...Industrial organizational psychology is an area of psychology that focuses on studying people in their working environment. The role can also involve focusing on workplace dynamics and organizational structures. Through the use of industrial organizational psychologists, work places can improve the success of their organizationIndustrial organizational psychology first began in the earlier 20th century when it was found that troops returning from World War I needed therapy to regain morale. It wasn't until after World War II that the field really grew, and as the 20th century progressed the use of a industrial organizational psychologist in the work place became more common. Those who work as an industrial organizational psychologist can expect to spend a lot of time working with statistics. As developing initiatives on behalf of businesses depends on science-based research, the industrial organizational psychology relies heavily on working with large numbers.There are many functions performed by industrial psychologists which include: Personnel Psychology is a subfield of Industrial and Organizational Psychology.[1] Personnel psychology is the area of industrial/organizational psychology that primarily deals with the recruitment, selection and evaluation of personnel, and other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace.[2] It is the field of study that concentrates on the selection and evaluation of employees;...
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...Industrial/Organizational Psychology Worksheet The purpose of this assignment is to examine the fundamental concepts of the field of industrial/organizational psychology. Using the textbook, the University Library, the Internet, and/or other resources, answer the following questions. Your responses to each question will vary but overall should be 700- to 1,050-words in length. Describe the evolution of the field of industrial/organizational psychology? The field of industrial/organizational psychology has been around since the late 1800's early 1900's and is rapidly growing. In the beginning, the first psychologists to practice industrial/organizational psychology was experimental psychologists ( ). Originally starting in the United Kingdom with the focus on employee health and level of fatigue. When industrial/organizational psychology was founded in the United States it was by American Psychologists Hugo Munsterberg and Walter Dill Scott. The field of industrial/organizational psychology went through a series of major events, all occurring in the United States. Another key figure was Frederick Taylor, who pioneered Scientific Mangagement; his approach on handling production workers in factories. It was Taylor who believed that there was four key factors or guidelines for all employees, across the board. It is the husband and wife team of Lilian & Frank Gilbreth who are credited as the first to receive a Industrial/Organizational Psychology degree. Most credit Bruce...
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...theory of effectance motivation states that people do things in order to gain some sort of gratification (Gecas, 1989). One study that looked at why people attempt to gain control over their environment found that increasing predictability of non-human subjects as well as incentives for control over their environment drove people to portray attributes of effectance motivation theory (Waytz, 2010). The fact that people need to feel in control of their environment to feel comfortable provides a lot of insight to the motivational forces behind human behavior. Unpredictability can cause a lot of stress and anxiety to employees in the work place, such as discrepancies over job duties and performance expectations. Just like in the case of industrial psychologist Dr. Tom White’s program to help employees face the grief of a corporate downsizing, we see how emotions can hamper productivity (Spector,...
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...Industrial/Organizational Psychology The field of industrial/organizational psychology is one, which provides a fundamental concept that are essential to assist in the improvement in the quality of the environment for employees while also positively affecting the efficiency of the employees behavior and productiveness in that environment (Barnes-Holmes et. al., 2006, p. 56.) The field of industrial and organizational psychology (I/O) has had a very significant evolution from its original concepts to what it is today. This study is vastly different from other disciplines of psychology in many ways as one may find within this paper. The paper will also include a brief explanation of how I/O psychology can be used in organizations and the role that research and statistics plays within the field. Evolution of I/O Psychology The evolution of I/O psychology was identified in the 20th century rooting back to the late 1800s and early 1900s. It has had a large influence to the Western society even though it is seen in many other societies. During the industrial revolution it became relevant how I/O psychology has become an asset to industries and organizations. The field started its focus on job performance and organizational efficiency and evolved to what it is today. The new principles of psychology and its applications to problems in organizations heightened the interest of experimental psychologist. Two, which have been given credit with founding the field of I/O psychology...
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...Director, of the Applied Psychology and Organizational Research Group at Wayne State University; President, Polaris Assessment Systems. Through the interview and some extensive research this summation will provide understanding of the Industrial/Organizational Psychology Specialization and what makes a person successful in the field. Indusial Organizational Psychology Dr. John Arnold Dr. Arnold has over 20 years of consulting experience, primarily in the areas of personnel selection and classification, assessment center design and development, and organizational research. Having directed numerous projects with a U.S., as well as international scope, Dr. Arnold is a recognized expert by many of the Fortune 500. A sample of private-sector clients include: Abbott Laboratories, AT&T, Chrysler, Ford Motor Company, General Motors, Harley Davidson, Motorola, Pizza Hut, Spherion Corporation, Starwood Hotels and Resorts (Westins, Sheratons, etc.), and Taco Bell. More recently, Dr. Arnold has focused his expertise developed in the private sector on issues involved in pre-employment in the educational arena. Dr. Arnold holds a Ph.D. in Industrial/Organizational Psychology from Bowling Green StateUniversity. He is an active member of the American Psychological Association, the Society for Industrial and Organizational Psychology, and the Society for Human Resource Management and has twice served as the President of the Michigan Association of Industrial/Organizational Psychologists...
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...Industrial/Organizational Psychology Melissa Hayes January 16, 2012 Industrial/Organizational psychology is a type of psychology that is used in organizations. Industrial organization is one part of the psychology that deals with me and partnerships threw out the organization. Industrial psychology focuses on the different types of human resources that are provided. Organizational psychology is the individual’s in a work areas behavior, efficiency, and attitude. The psychiatrists that deal with Industrial/Organizational psychology have to take everyone’s differences and try to make the company run a lot smoother. There are different ways they can help things improve and that is by rewarding their workers when they have done a good job, and using different techniques to improve the way everyone works. These psychiatrists come up with ways to eliminate or minimize the injuries that are on the job, review job applications, and find ways to increase the organizational. Industrial/Organizational psychology was developed some time in the 20th century. We have to learn psychology and what it is in order to use psychology. Hugo Munsterberg and Walter Dill Scott were part of the psychiatrist that made the job more efficient. Additionally, Munsterberg and Scott used psychology to the issues which exists in companies (Spector, 2008). Each employee is reviewed to make sure they were suitable for the job they were hired for. Frederick Winslow Taylor was an engineer that used Industrial/Organizational...
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...Industrial/organizational psychology is an area of study that has been studied since the early times of psychology (Spector, 2008). In the beginning industrial/organizational psychology put all of its emphasis only all the industrial side of the field. With only concentrate and on the industrial side of the field did not work well with the management side of the business; so a lot of emphasis was placed on human resources. If you look at the other side of the field, the organizational side puts on improving workplaces and work conditions. As psychology began to combine the two fields; they field began dealing with the full spectrum of industry and organization. Industrial/organizational psychology is explained as an applied field that concentrates on the development and application of scientific principles to the work environment (Spector, 2008). A more practical view of industrial/organizational psychology is that it is used to improve the quality of the work environment for the employees and to increase the effectiveness and efficiency of employee behavior in that environment (Barnes –Holmes et. al., 2006). Industrial/organizational psychology dates back to the late 1800’s and early 1900’s. It was at this time that the early psychologists were attempting to combine psychology with the organization of business’s (Spector, 2008). Two scientists that were both professors at universities Huge Munsterburg and Walker Dill Scott were accredited with the founding studies of industrial/organizational...
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...Industrial and Organizational Psychology Ronda White Industrial and Organizational Psychology PSY 435 April 2, 2012 Ronald Goodnight Industrial and Organizational Psychology Although industrial and organizational (I/O) psychology is an invention of the 20th century, roots of the profession begin in the late 1800s, and early 1900s with the infancy of psychology itself. These pioneers concerning themselves solely upon the industrial side of the profession had interests in placing into work new principles of psychology to improve efficiency in organization, and job performance. Through this beginning, I/O psychology continues to expand and develop into the psychological discipline it is today. A simple definition or practical applications of I/O psychology are the mere pinnacles in understanding the scope of the discipline. Examining the evolution of I/O psychology, in addition to explaining the role of research and statistics in I/O psychology will reveal the foundation upon which the pinnacles rest (Spector, 2008). Evolution of I/O Psychology The credit for the development of I/O psychology lies with Walter Dill and Hugo Münsterberg. Both individuals were professors and experimental psychologists who began applying principles of psychology to organization’s problems. Münsterberg’s interests in employee selection processes brought about the use of psychological testing. His inability to gain acceptability and respect for his theories at Harvard, or...
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...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...
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...University of Phoenix Material Industrial/Organizational Psychology Worksheet The purpose of this assignment is to examine the fundamental concepts of the field of industrial/organizational psychology. Using the textbook, the University Library, the Internet, and/or other resources, answer the following questions. Your responses to each question will vary but overall should be 700- to 1,050-words in length. 1. Describe the evolution of the field of industrial/organizational psychology. Industrial/Organizational psychology was invented in the twentieth century around the late 1800’s. I/O was introduced by two experimental psychologists who wanted to combine psychology to fixing problems within an organization. In the United States, the focus was on job performance and efficiency, and in the United Kingdom, the focus was on employee fatigue and health. In 1901, the first I/O Ph.D was awarded and in 1913, the first I/O textbook was published. Frederick Winslow Taylor was a huge influence to the field of I/O and wrote the Scientific Management, which stated: “Each job should be carefully analyzed so that the optimal way of doing tasks can be specified. Employees should be selected (hired) according to characteristics that are related to job performance. Managers should study existing employees to find out what personal characteristics are important. Employees should be carefully trained to do their job tasks. Employees should be rewarded for their productivity to encourage...
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...Industrial and organizational (I–O) psychology is a generally youthful field. The industrial viewpoint concentrates on enhancing, assessing, and anticipating occupation execution, while the organizational perspective spotlights on how associations affect and collaborate with people. All in all, industrial and organizational psychology is the exploratory investigation of employees, working environments, and associations. Any business that has had benefits expanded by some kind of testing or meeting procedure owes its prosperity to how World War I and II happened. Since both of these contentions happened without the United States being ready for them, colossal quantities of approaching troopers should have been set in employments they were most appropriate for as fast as could be expected under the circumstances. Psychologists utilized their insight into testing to sort individuals into diverse employments in view of brief, massed appraisals and did as such with incredible exactness. At the point when these psychologists came back from the wars, they carried their insight home with them and connected their new information of selections to organizations. What we see today in each part of testing for choices is an outgrowth of this time in history. On the other hand, in one of the early studies (19241932) directed by IO psychologist Harry Landsberger, a processing plant was occupied with perceiving how changing working conditions would influence worker yield...
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...Industrial/Organizational Psychology Samantha Trudeau PSY/435 March 26, 2012 Kristi Zimmerman Industrial/organizational psychology is an area of study that has been studied since the early times of psychology (Spector, 2008). At first, industrial/organizational psychology only concentrated on the industrial side of the field. The industrial side of this field dealt with management part of businesses and placed emphasis on human resources. On the other hand, the organizational side of the spectrum is concerned with improving workplaces and working conditions. However, as this area of study has grown over time it has began dealing with the full spectrum of industry and organization. Organizational/industrial psychology is explained as an applied field that concentrates on the development and application of scientific principles to the work environment (Spector, 2008). A more practical view of industrial/organizational psychology is that it is used to improve the quality of the work environment for the employees and to increase the effectiveness and efficiency of employee behavior in that environment (Barnes-Holmes et. al., 2006). The ancestry of industrial/organizational psychology begins in the late 1800’s and early 1900’s. It was at this time that the early psychologists were attempting to combine psychology with the organization of business’s (Spector, 2008). There are two scientists in particular that are...
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...Industrial/Organizational Psychology Paper (PSY435) Industrial/Organizational Psychology Paper The field of industrial and organizational (I/O) psychology has been studied since the infancy of psychology itself (Spector, 2008). In the beginning, I/O psychology was wholly concerned with the industrial side of the field—which concentrated on the management aspects of business and emphasized human resources—as opposed to the organization side, which is concerned with improving work conditions in the workplace. Yet, as the field has grown over the years it has come to include the full spectrum of industry and organization. Strictly speaking, I/O psychology is defined as, “…an applied field that is concerned with the development and application of scientific principles to the workplace” (Spector, 2008, p. 5). On a practical level, the aim of I/O psychology is to, “…improve the quality of the environment for employees as well as to increase the effectiveness and efficiency of employee behavior in that environment” (Barnes-Holmes et. al., 2006, p. 56). The concise definition and practical application of I/O psychology are only the capstone to an understanding of the length and breadth of the field. A full examination of the evolution of I/O psychology as well as an explanation of the role that research and statistics play in I/O psychology are needed to form the foundation on which the capstone is placed. Evolution of I/O Psychology I/O psychology has its roots in the late 1800s...
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...Fundamental Concepts of Industrial and Organizational Psychology The “American Psychological Association” (2012) website explains industrial and organizational (I/O) psychology as a general practice specialty of professional psychology that focuses on scientifically based solutions toward human difficulties in work and other organizational settings. I/O psychology provides solutions by way of development and application of scientific principles to the workplace (Spector, 2008). This discipline contains a facet that focuses on research as well as an application facet. Some in I/O psychology invest much of their time conducting and cataloguing research regarding people at work, while others focus on the application of the concepts generated from such research. A general overview with an emphasis on the evolution, the contrast toward other disciplines, the use of, and the role of research can provide a clear understanding of industrial and organizational psychology. Amidst the full swing of the industrial revolution, factory managers were faced with the challenge of maximizing resources. Challenges like this created a need for workplace psychology and I/O psychology quickly filled that need. The beginning stages of this discipline solely placed emphasis on the industrial component of the workplace and viewed the employees as expendable (Spector, 2008). At this stage industrial psychology sought solutions toward creating the greatest return for the least amount...
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...IOP3701 EXAM QUESTIONS SECTION 1 May 2011 For fair & equitable testing & assessment in the work context, the starting point is that the job must be described, explain why this would be important (5) Discuss the importance of doing a thorough job analysis in testing and assessment in the work context (5) * The first step and main emphasis in the decision making process is a thorough job analysis * Job analysis consists of: * Job description – indicates the tasks that need to be done in the job. * Job specification – specific characteristics required of a person to perform well in the job. * It is important to list specific requirements that are not often stated – which candidates cannot be considered. * The next step includes fair procedures for making decision. This entails well thought through and justifiable procedures for job description, advertisements etc. * Evaluate and justify minimum requirements in formal education, prior learning, relevant experience, training, skills and knowledge. * Decide on suitable testing and assessment techniques * Follow scientific, professional and ethical guidelines * Monitor outcomes for fairness and adverse impact. * Take steps to ensure equity and fairness for future opportunities. * Fair and equitable testing and assessment: * 1st step and main emphasis in the decision-making process is a thorough job analysis – to know exactly what the job entails and what qualities, characteristics...
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