...Industrial and Organization Psychologist April McCormick PSY/435 April 23, 2012 Dorothy Rodwell Industrial and Organization Psychologist Industrial and organizational psychology has been the study of psychology within the workplace since the 1800”s (Spector, 2008). Industrial/Organizational Psychology is the learning of different events within the job surrounding I/O psychology is extremely important within the workplace for employees. I/O psychology helps employee’s behaviors toward each other, customers, and it helps restore the business. Industrial and organizational psychology is an incorporation of psychological principles within a workplace to solve its problems (Spector, 2008). I/O psychology is basically there to improve the environment and the quality for employees, and to increase the efficiency and effectiveness of behavior in a business (Spector, 2008). Evolution of Industrial/Organizational Psychology In the 1800s and early 1900s psychologist was applying the theories of psychology to organization of business (Spector, 2008). The two scientists who started industrial/organizational psychology are Hugo Munsterberg and Walter Dill Scott who was university professors who had an interest in employee, and application of new psychological tests of industry. Scott and Munsterberg wrote two books one in 1903 The Theory of Advertising, and in 1913 Psychology and Industrial Efficiency. In 1911Fredrick Winslow Taylor developed the theory of “Scientific Management”...
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...INDUSTRIAL RELATION Directorate of Distance Education MBA Paper 4.33 ALAGAPPA UNIVERSITY KARAIKUDI – 630 003 Tamilnadu Dear Learner, Greeting from Alagappa University We extend a very warm welcome to you as a Student of Distance Education of Alagappa University. We appreciate your interest in enrolling for MBA Programme. The Programme content is designed to broaden the business acumen, administrative capacity and sharpen the analytical skill of the student. You are instructed to go through the course materials carefully and thoroughly to have better understanding of the subject. You are advised to attend the Personal Contact Programmes to have better clarity on the subject. At the end of the each unit, the review questions are given to enable you to prepare for Examinations. The Model Question Paper is given at the end of the course material for reference and practice. We wish you all the best in your endeavour for successful completion of the programme. Director Directorate of Distance Education Alagappa University Karaikudi, Tamilnadu. MBA PAPER 4.33 INDUSTRIAL RELATIONS SYLLABUS UNIT 1 Industrial Relations: Concept – Definition – Significance – Objectives – Scope – Approaches – Principles of good industrial relations – Role of State, Employers and the Unions in industrial relation. UNIT 2 Trade Unionism and Industrial Relations: Labour movement – Concepts – Trade union movement – Development of trade unionism in Indian...
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...buyer behavior The Business marketing or Industrial marketing is the marketing of goods and services to commercial enterprises, governments, and other nonprofit institutions for use in the goods and services that they, in turn, produce for resale to other industrial customers. By contrast, consumer goods marketing are the marketing of goods and services to individuals and family units for personal consumption and to wholesalers and retailers in consumer goods distribution systems. What consumers buy, they use for themselves or for consumption by members of a family. Individual customers buy to support the profit-making or nonprofit functions in which the organization is engaged. To understand some of the major differences between business-to-business and consumer marketing, it is useful to think of the industrial marketing system as consisting of two key linkages. The first is the external interface between the marketing/sales function of the producer and the end user. The second is internal interface between the producer’s marketing/sales and production functions. While each of these linkages has considerable complexity, the two sets of linkages serve as convenient handles to explore the major differences between business-to-business and consumer marketing. Given the distinguishing characteristics of both the internal and the external linkages, the formulation and execution of the marketing mix poses different challenges in industrial markets than in consumer markets. Market...
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...INDUSTRIAL RELATION Directorate of Distance Education MBA Paper 4.33 ALAGAPPA UNIVERSITY KARAIKUDI – 630 003 Tamilnadu Dear Learner, Greeting from Alagappa University We extend a very warm welcome to you as a Student of Distance Education of Alagappa University. We appreciate your interest in enrolling for MBA Programme. The Programme content is designed to broaden the business acumen, administrative capacity and sharpen the analytical skill of the student. You are instructed to go through the course materials carefully and thoroughly to have better understanding of the subject. You are advised to attend the Personal Contact Programmes to have better clarity on the subject. At the end of the each unit, the review questions are given to enable you to prepare for Examinations. The Model Question Paper is given at the end of the course material for reference and practice. We wish you all the best in your endeavour for successful completion of the programme. Director Directorate of Distance Education Alagappa University Karaikudi, Tamilnadu. MBA PAPER 4.33 INDUSTRIAL RELATIONS SYLLABUS UNIT 1 Industrial Relations: Concept – Definition – Significance – Objectives – Scope – Approaches – Principles of good industrial relations – Role of State, Employers and the Unions in industrial relation. UNIT 2 Trade Unionism and Industrial Relations: Labour movement – Concepts – Trade union movement – Development of trade unionism in...
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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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...Problems in developing small scale enterprises in Bangladesh There are a huge number of problems in the question of developing small scale enterprises in Bangladesh, which are discussed below: Individuality: Maximum small scale enterprises are owned by the individuals and an individual has obviously some limitation. Lower Per Capita Income: Per capita income of our people is low and for this reason our people are not being able to generate adequate capital to run the business efficiently. Unskilled Human Resources: Human resources of our country are not skilled this is a problem with developing small scale enterprises in Bangladesh. The economic environment of our country is not hundred percent suitable for operating the business another cause of the restrictions. Excessive import of foreign product: Excessive import of foreign product in our country is another reason cause when the people of the country will be mainly dependent on the imported product then the entrepreneurs will loose their interest to develop small scale enterprises. Political instability: Political instability of our country is another reason for developing the small scale enterprises rate slow. Political environment of our country is not suitable enough to run the efficient business in our society. Deterioration of Morality: Public moral is getting down means most of our people are loosing their moral and for this reason developing small scale enterprises in Bangladesh is not so easy like the other...
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...1 Module 1 Organization Organization is a pattern of relationships among the individuals working together for a common goal. The systems approach considers organization as a system composed of sub systems that are inter-related. Systems have boundaries, but they also interact with external environment. That is, they are open systems. This approach recognizes the importance of studying inter-relatedness of planning, organizing, and controlling in an organization as well as the many subsystems. Characteristics of Organization 1) Organization is made up of a group of people 2) The group works under an executive head 3) Organization is a tool of management 4) It leads to division of work and responsibilities 5) It defines and fixes the duties and responsibilities of employees 6) It establishes a relationship between authority and responsibility and controls the effort of the group 7) Organization is a step towards achievement of established goals Elements of Organization The main elements or components of an organization are: 1) Well defined objectives 2) Well organized and coordinated group of people 3) Proper division of work and labour 4) Clear and well defined policies and procedures 5) Proper division of authority and responsibility 6) An effective system of communication Organization Chart Simple Organization Chart Lecture Notes on Industrial Organization and Management Subject handled by: Dr. Shouri P.V., Asst. Professor in Mechanical Engineering...
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...old company manufactures industrial chemicals sold to other industrial companies. It has been run by a stable management in which there had only been two presidents. However, within the past few years, the company is suffering from declining earnings and sales. This has brought pressure from the board of directors, investment bankers, and stockholder groups to name a new president. The company had become stagnant – (although at Grayson, they refer to this as conservative) and had steadily lost market standing and profitability. Finally, the board decided to hire a new CEO and was able to hire a dynamic manager from another major corporation. CASE STUDY: Grayson Chemical Co. Tom Baker, 47 and an MBA, has helped his former company into a leadership position. He has chosen to join Grayson after another executive was chosen for the top job in his former company. Baker knows what he needs to do and that is to develop a topnotch management team that could provide leadership to turn the company around. Unfortunately, the situation at Grayson is not very favorable. Decisions are made by the book or taken to the next higher level. Things were done because “they have always been done this way,” and incompetent managers were often promoted to higher level jobs. Baker met with three members of the board. Each of them had a different advice to offer to tom. CASE STUDY: Grayson Chemical Co. Robert Temple said: “You can’t just get rid of the old organization if you want to maintain...
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...Unit - 1 : Introduction to Human Resource Management Structure of Unit: 1.0 1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9 1.10 1.11 1.12 Objectives Introduction Opening Case What is Human Resource Management? Nature of HRM Scope of HRM Objectives of HRM Functions of HRM Role of HRM HRM in the New Millennium Summary Self Assessment Questions Reference Books 1.0 Objectives After studying this unit, you will be able to: 1.1 Understand the basic concepts of human resource management (HRM). Explain what human resource management is and how it relates to the management process. Provide an overview of functions of HRM. Describe how the major roles of HR management are being transformed. Explain the role of HRM in the present millennium. Introduction Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions. From childhood each and every individual acquire knowledge and experience on understanding others and how to behave in each and every situations in life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place. Since mid 1980’s Human Resource...
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...THE EARLY SOCIOLOGY OF MANAGEMENT AND ORGANIZATIONS THE EARLY SOCIOLOGY OF MANAGEMENT AND ORGANIZATIONS VOLUME I Scientific Management Frederick Winslow Taylor Comprising: Shop Management The Principles of Scientific Management Testimony Before the Special House Committee VOLUME II The Philosophy of Management Oliver Sheldon VOLUME III Dynamic Administration: The Collected Papers of Mary Parker Follett Edited by Henry C.Metcalf and L.Urwick VOLUME IV Papers on the Science of Administration Edited by Luther Gulick and L.Urwick VOLUME V Management and the Worker F.J.Roethlisberger and William J.Dickson VOLUME VI The Human Problems of an Industrial Civilization Elton Mayo VOLUME VII Organization and Management: Selected Papers Chester I.Barnard VOLUME VIII On the Shop Floor: Two Studies of Workshop Organization and Output T.Lupton THE EARLY SOCIOLOGY OF MANAGEMENT AND ORGANIZATIONS Edited by Kenneth Thompson VOLUME II The Philosophy of Management Oliver Sheldon LONDON AND NEW YORK First published 1924 by Isaac Pitman & Sons Ltd, London This edition published 2003 by Routledge 11 New Fetter Lane, London EC4P 4EE Simultaneously published in the USA and Canada by Routledge 29 West 35th Street, New York, NY 10001 Routledge is an imprint of the Taylor & Francis Group This edition published in the Taylor & Francis e-Library, 2005. “To purchase your own copy of this or any of Taylor & Francis or Routledge’s collection of thousands of eBooks please go to www.eBookstore...
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...situation. It is a wrong notion that the case studies are confined to management students. Cases may pertain lo any discipline, where skills for solving complex unstructured problems or preparing plans are required. The origin of case study methods itself can be traced to Harward Lawyers. Cases may describe problems facing individuals, groups, institutions or even Nations. Through a case study one learns a broad range of skills and has many alternatives. Case studies encourage the practice and attainment of analytical and communicative skills. Case studies allow a different kind of learning. It is close to the learn by doing' approach. Cases are intended to stimulate the reality of the manager's job. The material in the case provides data for analysis and decision-making. Cases require the student to make decisions about the situations presented and to defend those decisions. In real decision-making the student will have lo persuade superiors that his analysis and solutions are the best and hence the communication and interpersonal skills are vital to success in management. Cases provide the opportunity lo improve these skills. A case is defined by Reynold as, "a short description in words and numbers, of an actual management situation". It describes the present and past position of the situation and the problem that is posed. All the data are provided. A case consisting of the history...
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...employees towards the management/ employers at workplace. Basically union is “an association, combination, or organization of employees who band together to secure favourable wages, improved working conditions, and better work hours and to resolve grievances against employers” (Bagchi, 2003). Unions always try to protect workers right and maintain a balanced relationship between workers and management. Unions’ existence can be traced from the 18th century, when the rapid growth of industrialisation took place. This industrial growth drew attention of women, children, rural workers and immigrants to the work force in different roles and actions. This unskilled and semi-skilled work force continuously organized them to fit in to the system from the beginning; and later become an important arena for the development of trade unions. In recent age the relationship between employee and employer has changed so does the process of representation process. The relationship between employee and employer should have some sort of equality in it. But as a matter of fact this has rarely be a case when an applicant or employee gets the choice to select the desired workplace or work itself from the employers. It’s rather more driven by employers’ choice and decision (Steve Williams & Derek Adam-Smith, 2010). This relationship between employer and employee is often mentioned as IR (Industrial Relations) which actually shares the similar value and terms with employee relations (Edwards, 2003). Traditionally...
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...perform excellent work also their health as well as economic health of the organization is also met. The quality of personal life is always reflected in professional life and vice versa. Now a day to retain the employees in the organization providing healthy QWL is the key factor. In earlier times QWL means only job enrichment. In addition to improving the work system, QWL programs usually emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations. The components of Quality of Work Life may vary from organization to organization, individual to individual but some of the basic components are – 1. Free communications – open communication in the organization with the co- workers is the vital factor that ensures good quality of work life. It leads to more of informal communication between co-workers and subordinates during the rest hours of the organization. 2. Reward system – reward is related to monetary or non monetary rewards eg- incentives, movie tickets, family health insurance, sponsoring the education of children etc.any kind of reward given to the employee promotes good quality of work life. 3. Employee job security - job security is the one vital element to get maximum productivity from the employee, the employee should feel secured regarding the job. 4. Career growth – the organization should provide career growth to the employee i.e promotion, authority...
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... Bangladesh Industrial Policy 2010: A Critical Appraisal Ayubur Rahman Bhuyan[1] [Abstract: The draft industrial policy (2010) of Bangladesh, announced recently, proposes an integrated strategy of economic growth through rapid industrialization. It envisages an increase in the industry sector’s share in GDP to 40 percent by 2021, with the proportion of the workforce employed in the sector concurrently rising to 25 percent of the country’s total labour force. While many of the provisions of the proposed policy were common to previous policies as well, it has brought some improvements over the immediate past (2005) industrial policy, in particular about the classification of industry and redefinition of industry size in terms of both fixed capital and the employment of labour. This paper, however, expresses some reservations about certain provisions in the proposed policy, for example, those regarding thrust sector and regulated industries, the revival of sick industries, and a guarded approach to divesting public sector enterprises merely for purpose of protecting jobs. The paper attributes the failure of past industrial policies to boost industrial growth to the policy makers’ inability to address the many structural impediments and policy failures that slowed down the pace of industrial activity. The paper expresses optimism that if the structural impediments and policy obstacles that retarded industrial growth in the past were removed, the industrial sector in Bangladesh...
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...with the suppliers. In this sense, organizational buying behavior is the decision making process by which formal organizations establishes the need for purchased products and services and identifies, evaluate and choose among alternative brands and suppliers. Industrial or Business buyers are influenced by many factors when they make buying decisions. Generally, business buyers are influenced by organizational factors or task oriented objectives (like best product quality, or dependable delivery, or lowest price) and personal factors or non-task objectives (like promotion, increments, job security, personal treatment or favor). When the suppliers’ proposals are substantially similar, organizational buyers can satisfy organizational objectives with any supplier, and hence personal factors become more important. When suppliers’ offer differ substantially, industrial buyers pay more attention to organizational factors in order to satisfy the organizational objectives. There are two models available to provide a comprehensive and integrated picture of the major factors that combine to the organizational behavior. These are (i)The Webster and wind model and (ii) The Sheth model. ABSTRACT The Webster and Wind Model of Organizational Buying Behavior A comprehensive model of the organizational buying behavior is developed by Webster and Wind. This model considers four sets of variables- environment, organizational, buying centre(or group forces), and individual. Environmental variables:...
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