industrial-organizational (i-o) psychology slides 7 to 16 (historical background) are not important
TRANSCRIPT
Industrial-Organizational (I-O) Psychology
Slides 7 to 16 (Historical Background) are NOT IMPORTANT
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The application of psychological principles to the workplace (anywhere people work)
Help people do their jobs help employers treat employees fairly help make jobs more interesting and satisfying help workers be more productive
What is I/O psychology?
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Treat employees fairly
Treat people from diverse backgrounds fairly select people for jobs provide training reward promotions/raises address harassment
What is I/O psychology?
Why Study I-O Psychology?
Work Large chunk of the day Largest period of adult life Often governs
where we live how we live people we associate with
The world of work and work behavior
Specialization within I-O Psychology
Industrial selection training performance measurement
Organizational development motivation job satisfaction and stress more ...
Scientist/Practitioner Model
Scientific Objective study and understanding of all aspects of behavior at work
conduct research publish results
Applied Objective application of psychological principles and the knowledge
gleaned from research deal with specific problems/issues
History - Industrial Psychology Wilhelm Wundt
1st Psychology Laboratory (1879)
Early 1900’s Walter Dill Scott W.L. Bryan
Industrial Psychology Frederick Taylor
Scientific Management Frank & Lillian Gilbreth
Efficiency Experts
Time-and-Motion Studies
Procedures in which work tasks are broken down into simple component movements and the movements timed to develop a more efficient method for performing the tasks often doubled, tripled or even quadrupled labor
output revolutionized physical labor jobs in terms of
efficiency and productivity
History (continued)
Hugo Munsterberg 1st book on psychology and industrial
efficiency 1913 1st work simulation, Pittsburgh trolley drivers
Max Weber classic book on bureaucracy
World War I First wide spread use of testing in selection
World War I - testing
Army Alpha intelligence test for selection and placement of
military personnel (recruits) found over 1/4 of recruits were illiterate
Army Beta non-verbal intelligence test for non-reading
recruits
First efforts at mass testing; lead the way for future testing efforts
1924 Hawthorne Works of Western Electric
A positive change in behavior occurs at the onset of an intervention followed by gradual decline.
Revealed the existence of informal employee work groups and their influence on production
Identified the importance of employee attitudes and the value of an understanding supervisor
The Hawthorne Effect
Changes in behavior occur as a function of one’s knowledge that they are being observed and their expectations concerning their role as a research participant
Human Relations Movement(Organizational Psychology)
Based on the Hawthorne studies (by Elton Mayo) that emphasizes the importance of social factors (informal processes) in influencing work performance. Worker morale Co-worker relations Social sources of motivation, especially in
repetitive low level work
World War II(continued work begun in WW I)
Army General Classification Test (AGCT) classified 12million soldiers
based on ability to learn selection for officer training
Pilot selection and training OSS (precursor to CIA)
select spies based on situational tests intelligence, adaptability and creative thinking
Post World War II
Specialty areas of I-O became more pronounced testing selection evaluation
Defense industry growth spurred development engineering psychology
human factors psychology ergonomics
50’s Ohio State Leadership Studies(Landmark in I-O)
Structure task oriented leadership
Consideration people oriented leadership
Human Relations Movement (expanded) quality of work life job satisfaction
1960’s through early 1990’s
Research and practice of I-O flourished motivation goal setting job attitudes organizational stress group processes organizational power and politics organizational development
1960’s and 1970’s Civil Rights and Women’s Movements
Prohibits: Discrimination in employment (hiring, firing, training…) Segregation Retaliation for filing Claims
Administered by E.E.O.C. 1978 Uniform Guidelines developed
Cross Cultural I/O Psychology Diversity of Workforce
Increasing diversity Women Ethnic minorities
Opportunity for different viewpoints and perspectives organizational creativity and innovation understanding and reaching new markets
By 2010 white males will count for less than 40% of the workforce
Cross Cultural I/O Psychology Scope of the Work Environment
Globalization of business 100,000+ U.S. company do business overseas
Jobs increasing in complexity Increased responsiveness to needs of
workers
Cross Cultural I/O Psychology Other issues
Mergers, acquisitions, and joint ventures International business environment “cultural shock” outsourcing
High technology and telecommunication systems Internet influences
Changing Labor Market
Tighter market for skilled workers recruitment (attract) selection retention retraining
Growing numbers of low-skilled service jobs how can this work be made more meaningful?
Organizational Downsizing
Strategy of reducing an organization’s workforce to improve organizational efficiency, productivity and/or competitiveness technological advances
robotics computer-assisted manufacturing
reduction in mid-level management flatter organizations teams
Current Hot Topics
Mergers, Acquisitions and Joint Ventures Influences of Technology Explosion Cultural Diversity Change Management Work and Family Balance Competency Modeling Teams
Industrial-Organizational (I-O) PsychologyToday
One of the fastest growing areas of psychology
Four Main Work Areas of I-O Psychologists
Academia 37% Consulting38% Government 7% Industry 18%
Six Fields (specialization areas)
Selection and Placement Performance Appraisal Training and Development Organizational Development Occupational Health
Quality of work life Human Factors Psychology
Ergonomics