Summary Industrial Organizational Psychology

Industrial Organizational Psychology Industrial/Organizational (I/O) Psychology -A branch of psychology that applies the principles of psychology to the workplace Industrial Approach Organizational Approach -The two approaches as to how an increase in productivity and well-being of employees can be accomplished Industrial Approach -The approach that focuses on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies through training Organizational Approach -The approach that creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment Personnel Psychology Organizational Psychology Human Factors/Ergonomics -The three major fields of I/O Psychology Personnel Psychology -The field of study that concentrates on the selection and evaluation of employees. It includes analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance Organizational Psychology -The field of study that investigates the behavior of employees within the context of an organization. It involves the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization Human Factors -A field of study concentrating on the interaction between humans and machines. It includes workplace design, human machine interaction, ergonomics, and physical fatigue and stress. 1903 1910 1911 or early 1900s -The years in which I/O Psych was generally thought to have started The Theory of Advertising by Walter Dill Scott -A book written in 1903 where psychology was first applied to business and is thought to be the start of I/O Psych Psychology and Industrial Efficiency by Hugo Munsterberg -A book written in 1910 but was first published in English in 1913 which is thought to be the start of I/O Psych Increasing Human Efficiency in Business by Walter Dill Scott -A book written in 1911 which is thought to be the start of I/O Psych Economic Psychology Business Psychology Employment Psychology -Common terms for the field (I/O Psych) used prior to World War 1 World War 1 -When I/O Psych made its first big impact Army Alpha -An intelligence test developed during World War I and used by the army for soldiers who can read Army Beta -An intelligence test developed during the World War I and used by the army for soldiers who cannot read John Watson -Served as a major in the US Army in World War 1 and developed perceptual and motor tests for potential pilots Henry Gantt -One of the engineers who helped in increasing the efficiency with which cargo ships were built, repaired, and loaded. Thomas A. Edison -Not an I/O Psychologist but an inventor who understood the importance of selecting the right employees; Created a 163-item knowledge test that he administered to over 900 applicants (only 5% passed) Frank Gilbreth and Lillian Moller Gilbreth -The husband and wife team who was among the first to improve productivity and reduce fatigue by studying the motions used by workers Hawthorne Studies -A series of studies, conducted at the Western Electric plant in Hawthorne, Illinois, that have come to represent any change in behavior when people react to a change in the environment Hawthorne Effect -When employees change their behavior due solely to the fact that they are receiving attention or are being observed Beyond Freedom and Dignity by B.F. Skinner -A 1971 book which included the development of many theories about employee behavior and motivation; Result in the increased use of behavior-modification techniques in organizations (1) Increased use of fairly sophisticated statistical techniques and methods of analysis; (2) A new interest in the application of cognitive psychology to industry; (3) Increased interest in the effects of work on family life and leisure activities; (4) A renewed interest in developing methods to select employees -Four major changes in I/O Psychology in the 1980s and 1990s Rapid advances in technology -The greatest influence on I/O Psychology in the 2000s (1) Rapid advances in technology (2) Changing demographic makeup of the workforce (Diversity issues) (3) Global Economy -Important factors impacting I/O Psychology in the 2000s (1) Colleges and Universities (2) Consulting Firms (3) Private Sector (4) Public Sector -Four settings where I/O Psychologists typically work in Graduate Record Exam (GRE) -A standardized admission test required by most psychology graduate schools Master's Programs Doctoral Programs -Two types of Graduate Programs Terminal Master's Degree Programs -Graduate programs that offer a master's degree but not a Ph.D Internship -A situation in which a student works for an organization, either for pay or as a volunteer, to receive practical work experience Practicum -A paid or unpaid position with an organization that gives a student practical work experience Dissertation -A formal research paper required of most doctoral students in order to graduate