, job crafting

4.2 Session Plan:

Session 1: Introduction to I/O Psychology

Description of the session:

The session deals with the introduction of Industrial/ Organizational Psychology, the science and
practice of this field of psychology.

Learning outcome: By the end of the session you should be able to understanding the field of
I/O psychology and its relevance
Essential readings: “Industrial/ Organizational Psychology- An Applied Approach” by Michael G.
Aamodt, 2015, 8th Edition.

Desired readings: “Introduction to Industrial Organizational Psychology” by Ronald E.

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Riggio,2013, 6th Edition

Session 2, 3: Challenges faced at Work workforce diversity; Diversity Issues at workplace &
CSR

Description of the session:

This session will focus on challenges at workplace which has workplace diversity, issues and how
corporate social responsibility is practiced in India through group discussion mode and application of
concepts taught in class.
Learning outcome:
1. After completion of the session, you will be able to understand how in organization diversity is
managed and tacked
2. Importance of Corporate social Responsibility at workplace.

Essential readings:
“Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8th Edition.

Desired readings:
https://hbr.org/2020/05/diversity-and-inclusion-efforts-that-really-work

Article – HBR

Session 4, 5: Sexual Harassment

Description of the session

This session will focus on all dimensions of Harassment at workplace. Understanding sexual Harassment.
types of sexual Harassment, legal issues of sexual harassment. With a video and case situation discussed
in the class
Learning Outcome
 Understanding what is harassment and how to deal with it

Essential readings: - “Industrial/ Organizational Psychology- An Applied Approach” by Michael G.

Aamodt, 2015, 8th Edition.

Video: https://www.youtube.com/watch?
v=MjRcjAkb8_4&t=122s&ab_channel=UNWomenAsiaandthePacific

Session 6, 7: Total Quality Management

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Description of the session
This session will focus on the concept of Total Quality management at workplace with types of quality
management and the various principles of quality management. Also the case of Voltas Ltd will be
discussed in this relation with the principles of TQM and benefits of quality management

Learning Outcome

 Understanding concept Total quality Management

 Application of Total Quality Management
Essential readings:
- “Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8 th
Edition.
Desired Reading - https://www.icmrindia.org/casestudies/catalogue/Business%20Strategy/
Voltas%20Ltd%20From%20Turnaround%20Big%20Bang.htm Case Study – From Turnaround
to Big Bang - ICMR

Session 8: Tutorial

Description of the session

Presentation on “Choose an Organization”. Where the students will present one aspect of I/O
Psychology through Presentation
Learning Outcome
Application of the concepts discussed in I/O Psychology
Essential readings:
“Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8th Edition.

Session 9 & 10, - Personal Issues at workplace

Description of the session

Understanding the importance of Job Analysis, Job Analysis methods, Job Analysis Techniques

Learning Outcomes: Importance of Job Analysis in an organization

Essential Readings:
Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8 th Edition.

Desired Reading - Job Analysis of Real Estate Organization

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https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/
performingjobanalysis.aspx

Session 11: Employee Recruitment

Description of the session

This session will focus on recruitment, types of recruitment and mock interviews will be conducted
highlight the process of recruitment and the processes

Learning Outcome: Understanding the process of recruitment and its impact on workplace

Essential Readings:
Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8 th Edition.

Session 12: Employee Selection

“Description of the session

This session will focus on the selection process and the methods of selection with the model of employee
selection.
Learning Outcome
After this session you would be able to distinguish a competitive market from a non- competitive market
and why we still tend to consider them as the bench mark while analyzing market structures.

Essential Readings:
Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8 th Edition.

Desired Reading - Article - https://journals.sagepub.com/doi/full/10.1177/0170840612464757

Session13, 14: Methods of Assessing & Selecting People

Description of the session

This session will focus on the methods of assessing people, Employee screening Tests and employee tests
will be discussed in this session

Learning Outcome: To understand the Assessment of Screening Process and its effectiveness
Essential Readings:
Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8 th Edition.

Desired Readings
Blog – Talent assessment

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https://www.webrecruit.co/blog/recruitment-insights/6-methods-for-assessing-talent-how-effective-
are-they/

Session 15 & 16: Evaluating Employee Performance

Description of the session

This session will focus on evaluating employee Performance, with Job performance & Performance
Appraisal

Learning Outcome-
 Understanding the evaluation of employee Performance

Essential Readings: Industrial/ Organizational Psychology- An Applied Approach” by Michael G.

Aamodt, 2015, 8th Edition.

Virtual Activity –

 Designing Performance Appraisal

Session 17-20: Unit III – Worker Issues

Employee Motivation Need Based Theories of Motivation

Description of the session

Properly motivating a workforce can lead to gains in productivity, innovation, and employee retention.
This session will review the basics of motivation, and help to understand it link with work performance.
Simply knowing about motivational theories is not enough to make managers effective. Managers must
be able to apply these theories in the workplace to increase worker motivation. This session will focus
on need based theories of motivation with its impact of performance.

Learning Outcome-
 Understanding the need based theories of motivation and its relationship on
performance
 Describe the key factors affecting motivation

Essential Readings: Industrial/ Organizational Psychology- An Applied Approach” by Michael G.

Aamodt, 2015, 8th Edition.

Situational Analysis – Employee Motivation – A short case let – IBS Hyderabad

Session 22: Behavior based Theories of Motivation

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Description of the session
Properly motivating a workforce can lead to gains in productivity, innovation, and employee retention.
This session will review the basics of motivation, and help to understand it link with work performance.
Simply knowing about motivational theories is not enough to make managers effective. Managers must
be able to apply these theories in the workplace to increase worker motivation. This session will focus
on Behaviour based theories of motivation like Reinforcement Theory, Extrinsic versus Intrinsic
Motivation and Goal-setting Theory with its impact of performance.

Learning Outcome-
 Understanding the Behavior based theories of motivation and its relationship on
performance

Essential Readings: Industrial/ Organizational Psychology- An Applied Approach” by Michael G.

Aamodt, 2015, 8th Edition.

Session 20- 26: Communication at workplace

Description of the session: This session discusses about the effectiveness of communication at
workplace, ways to improve communication, dealing with the barriers of communication, improving
employee communication skills and developing internal communication and managing impressions at
workplace

Learning Outcome-
 Understanding the importance of communication and its effectiveness
 Impression management at workplace

Essential Readings: Industrial/ Organizational Psychology- An Applied Approach” by Michael G.

Aamodt, 2015, 8th Edition.

Virtual Class Activity:

 Tool – Communication style Questionnaire

Session 27 & 30: Emotional Intelligence

Description of the session: There are dozens of emotions including anger, contempt, enthusiasm, envy,
fear, frustration, disappointment, embarrassment, disgust, happiness, hate, hope, jealousy, joy, love,
pride, surprise, and sadness. Numerous researchers have tried to limit them to a fundamental set. But
some argue that it makes no sense to think in terms of “basic” emotions because even emotions we
rarely experience, such as shock, can have a powerful effect on us. Other researchers, even

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philosophers, say there are universal emotions common to all. René Descartes, often called the founder
of modern philosophy, identified six “simple and primitive passions”— wonder, love, hatred, desire, joy
and sadness and argued that “all the others are composed of some of these six or are species of them.

Learning outcome:

 To differentiate emotions from mood and identify basic emotions and basic
moods
 To identify sources of emotions and moods
 To determine strategies for emotional regulation and their likely effect

Required Reading:

Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8 th Edition.

Desired Readings:

 An article on “the impact of emotions and moods and other affect -related variables on
creativity and initiative”
https://www.researchgate.net/publication/
47342223_The_impact_of_emotions_moods_and_other_affect-
related_variables_on_creativity_innovation_and_initiative

Virtual Class Activity:

 Tool – Know your EQ? will be conducted where students will be made aware of their EQ scores
and how emotions can be learnt.

Session 31 & 35: Power, Influence and Political Behavior

Description of the session: Power is defined as a capacity that one person has to influence the behavior
of another so that the other acts in accordance with the first person's wishes. Power is the ability to
influence others. Influence is the process of affecting the thoughts, behavior and feeling of others.
Authority is the right to influence others. This session will examine how power shapes group goals and
resource allocation as well as the individual use of political skills to achieve goals.

For anything to be accomplished in an organization people must use both power and politics. While
often looked at as negative aspects of organizations, both power and politics are the means by which
organizations and individuals get objectives accomplished. Political Behaviour is activities that are not
required as part of one's formal role in the organization, but that influence, or attempt to influence, the
distribution of advantages and disadvantages within the organization. There are a number of factors
that appear to encourage political behavior: some are individual characteristics and others are the
results of the organization's culture or internal environment.

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Learning Outcome:
 Distinguish between power, influence and authority
 Contrast the five bases of power and the ethical use of power.
 Identify the causes and consequences of political behaviour.
 Apply impression management techniques & influence of culture on politics

Essential Reading:
“Industrial/ Organizational Psychology- An Applied Approach” by Michael G. Aamodt, 2015, 8 th Edition.

Virtual Class Activity:

Situational Analysis will be done in the class to understand different types of power.

Session 37 & 39: Unit V – Organizational Work behavior – 21st Century

Description of the session:

This session will focus on multicultural perspective of Organizational Culture Formation of organizational
culture, types of culture, dysfunctional aspects of culture & climate with socialization will be discussed in
detail

Learning Outcome
Understanding the importance and impact of organizational climate and culture in organizations today

Essential Reading: “Industrial/ Organizational Psychology- An Applied Approach” by Michael G.

Aamodt, 2015, 8th Edition.
Desired Reading : Culture is not the culprit, HBR (April, 2016, 14 Pages)

Case study analysis -: Managing the corporate culture of DMRC: the Sreedharan Approach (4 Pages)

Session 40-44: Violence at work

Description of the session:

Understanding what violence at work is like, levels of violence, bullying a form of violence and dealing

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with violence at work

Learning Outcome. Understanding how to deal with workplace violence

Essential Reading: “Industrial/ Organizational Psychology- An Applied Approach” by Michael G.
Aamodt, 2015, 8th Edition.

Session 45-46: Fairness at work- justice fairness and trust

Description of the Session –

This session will focus on fairness at work, concept of justice will be highlighted with approaches to
justice with practical implications and perceptions of justice
Learning Outcome.
On completing this session you would be able to comprehend the importance of fairness at work tobuild
trust.

Essential Readings; “Industrial/ Organizational Psychology- An Applied Approach” by Michael G.

Aamodt, 2015, 8th Edition.

Session 47 – Organizational culture

Description of the Session –

This session is about change. The objective is to describe environmental forces that require managers to
implement comprehensive change programs. To consider why people and organizations often resist
change and how this resistance can be overcome. The session also reviews various processes for
managing organizational change. Discussion on Starbucks returns to its roots.

Learning Outcome-
 Identify and examine major external and internal forces that act as stimulants to
change & creating a culture for change.
 Evaluate the reasons for resistance to change and discuss methods
organizations use to manage resistance.

Essential Readings: Text - “Industrial/ Organizational Psychology- An Applied Approach” by Michael

G. Aamodt, 2015, 8th Edition.
Desired Reading: “Introduction to Industrial Organizational Psychology” by Ronald E.
Riggio,2013, 6th Edition

Virtual Class Activity:

 Situational Analysis - Starbucks returns to its roots (2 Pages)

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 5. Assessments:
The students need to maintain 60% attendance to appear for Mid Term Assessments & 75%
Attendance for End Term Assessments.
Assessments for Courses are based on the following four principles:
 Assessment must encourage and reinforce learning.
 Assessment must enable robust and fair judgments about student performance.
 Assessment practices must be fair and equitable to students and give them the
opportunity to demonstrate what they have learned.
 Assessment must maintain academic standards.
5.1 Assessment summary
Assessment Item Due date Weighting Related learning
(marks/Percentage) outcome

1. Attendance Continuously 5 MLG 1, MLG 2

2. Case Discussion assessed
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3. Problem solving

Presentation (Mid- 25 April’22 20 MLG 3, MLG 4

term)
4. End term Written End of semester 60 MLG 1, 2, 3,4
examination

5.2 Assessment related details

 If a student is absent on the scheduled date of (internal) assessments, she/he shall be
given one more option to reappear in the same, provided the faculty is convinced that the
reason for absence is genuine. Inability to attend the reappear assessment will result in
the student being awarded zero.
 Group assessments shall not be repeated. In case a student is absent on the day of
presentation of the same, the student will be awarded zero for this component of

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 assessment. The faculty in such cases shall conduct a separate viva for the concerned
student and grade her/him accordingly.
 End term assessments are compulsory. Absence in end term assessments will be marked
as ‘absent’ and the result will be marked as ‘incomplete’. This is irrespective of the
student’s score in internal assessments.
5.3 Assessment details (sample details given below)
A) Continuous Assessment (20 Marks): Students will be assessed continuously in between the sessions
through case discussions. Students will be informed about the details of the case and date and time of
submission in advance. Activity based assessments will be done during the class hours and it is
mandatory for them to be present on that day. Attendance will be marked as a component of internal
assessment.
B) Mid Term (20 Marks): Students (in groups) will be assigned a topic on which they will prepare a
manual and present
C) End-Term Assessment (60 Marks): This will be closed book/ open book written exam covering all
the five units covered in the course.

5.4 Details of submissions/presentations

Students will be informed about the details of the assignment and date and time of submission in advance.
Activity based assignments will be done during the class hours and it is mandatory for them to be present
on that day. Slots will be given in advance for the purpose of presentations.

5.5 Assessment Feedback

Feedback on student performance from formative and summative assessment tasks will be
provided to students in a timely manner. Assessment tasks completed within the teaching period
of a course, other than a final assessment, will be assessed and students provided with feedback,
with or without a provisional result, within 10 working days of submission, under normal
circumstances. Feedback on continuous assessment tasks, if any, will be provided prior to the
midpoint of the course.

Note: Appeal of grade – students who wish to appeal their end term marks should initially
discuss their concerns with their tutor. If they are still dissatisfied, they should then make contact
with the Controller of Examination within 10 business days from the date of notification of the
result. Such a written request must contain details of the grounds on which the objection is based.
Requests must include a summary of the reasons the student believes his or her assessment work

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 deserves a higher mark. These reasons must be directly related to the academic quality of the
work.

5.6 Quality Assurance

IILM is actively monitoring student learning and quality of the student experience in all its
programs. A random selection of completed assessment tasks may be used for quality assurance,
such as to determine the extent to which program learning goals are being achieved. The
information is required for accreditation purposes, and aggregated findings will be used to
inform changes aimed at improving the quality of psychology programs.
6. Maps:
6.1 Assessment Map

Module Name: A1 A2 A3 A4 A5

Psychology at Work    

A1- Individual assignment/quiz A2- Group assignment

A3- Open book examinations A4- Closed book examinations A5- Presentations

6.2 Teaching Map

Module Name: T1 T2 T3 T4 T5 T6

Psychology at Work      

T1: Lectures T2: Seminars/Tutorials T3: Projects

T4: Case Discussion T5: Guest Lectures/Industrial Visit T6: Workshop Sessions

6.3 Curriculum Map

Module Name: Program learning outcomes

Psychology at Work PLG 1 PLG2 PLG3 PLG4 PLG5 PLG6 PLG 7 PLG8 PLG9

Taught      

Assessed      

Covered     

Program Learning Outcomes:

1. Develop critical and analytical thinking skills

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2. Enhance verbal and written communication skills.
3. Ability to make clear and ethical judgments.
4. Inculcate the ability to seek innovative solutions to real-world problems.
5. Foster the ability to collaborate and work effectively in a team.
6. Develop an interdisciplinary approach to address socio- economic and organizational
issues.
7. Develop understanding of self and its growth in an intra/interpersonal setting.
8. Apply psychological constructs and create interventions for positive mental health.
9. To develop conceptual understanding of Psychology and its application

7. Student feedback
The Institute places high priority on approaches to learning and teaching that enhances the
students’ experience. Feedback is sought from students in a variety of ways including on-going
engagement with faculty, the use of online questionnaires and interaction with the
Dean/appropriate authority. This course is regularly revised and updated to reflect student
feedback.

8. Plagiarism
Please refer to the student handbook, page 30, for details.

9. Module Readings Grid

S. No. Title No. of Pages Shared/ isolated

1 Main Text -
 “Industrial/ Organizational 80 Isolated
Psychology- An Applied
Approach” by Michael G.
Aamodt, 2015, 8th Edition.

2 Desired Readings Isolated

 “Introduction to
Industrial
Organizational
Psychology” by
Ronald E.
Riggio,2013, 6th

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 Edition

3 2, 21-33 Isolated
Adler, N.J. (1997). Global Leaders: A
Dialogue with future history. Journal of
InternationalManagement, ,

.
4. Adler, N.J. (1997). Global leaders: Women (239-261 Isolated
of influence. In G. N. Powell (Ed.),
Handbook of Gender and Work,).
Thousand Oaks, CA, US: Sage
Publications, Inc.
5 Chadha, N.K. (2007). Organizational Isolated
Behavior.Galgotia Publishers: New Delhi. New-
Boy Network. The New

Yorker (12Pages)
6 Greenberg, J. & Baron, R.A. (2007).Behaviour Isolated
in Organizations (9th Ed.). India: Dorling
Kindersley

7 Griffin R.W. & Moorhead, G. Isolated

(2009).Organizational Behavior: Managing
People & Organizations.Biztantra publishers

8 Robbins, S. P. & Judge, T.A. Isolated

(2007).Organizational Behavior. 12th Edition.
New Delhi: Prentice Hall of India

9 Robbins, S. P. & Judge, T.A. (2008).Essentials of Isolated

Organizational Behavior.9 th Edition. New
Delhi: Prentice Hall of India

10. Student Responsibilities and Conduct

Students are expected to be familiar with and adhere to Institute's policies in relation to class
attendance and general conduct and behaviour, including maintaining a safe, respectful
environment; and to understand their obligations in relation to workload, assessment and keeping
informed.

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Workload: It is expected that you will spend at least ten to twelve hours per week studying for a
course. This time should be made up of reading, research, working on exercises and problems,
online activities and attending classes. In periods where you need to complete assignments or
prepare for examinations, the workload may be greater. We strongly encourage you to connect
with your MS Teams Portal in the first week of semester.
Attendance: Your regular and punctual attendance at lectures and seminars or in online learning
activities is expected in this course. The Institute reserves the right to refuse final assessment to
those students who fails to attend the required minimum number of classes where attendance and
participation is required as part of the learning process (e.g., tutorials, flipped classroom sessions,
seminars, labs, etc.).
General Conduct and Behaviour: You are expected to conduct yourself with consideration and
respect for the needs of your fellow students and teaching staff. Conduct which unduly disrupts
or interferes with a class, such as ringing or talking on mobile phones, is not acceptable and
students may be asked to leave the class.
Health and Safety: IILM requires each person to work safely and responsibly, in order to avoid
personal injury and to protect the safety of others.
Keeping Informed: You should take note of all announcements made in lectures, tutorials or on
the course web site. From time to time, the Institute will send important announcements to your
university e-mail address without providing you with a paper copy. You will be deemed to have
received this information. It is also your responsibility to keep the Institute informed of all
changes to your contact details.
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