UNIT 8

UNIT 8

EXERCISE 1
1. The door is opened by Tom.
2. The door is being opened by Tom.
3. The door has been opened by Tom.
4. The door was opened by Tom
5. The door will be opened by Tom.
6. The door is going opened by Tom.
7. The door will have been opened by Tom.
8. The door will have been opened by Tom.

EXERCISE 2
1. That play was written by Shakespeare.
2. Ann will have been invited by Bill to the party.
3. That report is being prepared by Alex.
4. Costumers are served by waitresses and waiters.
5.  The lesson is going explained by the teacher.
6. A new idea had been suggested by Shirley.
7. The farmer's wagon will be pulled by two horses.
8. The book is going returned by Kathy at the Library.
9. By this time tomorrow, the announcement will have been by the President.
10. That note wasn't written by me. Jim wrote it.
11. That pie wasn't made by Alice. Did Mrs. French make it?
12. Is that course taught by Prof. jackson? I know that course isn't taught by Prof. Jackson.
13. Those papers haven't been signed by Mrs. Andrews. Have the papers signed by Mr. Andrews?
14. Will your house be painted by Mr. Brown?
15. I won't have been fooled by his tricks.

EXERCISE 3
1. No change
2. The winning goal was scored by Jackie.
3. No change.
4. Dr. Ikeda's theory is agreed by me.
5. That theory was developed by Dr. Ikeda.
6. The cup was dropped Timmy.
7. No change.
8. I was interviewed by the assistant manager.
9. No change.
10. The small fishing village was destroyed by a hurricane.
11. No change.
12. No change.
13. No change.
14. After class, the chalkboard is always erased by one of the students.
15. In a dream I was being speared the solution to my problem

EXERCISE 4
1. My sweater was made in England by tailor.
2. The new highway will be completed sometime next month by developer.
3. Language skill are taught by teacher in every school in the country.
4. Beethoven's Seventh Symphony was performed by musicians at the concert last night.
5. The world cup soccer games are being televised by transmitter all over the world.
6. No change
7. No change
8.
9.
10. No change

EXERCISE 5
1. Corn is grown in lo a.
2. No change
2. This antique table was made by someone in 1734.
4. No change
5. My purse was stolen by someone.
6. The coffee will be made by someone when I walked into the kitchen.
7. That book have been translated by translator into many languages.
8. That picture was drawn by Jim's daughter. This picture was drawn by my son.
9. The applicants will have been judged by the judges on the basis of their originality.
10. No change.
11. Is that course will be taught by Professor Rivers in this semester?
12. When did the radio is invented by someone?
13. The mail is going to be delivered by the mail carrir by the time I left for school this morning.
14. When the results of the contest will have been announced by someone?
15. No change
16. No change
17. The new hospital will have been built by them next year. The new elementary school have been built by them.
18. No change

EXERCISE 6
1. Ann was handed a menu at the restaurant.
2. Peggy has been awarded a scholarship by Imdian University.
3. Fred was paid three hundred dollars in consulting fees.
4. Maria has been offered a good job by a local advertising company.
5. You will have been sent a bill at the end of the month.
6. The starving people will have been given a week's su[[ly of rice as soon as the food supplies arrive in the famine-stricken area

EXERCISE 7
1. You were invited by someone to apasrty.
2. That book was written by someone in 1987.
3. That book was written by my sister in 1987.
4. Rice is grrown by people in many countries.
5. The letter is being typed by the secretary.
6. The game is being televised by someone.
7. Reading is taught by teachers in the first grade.
8. I have been offered a good job by someone.
9. You were told to be here by someone at ten.
10. That book was published by someone in 1985.
11. She has been sent an invitation to a wedding by someone.
12. That hat was made by someone in Mexico.
13. In the early 80s, Photograph's of Mars was sent back to earth by unmanned space probers. From these photographs scientist have been able to make detailed maps of the surface of Mars.
14. A network of lines was discoveres on Mars astronome

EXCERCISE8

1.Should be told

2.Should told

3.Should have been

4.Must kept

5.Couldnt be opened

6.Couldnt open

7.May offered

8.May be offered

9.May already be offered

10.May already offered

PSYCHOLOGY OF INDUSTRY

Industrial psychology applies psychology to organizations and workplaces. These organizations and workplaces include for-profit businesses, non-profits, government agencies, and colleges and universities. Industrial-organizational psychologists contribute to an organization's success by improving the performance and well-being of its people. An I-O psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems.

In job analysis is often described as the cornerstone of successful employee selection efforts and performance management initiatives. A job analysis involves the systematic collection of information about a job. Job-analytic methods are often described as belonging to one of two approaches. One approach, the task-oriented job analysis, involves an examination of the duties, tasks, and/or competencies required by a job. The second approach, a worker-oriented job analysis, involves an examination of the knowledge, skills, abilities, and other characteristics (KSAOs) required to successfully perform the work. These two approaches are not mutually exclusive. Various adaptations of job-analytic methods include competency modeling, which examines large groups of duties and tasks related to a common goal or process, and practice analysis, which examines the way work is performed in an occupation across jobs.

Performance  appraisal or performance evaluation is the process of measuring an individual's work behaviors and outcomes against the expectations of the job. Performance appraisal is frequently used in promotion and compensation decisions, to help design and validate personnel selection procedures, and for performance  management. Performance management is the process of providing performance feedback relative to expectations and improvement information (e.g., coaching, mentoring). Performance management may also include documenting and tracking performance information for organization-level evaluation purposes.
An I-O psychologist would typically use information from the job analysis to determine a job's performance dimensions, and then construct a rating scale to describe each level of performance for the job. Often, the I-O psychologist would be responsible for training organizational personnel how to use the performance appraisal instrument, including ways to minimize bias when using the rating scale, and how to provide effective performance feedback. Additionally, the I-O psychologist may consult with the organization on ways to use the performance appraisal information for broader performance management initiatives.


Job peformance represents behaviors employees engage in while at work which contribute to organizational goals. These behaviors are formally evaluated by an organization as part of an employee’s responsibilities. In order to understand and ultimately predict job performance, it is important to be precise when defining the term. Job performance is about behaviors that are within the control of the employee and not about results (effectiveness), the costs involved in achieving results (productivity), the results that can be achieved in a period of time (efficiency), or the value an organization places on a given level of performance, effectiveness, productivity, or efficiency (utility).

To model job performance, researchers have attempted to define a set of dimensions that are common to all jobs. Using a common set of dimensions provides a consistent basis for assessing performance and enables the comparison of performance across jobs. While there is disagreement about the exact dimensions of job performance, there is agreement on two major categories of job performance: in-role (technical aspects of a job) and extra-role (non-technical abilities such as communication skills and being a good team member).

To assess job performance, reliable and valid measures must be established. The most commonly used measures are ratings of employee performance on specific tasks and on overall job performance. While there are many sources of error with performance ratings, error can be reduced through rater training and through the use of behaviorally anchored ratings scales. Such scales can be used to clearly define the behaviors that constitute poor, average, and superior performance. Additional factors that complicate the measurement of job performance include the instability of job performance over time and the restriction of variation in individual performance by organizational forces.