IP-History of Industrial Psychology

Industrial Psychology: A Blend of "Industrial" and "Psychology"

• Industrial psychology is about workers' values, attitudes, and how their work environment influences them.
• "Industrial" refers to the provision of material needs in society, while "Psychology" is the science of behavior within the environment.
• This field examines how social, economic, and other factors affect worker behavior.
• It prioritizes worker ease and comfort, not just maximizing output (C.S. Myres).
• Industrial psychology studies individuals and groups in work settings (Thomas W. Harrell).
• Blum and Naylor define it as applying psychological knowledge to business and industrial problems.
• Tiffin and McCormick view it as analyzing human behavior related to goods and services production, distribution, and use in society.

Efficiency Through Motion Studies: The Gilbreths

• Frank and Lillian Gilbreth aimed to boost productivity and reduce fatigue by analyzing work motions.
• Their approach revolutionized physical labor jobs by optimizing work procedures.
• They emphasized the human element in work, considering worker health, skills, and temperament.
• Their motion studies led to improved bricklaying methods, doubling daily output.
• Their research significantly influenced modern operating rooms with the introduction of the surgical assistant role.
• The Gilbreths introduced "therbligs," fundamental work motions to refine and standardize best practices.
• Their studies demonstrated that reducing waste was essential to achieving high efficiency.

Time & Motion Studies: Applications Beyond Efficiency

• Time and motion studies are used to streamline operations in diverse industries.
• They provide a baseline to assess changes in procedures, equipment, and personnel.
• They identify the skills needed for tasks and facilitate training.
• They can also be used to minimize discomfort during tasks, like surgeries, even if it affects efficiency.

Prominent Industrial Psychologists Outside the US

• Industrial psychology flourished early on in other countries.
• Key figures include Jules Suter (Switzerland), Bernard Muscio (Australia), Franziska Baumgarten-Tramer, Walter Moede, William Stern, Otto Lipmann, and Emil Kraepelin (Germany), Jean Marie Lahy (France), Edward Webster (Canada), and Cyril Burt, Charles Myers, and Sir Frederick Bartlett (Great Britain).

World War I's Impact: Testing for Placement

• During WWI, Robert Yerkes and other psychologists developed intelligence tests for placing Army recruits.
• The Army Alpha (for literate recruits) and Beta (for non-literate recruits) tests were the first mass testing efforts.
• Post-war, psychologists were involved in personnel screening and placement in industries.

The 1920s & Beyond: Understanding the Changing Workforce

• The 1920s saw the rise of industrial psychology in the US, focusing on outsourcing effects on work, group dynamics, organizational structures, employee commitment, motivation, and other factors.
• The human relations movement led to increased concern for worker well-being, recognizing the importance of skilled and creative workers for success.
• "Talent Management" has become a key term, emphasizing the value of workers and the need for selection, development, and care of their talents.
• The tech boom has created fierce competition for skilled workers, leading to increased emphasis on recruitment, selection, compensation, and benefits.
• Companies are offering more "family-friendly" policies like childcare and family leave to attract and retain workers.

The Aging Workforce and Globalized Markets

• Advancing work technology requires workers to be constantly retrained.
• The aging global workforce and fewer young people entering the workforce make skills retention even more critical.
• The global economy demands that organizations adapt to international markets.
• Executives and managers must be culturally aware and adept at working with diverse teams.

Policy and Practice: Critical Issues for the Future

• Selecting and developing strong organizational leaders, who are ethical and socially responsible, is crucial.
• Ensuring fair compensation, flexible work policies, and combating discrimination in the workplace are vital goals.
• Building a diverse and inclusive workforce, and effectively leveraging globalization, are significant challenges.
• Optimizing talent management and performance improvement are key to organizational success.
• Organizations and their employees must be prepared for positive change and innovation.