SOAL-SOAL PSIKOLOGI INDUSTRI DAN ORGANISASI
Pertemuan 16 & 17:
Kondisi di Tempat Kerja
1.
Why is it difficult to interpret the effects of a change in the physical work environment that has led to an increase in productivity? a.
Productivity may increase at least temporarily, but it’s difficult to say what caused the increase. b.
Was it physical changes (climate-control, lighting, noise abatement) or was it psychological (attitude toward management)? c.
The effects of changes in physical working conditions may be influenced or modified by how employees perceive, accept, and adapt to these changes.
2.
According to survey data, what are the major complaints made by office workers about their work environment? a.
Major complaints have to do with temperature - its either too cold (#1) or too hot
(#2). b.
Other complaints are poor janitorial service, not enough conference space, not enough storage at the work station, poor indoor air quality, lack of privacy, inadequate parking, computer problems, and workplace noise.
3.
Explain how the size and design of offices and the size of an office building can affect productivity and the nature of the working relationships among co-workers? a.
Physical separation decreases the amount of contact. b.
The smaller the building, the closer the relationships among employees. In large buildings, relationships tend to be more informal and impersonal. c.
Unpopular location, poor design, or inconvenient layout can reduce moral and foster negative attitudes.
4.
Describe advantages and disadvantages of landscaped offices. a.
The landscaped office has huge open space without walls. b.
They are believed to facilitate communication and work flow. They are pleasant and conducive to socializing. c.
Workers also complain of noise, lack of privacy, and lack of feelings of individuality.
5.
What is a foot-candle of light? Why is it a bad idea to illuminate a work station at a much higher level of intensity than its surroundings? a.
A footcandle of light (a standard candle at a distance of one foot) is approximately the brightness produced by a 100-watt bulb held ten feet above your head on a dark night. b.
Inadequate lighting is a source of stress. c.
If the illumination is too high, it leads to eye strain.

6.
How many decibels does it take to cause permanent deafness? What other physiological changes occur as a result of exposure to high noise levels? a.
Brief exposure to noise levels over 130 decibels can cause permanent deafness
(e.g., electronically amplified rock band - 140, and a jet aircraft at takeoff - 150). b.
High noise levels result in the following: blood vessels constrict, heart rate changes, pupils of the eyes dilate - all the physiological signs of stress.
7.
In what ways can the use of different colors be helpful in the workplace? a.
Color can provide a more pleasant working environment and can be an aid in safety practices. b.
Color can prevent eyestrain, increase or decrease lightness, and create different illusions of size. c.
Blues and greens are cool colors; reds and oranges are warm colors. They may influence our perception of temperature in an office.
8.
What are the effects of exposure to very high temperatures on the job? Why do some organizations put fake thermostats in their offices? a.
Unusually high temperatures seem to have no significant effect on mental work, but do lead to lower performance on strenuous tasks. b.
Usually they will need more frequent rest breaks. c.
Fake thermostats are there to give workers the illusion of control.
9.
What is the difference between nominal working hours and actual working hours? a.
Nominal working hours - the prescribed number of hours employees are supposed to spend on the job; not all of these nominal hours are actually spent performing job tasks.
10.
What was the effect on actual working hours when nominal working hours were increased in some companies during the years of World War II? a.
When nominal working hours are increased, actual working hours decrease. b.
World War II experience showed that even though nominal hours increased, productivity remained the same or even decreased.
11.
What are the advantages to employees and employers of permanent part-time employment, of a 4-day workweek, and of a flexible working hours arrangement? a.
By shifting to part-time employment, organizations reduce the costs of keeping full-time staffs and increase their scheduling flexibility. Part-time work is attractive to individuals with pressing family responsibilities and to disabled persons. b.
Workers are enthusiastic about the four-day workweek. Management turns to this schedule in hopes of increasing productivity and efficiency, and reducing absenteeism. c.
Flexible working hours help deal with traffic congestion problems at rush hours.
Because of reduced commuting issues, employees are more relaxed at work and are more likely to begin work promptly. It increases the employees’ sense of

control. This type of schedule results in reduced absenteeism, increased productivity, and job satisfaction.
12.
If you had a job that required shift work, which shift schedule would you choose?
Explain the reason for your choice. a.
Shifts are typically 7 am - 3 pm, 3 pm - 11 pm, and 11 pm - 7 am. b.
Workers are less productive, more stressed, and more accident-prone on the all night shift than on the day shift. The night-shift workers have more family problems and stress over normal daytime activities. c.
Permanent shifts are more effective than rotating shifts. The body’s biological rhythm is upset during rotating shifts.
13.
When did job simplification begin? What did it involve? How did it benefit the economy? a.
Job simplification dates from the beginnings of mass production systems in the early twentieth century. b.
Job simplification - the reduction of manufacturing jobs to the simplest components that can be mastered by unskilled or semiskilled workers. c.
Job simplification allowed the lowest possible cost per unit produced.
14.
Is there a relationship between job simplification and boredom and monotony on the job?
If so, explain it. a.
The farther workers are removed from the finished product, the less meaning and value they attach to the job. b.
Boredom and monotony are two inevitable consequences of job simplification.
Boredom results from continuous performance of a repetitive and uninteresting activity. A moderating variable is motivation - not everyone finds the same job boring.
15.
Distinguish between ethnic harassment, sexual harassment, and gender harassment. a.
Ethnic harassment is focused on one’s racial or ethnic group. b.
Sexual harassment involves unwanted sexual attention and coercion, and is targeted toward a specific woman or man. c.
Gender harassment refers to behavior that reflects an insulting, hostile, and degrading attitude toward all women or men
16.
What are the effects of sexual harassment on female employees? On male employees? a.
One effect for the organization is the possibility of expensive lawsuits. b.
Women perceive a wider range of behaviors as potentially harassing than do men.
Women are more likely to perceive sexual touching as harassment. Men are more likely to see sexual touching initiated by a woman was a compliment. Women are more likely to perceive sexual touching initiated by a man as a threat. Gender harassment is a greater source of psychological distress for women than for men, and can lead to physical ailments.

17.
In what type of work environment has sexual harassment been found to occur most frequently? a.
Sexual harassment is reported to be highest in the military and other maledominated work environments. b.
Several types of companies are cited by the EEOC for ignoring reports of harassment. These include family owned businesses, firms too small to have personnel departments, factories located in rural areas, and in male-dominated industries such as construction.
18.
Why are most incidents of sexual harassment not reported? What factors can reduce sexual harassment at work? a.
Most incidents of sexual harassment are not reported out of fear of retaliation. b.
Factors that can reduce sexual harassment include a strong and committed leadership. A strong organizational culture characterized by swift punishment of sexual harassment can reduce the problem. Training programs and publicity seem to have limited effect.
19.
What are some of the reasons employees do not like telecommuting? What are its advantages to employees and employers? a.
Some employees dislike telecommuting because they miss the social interaction, and they may not be sufficiently disciplined to work steadily without supervision.
Some spouses object to having a partner work at home, and children may be a distraction. Some managers fear loss of authority over their workers if they are not physically present. Labor unions are concerned about declining loyalty of its members. Some telecommuters say they feel more pressure working at home, and feel they are never free of the job - when the phone or fax rings, they feel they must respond. b.
Telecommuting is attractive to employees with day care problems and to disabled workers. They may have fewer interruptions and be able to concentrate better.
Weather and traffic is not an issue. c.
Companies cite gains in productivity, reduced overhead costs, decreased overtime pay, and less absenteeism.