1st & 2nd Week Discussion in I/O Psychology Notes PDF

1st and 2nd week Discussion in I/O Psychology Industrial/Organizational Psychology - a branch of psychology that applies the principles of psychology to the workplace - goal is to increase the productivity and well-being of employees. Two Approaches in I/O Psychology 1. Industrial Approach – fo...

1st and 2nd week Discussion in I/O Psychology Industrial/Organizational Psychology - a branch of psychology that applies the principles of psychology to the workplace - goal is to increase the productivity and well-being of employees. Two Approaches in I/O Psychology 1. Industrial Approach – focuses on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies through training. 2. Organizational Approach – creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment. Major Fields of Industrial/Organizational Psychology 1. Personnel Psychology - field of study that concentrates on the selection and evaluation of employees. - study and practice in such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance - choose existing tests or create new ones that can be used to select and promote employees which are then constantly evaluated to ensure that they are both fair and valid - analyze jobs to obtain a complete picture of what each employee does, often assigning monetary values to each position - determines complete job descriptions and constructs performance-appraisal instruments to evaluate employee performance - examine various methods that can be used to train and develop employees - usually work in the training department of an organization and are involved in such activities as identifying the organization’s training needs, developing training programs, and evaluating training success 2. Organizational Psychology - field of study that investigates the behavior of employees within the context of an organization. - concerned with the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization - often conduct surveys of employee attitudes to get ideas about what employees believe is an organization’s strengths and weaknesses 1st and 2nd week Discussion in I/O Psychology - serves the role of a consultant, thus making recommendations on ways problem areas can be improved (ex. low job satisfaction might be improved by allowing employees to participate in making certain company decisions and poor communication might be improved by implementing an employee suggestion system) 3. Human Factors/Ergonomics - field of study concentrating on the interaction between humans and machines. - concentrate on workplace design, human-machine interaction, ergonomics, and physical fatigue and stress - frequently work with engineers (such as Industrial Engineers) and other technical professionals to make the workplace safer and more efficient - includes activities such as designing the optimal way to draw a map, design the most comfortable chair, and investigating the optimal work schedule Brief History of I/O Psychology In 1903, Walter Dill Scott wrote “The Theory of Advertising”, in which psychology was first applied to business. In 1911, he published Increasing Human Efficiency in Business. 1913, Hugo Munsterberg publishes Psychology and Industrial Efficiency (German version published in 1910). The term “industrial psychology” was seldom used prior to World War I. Instead, the common terms for the field were “economic psychology,” “business psychology,” and “employment psychology” (Koppes & Pickren, 2007). 1917, Journal of Applied Psychology first published 1918, World War I provides I/O psychologists with the first opportunity for large-scale employee testing and selection. (Army Alpha, for literate & Army Beta, for those who can’t read) John Watson, who is better known as a pioneer in behaviorism, served as a major in the U.S. Army in World War I and developed perceptual and motor tests for potential pilots. Henry Gantt, were responsible for increasing the efficiency with which cargo ships were built, repaired, and loaded. Thomas A. Edison created a 150-item knowledge test that he administered to over 900 applicants. Only 5% of the applicants passed. Frank Gilbreth and Lillian Moller Gilbreth, one of the pioneer scientists to improve productivity and reduce fatigue by studying the motions used by workers. 1921, First Ph.D. in I/O psychology awarded to Bruce Moore and Merrill Ream at Carnegie Tech. 1932, First I/O text written by Morris Viteles 1st and 2nd week Discussion in I/O Psychology 1933, Hawthorne studies were published, conducted at the Hawthorne plant of the Western Electric Company in the Chicago area, demonstrated that the interpersonal interactions between managers and employees played a tremendous role in employee behavior. It was initially designed to investigate such issues as the effects of lighting levels, work schedules, wages, temperature, and rest breaks on employee performance. Employees changed their behavior and became more productive because they were being studied and received attention from their managers (Hawthorne effect.) 1937, American Association for Applied Psychology established. 1945, Society for Industrial and Business Psychology established as Division 14 of APA with 130 members 1951, Marion Bills elected as first woman president of Division 14 1960, Division 14 renamed as Society for Industrial Psychology, membership exceeds 700 1963, Equal Pay Act passed 1964, Civil Rights Act passed. First issue of The Industrial-Organizational Psychologist (TIP) published 1970, Division 14 membership exceeds 1,100 1971, B.F. Skinner publishes Beyond Freedom and Dignity 1980, Division 14 membership exceeds 1,800 1982, Division 14 renamed Society for Industrial and Organizational Psychology (SIOP) 1986, Society for Industrial and Organizational Psychology (SIOP) holds first annual national conference separate from APA meeting 1989, Supreme Court sets conservative trend and becomes more “employer friendly” 1990, Americans with Disabilities Act passed. SIOP membership exceeds 2,500 1991, Civil Rights Act of 1991 passed to overcome 1989 conservative Supreme Court decisions 1997, SIOP celebrates golden anniversary at its annual conference in St. Louis 2000, SIOP membership exceeds 3,600 2005, Office of Federal Contract Compliance Programs (OFCCP) and Equal Employment Opportunity Commission (EEOC) become more aggressive in fighting systemic discrimination 2008, The journal Industrial and Organizational Psychology: Perspectives on Science and Practice begins publication as an official journal of SIOP 2009, Lilly Ledbetter Fair Pay Act and Americans with Disabilities Act Amendment Act (ADAAA) passed 1st and 2nd week Discussion in I/O Psychology 2010, SIOP membership exceeds 8,000; SIOP members narrowly vote to keep the name Society for Industrial Organizational Psychology rather than change the name to the Society for Organizational Psychology 2013, OFCCP issues new regulations affecting the hiring of military veterans and individuals with disabilities 2014, SIOP membership exceeds 8,300