industrial/ organisational psychology
DESCRIPTION
What is Industrial Psychology? how it evolved and its background...TRANSCRIPT
Industrial/ Organizational Psychology
Muhammad Abdullah
WHAT IS INDUSTRY?
It is a division in which processing of raw materials and manufacturing & trade of goods take place.
WHAT IS ORGANIZATION?Organization is a
group of people who work interdependently towards some purpose
THE PSYCHOLOGY: Industrial organizational psychology is the scientific study of
the work place.
Methods of psychology are applied to issues of critical relevance to business, including,
i. Talent management,
ii. coaching,
iii. assessment,
iv. selection,
v. training,
vi. Organizational development,
vii. performance,
viii. work-life balance.
WHAT IS I/O PSYCHOLOGY?
Usage of psychological principles and theories to the workplace.
ORStudy of how people get
along at work and are able to perform effectively”
SUBDIVISIONS WITHIN I/O:
Industrial and Personnel psychology:
i. HR stuff: recruitment, job analysis, selection, training, performance appraisal, compensation, employment law
ii. KSAs Knowledge, Skills, Abilities and other aspects related to job performance
Organizational psychology:i. Micro: motivation, leadership, teams, worker attitudes, safety & well-being,
work-family.
ii. Macro: organizational theory, culture, organizational development & change
Human factors & ergonomics:i. Modifying equipment ii. Environmental Changes iii. To fit workers needs
INFLUENCES ON I/O PSYCHOLOGY
Experimental Psychology
Social Psychology
Sociology
Management
Industrial Engineering
History of I/O Psychology:(1900-1916) W. L. Bryan
Stressed importance of studying “concrete activities and functions as they appear in daily life.”
But not really considered father of I/O Psych because he was a originator, before the field was established
THE NAMELESS WAS NAMED
Frank and Lillian Gilbreth
Interested in improving productivity and efficiency of industrial engineers.
Argued for the use of psychology in the work lives of industrial engineers.
Led to the merger of psychology with applied interests.
The nameless was crowned industrial psychology in 1910.
Lillian Gilbreth is called the mother of management
The 3 Founding Fathers
Walter Dill Scott (American Psychologist)
Hugo Munsterberg (German)
Frederick Taylor (American Engineer)
WALTER DILL SCOTT First to apply the principles of psychology to motivation and
productivity in the workplace.
Would later become instrumental in the application of personnel procedures within the army during World War I.
He boosted industrial psychology
Hugo Munsterberg
Father of industrial psychology1. Applied psychological method to practical
industrial problems.
2. Psychology and Industrial Efficiency (1913)
View of I/O psychology:
1. People need to fit the organization -- training!
2. Applied behavioral sciences should help organizations to shape people to serve as replacement parts for organizational machines. Mechanistic.
Frederick Taylor
Principles of Scientific Management (1911) Management and workers should cooperatively share responsibility
for the design and conduct of work.
E.g.: Showed that workers who handle heavy iron ingots were more productive when allowed work rests.
Training when to work and when to rest raised productivity from 12.5 to 47.0 tons moved per day.
Company increase efficiency. Costs dropped from 9.2 to 3.9 cents per ton.
World War I - I/O field catalyst
Robert Yerkes and Walter Dill Scott:
◦ Screening recruits for mental deficiency—Army Alpha and Beta intelligence tests developed.
Classification of selected recruits into jobs Performance evaluations of officers Job Analysis soldier motivation and morale Discipline
First journal of applied psychology began in 1917
Between the Wars (1916-1940) The Hawthorne Studies
Began in 1920 for more than 10 years at the Hawthorne plant of Western Electric Company.
Initially designed to study the effect of working conditions on performance such as lighting, and room temperature.
Later studied the impact of supervisory styles, arrangement of work groups, length of work breaks, and the length of work day.
Established the “Hawthorne Effect”: An effect on behavior that is due to getting any treatment and not necessarily to the nature of the treatment per se.
INFLUENCES ON HUMAN RELATIONS MOVEMENT
Hawthorne Studies
Threat of Unionization
Philosophy of Humanism
Human Relations
Movement
Hawthorne Studies
Threat of Unionization
Philosophy of Industrial Humanism
Ethics in I/O FieldIt is essential for the psychologists in the profession to follow the Ethical Code developed by American Psychological Association (APA), in order prevent any harm to the client.
The code includes both ethical principles and statements of appropriate professional conduct.
Six Ethical Principles of APA Code
1. Competence: A psychologist only does work that he/she is competent to perform.
2. Integrity: Psychologists are fair and honest in their professional dealing with others.
3. Professional and Scientific Responsibility: Psychologists maintain high standards of professional behavior.
4. Respect for People’s Rights and Dignity: Psychologists respect the rights of confidentiality and privacy of others.
5. Concern for Other’s Welfare: Psychologists attempt to help others through their professional work.
6. Social Responsibility: Psychologists have a responsibility to use their skills to benefit society.