industrial organizational psychology . ppt
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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. KSAOs 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 PSYCHOLOGYExperimental PsychologySocial PsychologySociologyManagementIndustrial Engineering
Who are I/O psychologists? I/O psychologist can be classified in
two general groups:1. Academics: Professors in research- and teaching-
oriented universities and colleges. Example in psychology, management, industrial relations, quantitative sciences, occupational health & safety
Their major activities; teaching courses, conducting research, writing and presenting research papers, attending conferences, mentoring students, performing university and professional service
2. Practioners: HR and organizational specialists in
consulting, private, and public organizations Their major activities; Job analysis, diagnosis,
surveying employees, designing and administering selection & performance appraisal systems, training, developing psychological tests, implementing and evaluating OD & change, data analysis
36%
29%
7%
21%8% Universities
Consulting FirmsGovernment Private Com-panies Other
Percentage of I/O Psychologists in major Work Settings
The Most Popular I/O Research Topics in Eight Countries
Country Topics
Canada Career development, Employee selection, job stress, leadership
England Employee selection, gender, job stress, leadership, turnover
Germany Job Stress, motivation, training, work environment
India Job satisfaction, job stress, motivation, organizational level
Israel Career development, job satisfaction, motivation, performance appraisal, values
Japan Career development, job stress, leadership, motivation
Scandinavia
Gender, job stress, shift work, unemployment
United States
Career development, employee selection, leadership, performance appraisal
TIMELINE OF MAJOR EVENTS 1991- American Disability Act passed
1970- APA adopts the name I/O Psy1964- Civil Rights Act Passed1941- World War II war efforts begin1924- Hawthorne Studies begin1921- First I O PhD awarded Psychological Corporation Founded1917- Mental Tests for Job Placement Developed1913- First I O text book published1904-The term industrial Psychology used for the first time by W L Bryan who had written a paper in 1899
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 NAMEDFrank 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.
The “organizational” bit came in the 1970s.
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 SCOTTFirst 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 MunsterbergFather of industrial psychology
1. 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 TaylorPrinciples 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 catalystRobert 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◦ DisciplineFirst journal of applied psychology began in
1917
THE ALPA & BETA TESTRobert Yerkes created the WW-I Army Alpha and Beta intelligence tests for the war recruits. Army Alpha: five alternate forms of the verbal test,
Army Beta: a nonverbal test for illiterate and non-English speaking recruitsIndividual Examination: An individual verbal examination for those who failed Beta
Administered on approximately two million men
The test was criticized by Gould, S. J. as being culturally unfair;
Many of alpha test participants were not familiar with language
Many were not familiar with the use of pencil
Questions inappropriate for recent immigrants (e.g. question about TV star, Tennis Player etc).
An example of Army Beta TestPicture Completion
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.
Human Relations Movement
A concentrated effort by managers and their advisors to become more sensitive to the needs of employees or to treat them in a more humanistic manner, i.e. social factors boost worker morale.
INFLUENCES ON HUMAN RELATIONS MOVEMENT
Hawthorne StudiesThreat 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 Code1. 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.
GROUP MEMBERS:QURRAT-UL-AIN SHAFIQUEABID FAHEEMHUSSAINMOHAMMAD MATEENNARESH KUMARTARIQ JAWAIDSHAHERYAR HUSSAINZUHAIBAVEENASH KUMAR