IO-LESSON-1-Introduction-to-Industrial-and-Organizational-Psychology PDF

Industrial and Organizational Psychology 1 History of Industrial and Organizational Psychology Introduction to Industrial and Organizational Psychology Definition and Importance of I...

Industrial and Organizational Psychology 1 History of Industrial and Organizational Psychology Introduction to Industrial and Organizational Psychology Definition and Importance of Industrial and Organizational Psychology Psychology is the scientific study of an individual, his behaviors and how his mind works. In the vast topic of psychology, industrial and organizational psychology looks at the person in his work environment and studies how different organizational and group elements influence his mind and actions. Industrial psychology involves looking into different job functions present in organizations such as selection and recruitment of new employees, learning and development, and performance management. Organizational psychology takes it further by looking into different underlying factors that influence the individual such as motivation, job satisfaction, and stress at work. On a broader scale, organizational psychologists may also look at various group processes present such as employee- superior relationships, organizational structure, corporate politics and the like. Industrial and organizational psychology is divided into two (2) fields where an individual may want to focus on. Some psychologists decide to (1) focus on the science part of psychology where they are focused on scientific research. (2) On the other hand, some may focus on the practice of I/O where they go into human resource management in corporations. Whichever field of industrial and organizational psychology is focused on (whether on research or practice), I/O psychologists are expected to study and conduct thorough investigations on how to appreciate human behavior in the workplace and at the same time apply these discoveries to improve work behavior and the work environment. Organizations greatly benefit from I/O studies where theories are applied to real life organizational situations. Making these discoveries the core of institutional strategies and programs allow for a higher productive teams that result to achieved bottom lines. I/O Psychology Brief Early History The beginnings of I/O psychology dates back to pre World War 1 era where the first school for professional management was established in 1881. The University of Pennsylvania received a donation from Joseph Wharton to start researches and studies revolving I/O psychology. A few years later, W.L. Bryan gave a speech in the American Psychological Association (APA) where he encourage psychologists to conduct research on "concrete activities and functions as they appear in every day life". In 1903, Walter Dill Scott published books on the application of psychology in advertising called The Theory and Practice of Advertising. In 1909, he became a professor for applied psychology and led the bureau of salesmanship research in Pittsburgh Carnegie Technical University. When World War 1 came, Scott offered help to the USA military in selecting personnel. Though it took time convincing the military of his techniques, he was later on awarded for his help. At the end of the war, Scott formed his company called the Scott Company that offered consulting services for selection and recruitment as well as worker efficiency. Scott is known in the industry for being the first to articulate selection and recruitment factors that included appearance and character. He also developed selection tests that measured intelligence and other skills needed in certain jobs. Hugo Munsterberg, dubbed as the father of industrial psychology, became the forerunner of applying psychological findings to real life situations. While working at the University of Leipzig in Germany, Munsterberg (with Wilhelm Wundt) did a lot of psychological laboratory experiments in his home due to the lack of resources in the university. Hugo Munsterberg is known as father of industrial psychology focused on abilities and work performance because many prominent psychologist through the 20th century can trace their professional roots back to munsterberg and he also promoted industrial psychology. The study of industrial-organizational (I-O) psychology originated in the United States in the early 1900s through the work of psychologists Hugo Münsterberg and Walter Dill Scott (both of whom were trained by German physiologist and psychologist Wilhelm Wundt), while its practical application developed largely through any side of the world. Who is the mother of industrial psychology? Psychological scientist Lillian Moller Gilbreth achieved an astounding number of 'firsts. ' An expert in industrial psychology, she was the first woman to become full professor in engineering school at Purdue University in 1935 and she was the first woman elected to the National Academy of Engineering.  Industrial and Organizational Psychology 3 History of Industrial and Organizational Psychology At the First International Congress of Psychology in Paris, he was introduced to William James who in turn invited him to lead the psychological laboratory in Harvard. In 1898, he became the president of the APA. Munsterbeg is known for his article named “Psychology and the Market” that allowed psychology to branch to different fields such as advertising, guidance, personal management, mental testing, motivation and stress. In 1913, his book called the Psychology and Industrial Efficiency was one of the top selling books as it tackled principles on selection of employees, work efficiency and its effects on sales, advertising, and marketing. He argued that workers hired for certain jobs must be based on their emotional and mental abilities. This would then bring up job satisfaction, productivity and efficiency as evidenced in his many researches that correlated mental abilities with such factors. Apart for this, Munsterberg became famous for his beliefs on women and work stating that women were qualified for higher education but should be restrained from working as this would disturb their home responsibilities. He also did some studies on psychological factors and mental illnesses and crimes. Frederick W. Taylor is known for his contribution of revamping work situations to obtain higher productivity for the organization and efficiency for the worker. In 1909, his book called the Shop Management focused on organization’s management’s role in encouraging higher productivity from workers thereby avoiding people’s inclination to slack off at work. In 1911, Taylors book called The Principles of Scientific Management proposed two main principles of making processes or work methods work efficiently and getting and training workers. Because of his claims, he was subject to much controversy of manipulating workers for higher wages and plausible unemployment of such. He argued that efficiency would only result to greater bottom lines rather than its opposite. At the time of the World War 1, Robert Yerkes was the most influential psychologist due to his work on selection of soldiers based on mental health. Psychologists at this time focused on studying soldier drive, confidence, discipline and psychological problems such as shell shock. Also, the one started the Army Alpha & Beta. At this time, the Journal of Applied Psychology was also released which continues on to be today’s most trusted journal for I/O psychology. In 1924, Hawthorne Works of the Western Electric Company conducted a research on lighting and efficiency. They noticed that as lighting increased, efficiency increased. However, it was also I/O Psychology  noticed that when lights dimmed, efficiency was still increasing. Researchers hypothesized that workers were performing to please them. This gave birth to the Hawthorne effect wherein a change in behavior is seen due to a new stimulus. The observed change though is assumed to decrease as the new stimulus becomes ordinary for the people. In 1933, Elton Mayo further strengthened this study calling on organizations to treat workers as people and not a means to an end. He stressed on the importance of employee attitudes, good superior and employee relations and the effects of these on production. By World War 2, many I/O practices were greatly improved to include the Army General Classification Test which served as a selection assessment of soldiers. Pertinent to the development of I/O psychology is the research that B.F. Skinner (Operant Conditioning- Reinforcements) did in Beyond Freedom and Dignity where he talked about behavior modification methods in motivating people. From here on, developments on I/O psychology revolved around technological advancements, its effects on work productivity and quality circles which gave birth to Total Quality Management, Continuous Quality Improvement and Continuous Process Improvement. Evolving I/O Psychology and the Future I/O psychology continues to evolve to today’s times and is ever more so relevant due to the fast changes in the work environment and the person. Researchers and practitioners alike have been updating I/O practices that have been existing since its start to adapt to today’s world and its needs. With great technological advancements and greater competition, trends in I/O psychology have revolved around globalization, online and technology based processes, work-life integration, diversified workforce and employee engagement. Take a look at how these affect organizations and workers. 1. Globalization has been the talk of town since the late 90s and it continues to be a major concern for psychologists because of how it shapes and changes organizations. Psychologists may now need to look into cross-cultural working relations in companies as well as effects of mergers and acquisitions. These pre-suppose a merging of cultures, beliefs and practices where employees will need to adjust and blend with. 2. With advanced technological developments, organizations are now being able to conduct their processes online and via the worldwide web. Recruitment coursed through social media and online resume repositories, interviews and meetings are now being doing through online chat forums, training via online learning management systems, record keeping via cloud systems. To say the  Industrial and Organizational Psychology 5 History of Industrial and Organizational Psychology least, employees have had to keep up with different software and programs available to them and their job functions. 3. Due to accessibility of work, people have seen their jobs transcend into their private lives. Gone are the days when work can be delineated from one’s personal life. Nowadays, organizations promote work- life integration where employees are expected to balance work with their personal lives. Work continues to seep in through technology and more health programs offered for the wellness of employees. 4. Unique to the workforce today is the presence of four generations in organizations. a. Baby boomers are still present mostly in senior ranking positions, b. Gen X and Y in the middle management and Millenials infiltrating rank and file positions. Creating diversity benefits the organization through the culmination of talents and experiences from characteristically different people. Organizations also get a broader set of skills and viewpoints. It does present its challenges though in communication, adaptability, policy making and management of diversity. 5. There is a GREAT CALL for mentoring and coaching in the workplace which brings employees to take their current realities into case studies. With the help of a mentor or a coach, they are able to maneuver and discover from a distance solution to their own challenges. This veers away from traditional classroom training programs where employees just sit and listen. Mentoring and coaching engages them and draws out answers through self-discovery. Glossary Psychology - scientific study of an individual, his behaviors and how his mind works Industrial Psychology - looking into different job functions present in organizations Organizational Psychology - looking into different underlying factors that influence the individual Practitioner – someone who practices the field, employed in organizations to practice I/O psychology Hawthorne Effect - a change in behavior is seen due to a new stimulus Globalization – process where businesses expand and operate on an international scale I/O Psychology References Books Riggio, R. E. (2013). Introduction to industrial and organizational psychology (6th ed.). London: Routledge. Weiner, I. B.; Highhouse, S.; Schmitt, N. (2013). Series: handbook of psychology (2nd ed.). Chichester : Wiley. Online Resources Penn State Website. (2017, May 1). Retrieved from: http://www.personal.psu.edu/als383/Docs/psych281Lesson02commentaryWC.pdf ; May 1, 2017 Lyczkowska, K. (2011, February 28). The history of the development of industrial and organizational psychology. Retrieved from: http://www.academia.edu/4182506/The_History_of_the_Development_of_Industr ial-Organizational_Psychology; May 1, 2017 Texas A&M University Website. (2017, May 1). Introduction and overview to, and history of industrial/organizational psychology. Retrieved from: http://people.tamu.edu/~w- arthur/353/11C/PSYC%20353%2011C%20Topic%2001,%20introduction%20& %20history,%20posted%2008-28-11.pdf; May 1, 2017 Harris, M. M. & Hollman, K. D. The top trends in I/O psychology: a graduate student perspective. Retrieved from: http://www.siop.org/tip/Apr13/19_TipTopics.aspx; May 1, 2017 Online Video Introduction to Industrial and Organizational Psychology; https://cosmolearning.org/video-lectures/chapter-i-online-part-ii-10292/; May 1, 2017 Brief History of Industrial and Organizational Psychology; https://cosmolearning.org/video-lectures/chapter-i-online-part-iii-10291/; May 1, 2017 Evolving Industrial and Organizational Psychology; https://cosmolearning.org/video-lectures/chapter-i-online-part-iv-10294/; May 1, 2017