BHPY1034 Industrial & Organisational Psychology Session 202405 PDF

1 0 3 4 BHPY l & u s t r i a gy Ind s y c h o lo i o n a l P a n i s a t 4 05 O rg n : 2 0 2 Sess i o Who Am I? Lawrence Low...

1 0 3 4 BHPY l & u s t r i a gy Ind s y c h o lo i o n a l P a n i s a t 4 05 O rg n : 2 0 2 Sess i o Who Am I? Lawrence Low Room Q008A (Block Q) Email: [email protected] Consultation: Monday 12:00 pm – 3:00 pm Tuesday 10:00 am – 1:00 pm (by appointment only – please email for appointment)  Plagiarism (Don’t do it!) You are here to develop your ability to think independently and express your ideas eloquently to others Intellectual properties of others Harsh penalties Give yourself time to do assignments Ask for help if required Follow APA-Referencing Style closely (guidelines can be downloaded from university library webpage) APA Referencing American Psychological Association. (2020). Publication manual of the American Psychological Association: The official guide to APA style (7th ed.)  Main Text Riggio, R. E. (2018). Introduction to industrial/organizational psychology (7th ed.). Routledge. Note: Any version of the above texts are usable  01 Introduction: Definitions & History  What is Industrial/Organisational Psychology? ▪ Psychology is the study of behavior and mental processes. ▪ Industrial/organisational (I/O) psychology is the specialty area within psychology that is concerned with: The study of behavior in work settings. The application of psychology principles to change work behavior. Basic Personnel Psychological Group Conditions Functions Processes Processes of Work Underlying Work Behaviours  The Science and Practice of Industrial/ Organisational Psychology I/O psychology has two objectives: To conduct research in an effort to increase our knowledge and understanding of human work behavior. To apply that knowledge to improve work behavior, the work environment, and the psychological conditions of the worker. Scientist – Practitioner Model What is Industrial / Organisational Psychology?  The Roots and Early History of I/O Psychology ▪ Around the turn of the 20th century, Frederick Taylor, an engineer, believed that scientific principles could be applied to the study of work behavior. ▪ Scientific management, a movement started by Taylor, was a method of using scientific principles to improve the efficiency and productivity of jobs. The science of shoveling  The Roots and Early History of I/O Psychology ▪ Taylor developed time-and-motion studies − procedures in which work tasks are broken down into simple component movements timed to develop a more efficient method for performing the tasks.  The Roots and Early History of I/O Psychology ▪ During World War I, Robert Yerkes worked with the U.S. Army to develop intelligence tests for army recruits. ▪ The Army Alpha and Beta tests represented the first mass testing efforts.  The Great Depression Years and World War II ▪ Because of the economic depression during the 1930s, fewer opportunities existed for industrial psychologists. ▪ However, a group of Harvard psychologists conducted studies at the Western Electric Company in Hawthorne, Illinois.  The Great Depression Years and World War II ▪ Elton Mayo and his colleagues examined the effects of the physical environment on worker productivity. ▪ In one particular study, they examined the effect of lighting on worker productivity. ▪ Results of the study found that productivity increased regardless of level of lighting. ▪ The Hawthorne effect refers to changes in behavior occurring as a function of participants’ knowledge that they are being observed and their expectations concerning their role as research participants.  The Great Depression Years and World War II ▪ The human relations movement was a movement based on the studies of Elton Mayo that emphasizes the importance of social factors in influencing work performance. ▪ “Worker morale”  The Great Depression Years and World War II ▪ World War II contributed greatly to the growth of I/O psychology. ▪ State-of-the-art machinery lead to a need for human factors psychologists. ▪ The Army General Classification Test was developed.  I/O Psychology: Today and in the Future ▪ Four Trends First trend: The changing nature of work ✔ Organizational downsizing refers to the strategy of reducing an organization’s workforce to improve organizational efficiency and/or competitiveness. Second trend: Expanding focus on human resources ✔ Competition for highly-skilled workers ✔ Growing number of low-skilled workers in the service industry  I/O Psychology: Today and in the Future ▪ Third trend: Increasing diversity in the workforce Workforce is becoming more diverse Women make up two thirds of all entering workers in the labor market. Ethnic minority group members make up one third of all entering workers. I/O Psychology: Today and in the Future ▪ Fourth trend: Increasing globalization of business More businesses are focusing on the global economy. Potential issues for worker training T H A N K Y O U