industrial psychology 1.2
TRANSCRIPT
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` Industry
` How you know who is worker/employee andemployer
` Work Environment-Physical and Culture , Climate` Problems faced by both parties
` Psychology and Applied Psychology
` I-O Psychology-What ? Why ? How?
` Examples-advertisement , product design,packaging , layout and controls of product,environment.
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` Also known as I-O Psychology, work
psychology, organizational, occupational,
personnel psychology or talent assessment.
` Applies to organizations - for- profit businesses,non-profits, government agencies, and colleges
and universities.
` Psychologists contribute to an organization's
success by improving the performance and well-being of its people.
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` The branch of applied psychology that is
concerned with efficient management of an
industrial labour force and problems
encountered by them in a mechanizedenvironment.
` Conducts scientific study of behaviour and
cognitive processes in relation to the workingenvironment.
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` Application of the methods, facts and principles
of the science of behavior and mental processes
to people at work.
` As a science, it relies on observation andexperimentation.
` Deals with overt human behavior-that can be
observed objectively.
` Focuses to varying degrees on the psychologyof the workforce.
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` Focuses on-recruitment, selection, training,
performance appraisal, job satisfaction, work
behaviour, stress at work and more.
` They research and identifies how behavioursand attitudes can be improved through hiring
practices, training programs, and feedback
systems.
` Tries to solve causation of behavior, individual
differences , attitudes.
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` Guion (1965) defines I-O psychology as "the
scientific study of the relationship between man
and the world of work:... in the process of
making a living" .` Blum and Naylor (1968) define it as "simply the
application or extension of psychological facts
and principles to the problems concerning
human beings operating within the context ofbusiness and industry.
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` The "industrial" side of I-O psychology has its
origins in research on individual differences,
assessment, and the prediction of performance.
` This branch of the field crystallized during WorldWar I-need to rapidly assign new troops to duty
stations.
` After the War the growing industrial base in the
US added impetus to I-O psychology.
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` Walter Dill Scott was elected President of theAmerican Psychological Association (APA) in 1919and the most prominent I-O psychologist of histime.
` James McKeen Cattell (elected APA President in1895) and Hugo Mnsterberg (1898) wereinfluential in the early development of the field.
` Organizational psychology gained prominenceafter World War II, influenced by the Hawthorne
studies and the work of researchers such as KurtLewin and Muzafer Sherif.
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` conducts studies on organizational behaviour andworker-management interactions.
` analyse corporate culture and individual /groupinteractions.
` develop and evaluate employee selection andappraisal techniques.
` assess corporate leadership and employeemotivation strategies.
` identify causes ofand resolutions tointernal
conflicts.` advise management of the potential psychological
and social impact of corporate policies.
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` Primary Tool-influential throughout career.
` Serves two masters-employees and employer.
` Sensitive-misunderstanding causes more harm
than good.` Science of Behavior and cognitive process.
` Influences decisions and induces action-e.g.
consumer products through advertisement.
` Objective in its approach and results.
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` Observes behavior by using science: objectively,
dispassionately and systematically.
` Studies intangible qualities- motives, emotions,
needs , perception , thoughts and feelings.` Affects behavior, attitude.
` Involves application of methods, facts and
principles of psychology to employees.
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` Recruitment and selection process.
` Designing Performance management System
and evaluation.
` Training and Development.` Organization climate.
` Work Environment and conditions.
` Safety, violence and health.
` Motivation,Emotion,perception and morale.
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` Job satisfaction and involvement.
` Surveys , Assessments and Psychological testing.
` Organizational Leadership.
` Career planning and development.
` Stress in workplace.
` Engineering Psychology.
` Consumer Psychology.
` Play role in developing advertising and marketing
techniques.
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` To select right person for the right job.
` To assess performance and help develop skills
and competencies.
` To train and develop employees.
` To motivate employees.
` To improve employee morale.
` To develop good working conditions.` To increase productivity , efficiency and profits.
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` To develop human relations skill.
` To inculcate sense of responsibility, belongingness
and commitment.
` To develop sense of security and satisfaction.
` To encounter absenteeism.
` To reduce Turnover , grievances and labor
disputes.
` To handle work slowdowns , faulty products and
accidents.
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` Fraudulent Practitioners
` Credentials and Certification
`
Difficulty of translatingTechnical Jargons
` Resistance to new ideas of managers and
workers
` Research v/s Application-necessity of balancing
research and timely solutions
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` Virtual workplace
` Virtual employees
`
Workers Involvement` Changing technology and skills
` Diversity issues
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` Search on net for self study.