Industrial and Organizational Psychology Paper

Janeen Tipton

PSY/435

September 3, 2012
Saakshi Malik

Industrial and Organizational Psychology Paper

In the realm of science there are many fields of psychology; clinical, abnormal, child development and industrial psychology. Out of those, industrial/organizational (I/O) psychology not only deals with the individual, but also the organizations that such individuals may be employed at. It is theorized that the early development began in 1885 but to better understand the development one must have a clear view of what an I/O psychologists is and what their main objectives are as well as how research and statistics play a crucial role. Industrial and Organizational Psychology Industrial and Organizational psychology (I/O) psychology is the study of organizations and how scientifically-based solutions to human problems in the work place (American Psychological Association, 2012, p.1. para. 1). Such areas that I/O psychologists would have knowledge due to some form of training done at the doctorial level are: • Assessment methods • Job Analysis • Career Development • Job Evaluation, Performance, and Work Motivation • Business Skills (American Psychological Association, 2012, p. 1) There are services that an I/O will and can provide to the company/organization for which one is employed. These services include aiding with the hiring process by forming applications, suggestions for the interview process (including implementing certain tests such as personality and integrity), and coming up with appropriate training packages for the employee. Management from time to time may seek the advice of the I/O psychologists within the company for consultation and job coaching. The I/O will aide in the H/R in coming up with policies and integrating appropriate consequences for certain behavior (including intervention services). Most of the roles of I/O psychologists have stemmed from earlier finding in earlier times such as those of Hugo Munsterberg. History of I/O Psychology The history of I/O psychology is a large realm starting from the late 1800’s. There were such theorists that were starting to have theories of what I/O psychology was and beginning the research. 1885-1930 During this time frame the I/O was not there and was “Economic Psychology” and it was not until right before WWW I that the term “Industrial Psychology” was coined ( Koppes & Pickren, 2007). It was during this time that the theory of Industrial Psychology was that the purpose of gathering statistics on any individual within a company was for the fact of some form of profitable gain. One such theorist, Poffenberger was the first psychologist to differentiate between vocational, industrial, and business psychology in 1928. The first book of modern psychology was written by Morris Vitelas in 1932 and introduced employee relations and welfare which led to counseling issues within organizations (Koppes and Pickren, 2007). 1930-1960 It was during this time frame that tests were implemented after WWW II. During this time after the soldiers would return home it was noticeable the stressors that had arrived from being involved with such violence and death, therefore situational stress tests were created by the military to help with this. Also it was during this time that simulation training for pilot planes was implemented and this is how the military would eliminate certain candidates as spies or those that would try to take down airplanes as terrorist’s attacks. During this time when the Great Depression had lifted organizations and companies were starting to address issues such as job analysis, evaluations, promotions, and quality circles (Koppes & Pickren, 2007, p. 27). 1960-1970 In 1964 there came about the Civil Rights Movement which prohibited one from holding prejudice against one of a specific color, race, gender, sex, or origin giving all the opportunities for success. Organizations were starting to realize that looking at the needs of employees was also important and just the company itself. It was in 1962 that the name started to change; “Business Psychology’s” name was eliminated and 1973 the name changed again due to how this science was evolving in the mid 1970’s. For the first time a book was published by APA “Handbook of Industrial and Organizational Psychology” I 1976 (Koppes & Pickren 2007, p. 29). 1980- Today The Society for Industrial and Organizational Psychology (SIOP) developed a foundation for I/O psychology for setting up financial resources for these types of psychologists. Also during this time a new foundation was developed similar to that of the APA; the American Psychological Society in 1988 which is the starting ground for the advancement and promoting the field of Industrial and Organizational Psychology (Koppes & Pickren, 2007).

Research and Statistics Research and statistics are at the vey core of I/O psychologists as it is the statistics from the research that help I/O psychologists be able to format rules and policies for certain organization. This form of researcher sets up a scientific method that will aide one in the result and then be able to analyze the results for companies. It is these results that I/O psychologists can analyze and then throw other variables into the mix to see the outcome whether it is positive or negative. When doing the research it is important to address the validity of such research to avoid any form of discrimination or generalizing the information Spector, 2008). Research provides an opening door to having a better understanding of what works and what does not thus figuring out what principles can be applied in this form of practice. The major purpose of doing research is coming up new ideas that can be implemented within organizations to better the company and its employees. The research can also give insight as to why the company may be running a certain way and also give organizations some idea as to why there may be problems such as theft or drug addiction within a company. Doing this research then the individual doing the study can then thro other variables in as to what would be the best way to solve the problem. Conclusion Industrial/Occupational psychology studies that of employee relations of the company from within and how the employee realm has a great deal to do with its success. It is the I/O psychologists that most likely have developed the application, interview process, training policies, and also relations with the management for unbiased feedback to make the company run more smoothly. I/O psychology has been a science for over a century and there have been many theories that have evolved into the modern psychology that there is today. Research and statistics lie at the structural foundation for such psychology. It is because of the research that has been done over the years that one has came up with theories that are used today to aide organizations for better success from the inside out.

References
American Psychological Association. (2012). Public Description of Industrial and Organizational Psychology. Retrieved from http://www.apa.org/ed/graduate/specialize/industrial.aspx
Koppes, L.L. & Pickren, W. (2007). Industrial and Organizational Psychology: An Evolving Science and Practice. University of Western Florida. Retrieved from http://uwf.edu/skass/orgpsy_files/articles/Historical%20perspectives1.pdf
Spector, P.E. (2008). Industrial and organizational psychology: Research and practice (5th 3d.). Hoboken, NJ: Wiley

DATE: 9/07/12 GRADE: 100 out of 100 Assignment: Industrial/Organizational Psychology Paper

Dear Janeen,

Attached is the feedback for the assignment. I appreciate the fact that you have included the definition of Industrial Psychology, and its evolution. In addition, you have successfully explained the role of research and statistics in industrial/organizational psychology. Keep up the good work!

Feel free to contact me if you have any questions regarding the feedback.

Good Luck! Saakshi Malik