Industrial Organizational Psychology PowerPoint PDF

# INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY ## What is Industry? It is a division in which processing of raw materials and manufacturing & trade of goods take place. ## What is Organization? Organization is a group of people who work interdependently towards some purpose. ## The Psychology - Industria...

# INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY ## What is Industry? It is a division in which processing of raw materials and manufacturing & trade of goods take place. ## What is Organization? Organization is a group of people who work interdependently towards some purpose. ## The Psychology - Industrial organizational psychology is the scientific study of the workplace. - Methods of psychology are applied to issues of critical relevance to business, including: - Talent management - Coaching - Assessment - Selection - Training - Organizational development - Performance - Work-life balance ## What is I/O Psychology? - Usage of psychological principles and theories to the workplace. - Study of how people get along at work and are able to perform effectively. ## Subdivisions Within I/O - **Industrial and Personnel psychology:** - HR stuff: recruitment, job analysis, selection, training, performance appraisal, compensation, employment law - KSAOs - Knowledge, Skills, Abilities and other aspects related to job performance - **Organizational psychology:** - Micro: motivation, leadership, teams, worker attitudes, safety & well-being, work-family - Macro: organizational theory, culture, organizational development & change - **Human factors & ergonomics:** - Modifying equipment - Environmental Changes - To fit workers needs ## Influences on I/O Psychology - Experimental Psychology - Social Psychology - Sociology - Management - Industrial Engineering ## Who are I/O psychologists? I/O psychologist can be classified in two general groups: 1. **Academics:** - Professors in research and teaching-oriented universities and colleges. Example in psychology, management, industrial relations, quantitative sciences, occupational health & safety - Their major activities: teaching courses, conducting research, writing and presenting research papers, attending conferences, mentoring students, performing university and professional service 2. **Practitioners:** - HR and organizational specialists in consulting, private, and public organizations. - Their major activities: Job analysis, diagnosis, surveying employees, designing and administering selection & performance appraisal systems, training, developing psychological tests, implementing and evaluating OD & change, data analysis ## Percentage of I/O Psychologists in Major Work Settings A pie chart shows the percentages of I/O Psychologists in major work settings. - Universities: 36% - Consulting Firms: 29% - Government: 7% - Private Companies: 21% ## The Most Popular I/O Research Topics in Eight Countries A table shows the most popular I/O Research topics in eight countries. | Country | Topics | |---|---| | Canada | Career development, Employee selection, job stress, leadership | | England | Employee selection, gender, job stress, leadership, turnover | | Germany | Job Stress, motivation, training, work environment | | India | Job satisfaction, job stress, motivation, organizational level | | Israel | Career development, job satisfaction, motivation, performance appraisal, values | | Japan | Career development, job stress, leadership, motivation | | Scandinavia | Gender, job stress, shift work, unemployment | | United States | Career development, employee selection, leadership, performance appraisal | ## Timeline of Major Events - 1991- American Disability Act Passed - 1970- APA adopts the name I/O Psy - 1964- Civil Rights Act Passed - 1941- World War II war efforts begin - 1924- Hawthorne Studies begin - 1921- First I/O PhD awarded - Psychological Corporation Founded - 1917- Mental Tests for Job Placement Developed - 1913- First I/O text book published - 1904- The term industrial Psychology used for the first time by W L Bryan who had written a paper in 1899 ## History of I/O Psychology (1900-1916) - **W. L. Bryan** - Stressed importance of studying "concrete activities and functions as they appear in daily life." - But not really considered father of I/O Psych because he was an originator, before the field was established ## The Nameless Was Named - **Frank and Lillian Gilbreth** - Interested in improving productivity and efficiency of industrial engineers. - Argued for the use of psychology in the work lives of industrial engineers. - Led to the merger of psychology with applied interests. - The nameless was crowned industrial psychology in 1910. - The "organizational" bit came in the 1970s. - Lillian Gilbreth is called the mother of management ## The 3 Founding Fathers - **Walter Dill Scott** (American Psychologist) - **Hugo Munsterberg** (German) - **Frederick Taylor** (American Engineer) ## Walter Dill Scott - First to apply the principles of psychology to motivation and productivity in the workplace. - Would later become instrumental in the application of personnel procedures within the army during World War I. - He boosted industrial psychology ## Hugo Munsterberg - Considered the Father of Industrial Psychology - Applied psychological method to practical industrial problems. - *Psychology and Industrial Efficiency* (1913) - View of I/O psychology: - People need to fit the organization -- training. - Applied behavioral sciences should help organizations to shape people to serve as replacement parts for organizational machines, Mechanistic. ## Frederick Taylor - **Principles of Scientific Management (1911)** - Management and workers should cooperatively share responsibility for the design and conduct of work. - E.g.: Showed that workers who handle heavy iron ingots were more productive when allowed work rests. - Training when to work and when to rest raised productivity from 12.5 to 47.0 tons moved per day. - Company increase efficiency. Costs dropped from 9.2 to 3.9 cents per ton. ## World War I - I/O field catalyst - **Robert Yerkes and Walter Dill Scott** - Screening recruits for mental deficiency - Army Alpha and Beta intelligence tests were developed. - Classification of selected recruits into jobs - Performance evaluations of officers - Job Analysis - Soldier motivation and morale - Discipline - The first journal of applied psychology began in 1917. ## The Alpa & Beta Test - Robert Yerkes created the WWI Army Alpha and Beta intelligence tests for the war recruits. - **Army Alpha:** five alternate forms of the verbal test. - **Army Beta:** a nonverbal test for illiterate and non-English speaking recruits. - **Individual Examination:** An individual verbal examination for those who failed Beta. - Administered on approximately two million men - The test was criticized by Gould, S. J. as being culturally unfair: - Many of alpha test participants were not familiar with language. - Many were not familiar with the use of pencil. - Questions inappropriate for recent immigrants (e.g., question about TV star, Tennis Player, etc.). - An example of Army Beta Test Picture Completion is shown. ## Between the Wars (1916-1940) - The Hawthorne Studies - Began in 1920 for more than 10 years at the Hawthorne plant of Western Electric Company. - Initially designed to study the effect of working conditions on performance such as lighting and room temperature. - Later studied the impact of supervisory styles, arrangement of work groups, length of work breaks, and the length of the work day. - Established the "**Hawthorne Effect**": An effect on behavior that is due to getting any treatment and not necessarily to the nature of the treatment per se. ## Human Relations Movement A concentrated effort by managers and their advisors to become more sensitive to the needs of employees or to treat them in a more humanistic manner, i.e., social factors boost worker morale. ## Influences on Human Relations Movement - Hawthorne Studies - Threat of Unionization - Philosophy of Humanism ## Ethics in I/O Field It is essential for psychologists in the profession to follow the Ethical Code developed by **The American Psychological Association (APA)** in order to prevent any harm to the client. The code includes both ethical principles and statements of appropriate professional conduct. ## Six Ethical Principles of APA Code 1. **Competence:** A psychologist only does work that he/she is competent to perform. 2. **Integrity:** Psychologists are fair and honest in their professional dealing with others. 3. **Professional and Scientific Responsibility:** Psychologists maintain high standards of professional behavior. 4. **Respect for People's Rights and Dignity:** Psychologists respect the rights of confidentiality and privacy of others. 5. **Concern for Other's Welfare:** Psychologists attempt to help others through their professional work. 6. **Social Responsibility:** Psychologists have a responsibility to use their skills to benefit society. ## Group Members - Qurrat-ul-ain Shafique - Abid - Faheem - Hussain - Mohammad Mateen - Naresh Kumar - Tariq Jawaid - Shaheryar Hussain - Zuhaib - Aveenash Kumar ## Thank you!