Module 1 - Industrial-Organizational Psychology PDF

Industrial-Organizational Psychology What is I/O Psychology? I/O Psychology is a branch of psychology that applies psychological principles in the workplace to enhance the dignity and performance of people and the organization they work in, by advancing the science and knowledge of human behavior....

Industrial-Organizational Psychology What is I/O Psychology? I/O Psychology is a branch of psychology that applies psychological principles in the workplace to enhance the dignity and performance of people and the organization they work in, by advancing the science and knowledge of human behavior. Brief History I/O Psychology Engineer Frederick Taylor Engineer Frederick Taylor time and motion study to identify the best way to perform a task and increase productivity known as the Scientific Management is unveiled, making him its founding father. He published a book titled Shop Management with emphasis on the role of the management to motivate employees. Lillian Gilbreth & Frank B. Gilbreth pioneers in engineering and I-O psychology. implemented Taylor's scientific management principles by breaking down job components into steps to reduce fatigue and increase worker efficiency.  The Theory of Advertising as well as Increasing Human Efficiency in Business considered to be the first book about using psychology to help solve problems in the business world. Walter Dill Applying psychology principles to advertising, Scott selection and training sales personnel, motivation and productivity in the workplace. APA president in 1919. Hugo Munsterberg Father of Industrial Psychology with his book, Psychology and Industrial Efficiency. interested in job design and selection of streetcar operators advocate of the use of psychological tests to measure a prospective employee's skills matched with the requirements of a particular job. research in real-world work situations and workplaces with the Founding father of I-O psychology goal of increasing efficiency. Credit also to his writings, research, and consulting activities pertaining to propagating awareness in I/O Psychology.  The development of IQ tests due to large-scale recruitment of soldiers became on the rise. Army Alpha (verbal) and Army Beta (non-verbal): officership, espionage, military training. Scott and Bingham established a psychological program under the Army’s World War 1 The creation of performance rating forms while other through the groups of psychologists who studied for the government. 1920s I/O psychologists had a lot to offer the military and government for the screening and classification of employees. Other psychologists were expanding to the private industry. Consulting firms: mental ability testing, personnel planning, training, and personnel administration began. The Psychological Corporation and The Scott Company.  The Great Depression was in effect, where unemployment went to all-time highs and growth in the economy was a memory, hence movement involving labor relations took place. The American culture became focused on the human condition. Hawthorne Studies researched the impact of illumination on productivity. 1930's to Pre- highlighted the social relations and employee attitudes in the work place. World War 2 it literally came to light that the social and psychological conditions of work were often more important than the physical conditions. Before this time, team development, supervision, group process, worker morale, and other organizational methods were not often used in I/O psychology. The way I/O psychology was viewed entirely changed. Now motivation, leadership, and human resources were considered valuable assets.  Kurt Lewin, a social psychologist, was interested in the theory and methodology in the area of work groups and leadership. importance of group dynamics, change, and the nature Post World of organization. mostly used in goal setting and expectancy theory. War 2 Social Philosopher Mary Parker Follett: recognize that organizations can be viewed from the perspective of both through the individuals and groups Mid-1960s Growth of US business that lead to rise in employment and new ways of doing things in work organizations beginning with refinement in terms of selection, placement, evaluation, and appraisal. Even though they were born in World War 1, here is where they were better defined, detailed, and applied best. Rise of human factors engineering or ergonomics – study of the interface between man and machine is also taking place at this post WW2 era due to "boom" in the industry caused by rebuilding efforts. Beyond… Mid-1960's to Mid-1980's Mid-1980's to Present In 1970, Division 14 of the APA changed it's More work in traditional areas has gone on name to the "division of Industrial and along with new domains. For example, Organizational Psychology". selection, performance appraisal, motivation, This time frame experienced research on and leadership, the fairness of employment selection and performance appraisal tests, legal climate with personnel or labor law. Topics of interest included work motivation, job attitudes, and job characteristics. Goal topics of today include communication in setting and expectancy theory arrived at this organizations, conflict management, time. socialization in organizations, organization culture and climate among others.  Personnel psychology concentrates on the selection and evaluation of employees. This particularly refers to the study and practice in such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance. Major Fields Organizational psychology studies the behavior of employees within the organization. It is concerned with the issues of leadership, employee satisfaction and motivation, organizational communication, conflict management, organizational change, and group processes within an organization. Major Fields Human Factors Consumer Psychology Engineering/Ergonomics focus on workplace design, human-machine this field is the study of the processes involved interaction, ergonomics, and physical fatigue when individuals or groups select, and stress. purchase, use, or dispose of products, Psychologists work with engineers and services, ideas, or experiences to satisfy technical professionals to make the needs and desires. It employs theoretical workplace safe and efficient. psychological approaches to understanding the consumers.  Related Fields Sociology Research Economics Law it helps understand this entails strategic this area involves the this field helps group behavior as interventions to improve human element in the understand the rights, influenced by cultural employee productivity production and privileges, and patterns and traditional and well-being for distribution of products responsibilities of modes of thinking. organizational in business for profit. employees and the rights effectiveness. and responsibilities of employers. Careers in I/O Psychology  working inside an organization’s HR Department either as a consultant or as an I/O Psychologist within one organization where the focus is providing professional service to the employing organization. Role is either a Specialist or Generalist I/O Psychologist Top competencies: in the Industry critical thinking; accountability; professionalism; verbal communication; ethical behavior; interpersonal skills; planning; written communication; data analysis, and problem-solving  I/O Psychologists in the government (public sector) work for the local or state government agency. Role could be as an employee, IO Psychologist manager, or consultant Competencies in the verbal and written communication, critical thinking, customer service, Government ethical behavior and integrity, interpersonal skills, listening skills, attention to detail, data analysis, knowledge of the internal workings of the Local or State Government, networking, and problem-solving.  I/O Psychologists in the academe can be faculty or administrators (Department Chair, Dean, Vice President, President) IO Psychologist Roles are in research, teaching, service and extension in the Academe Competencies (abilities and traits): written and verbal communication, teaching and/or research ability, integrity and ethical behavior, disciplinary competence, creative thinking, fairness, attention to detail, and trustworthiness.  I/O Psychologists in Consulting are those working as external consultants hired to provide professional advice to organizations outside of their own organizations. I/O Role Psychologist The 3 areas/kinds of tracks are Project consultant, Research consultant, and Management. in Competencies Consulting are the ability to work independently; composure under stress; collaboration with others; presentation skills; developing strong client relationships; client meetings; following time-line and budgets on project work; monitoring outcomes of projects; assist with project delivery; and manage relationships and networks.  Quantitative Method Experimental Correlational Descriptive-Surveys Mixed-methods Research in Qualitative Method Psychology Case Study Ethnography Interviews Focus Group Discussion Observation Archival research