I/O Psychology Case Study

Question #1: History

I/O Psychology is the study of how people behave and think in a work setting. People’s mental process and behaviors are measured by using psychological theories through surveys or experiments. For instance, we can use the scientific-practitioner model that uses statistical reach methods to create better training programs for employees. The “I” side of I/O Psychology stands for industrial work, while the “O” stands for organizational work. The industrial side tends to deal with the individual, as opposed to the organizational side which focuses on the organization’s benefit as a whole. The industrial side is concerned with employee selection, employee training, employee job performance, and job analysis; while, the organizational

Although Mayor’s originally hypothesis was not supported, he did however find that observing employees at work increased productivity. His finding was significant because it brought attention to workers’ motivation, which has untimely helped improve many organizations today. Industrial psychology emerged during WW1 when Robert Yerkes created an intelligence test to classify post-war soldiers in the right workforce. As the demand for workers increased the demand for I/O Psychologist also increased.

Question #2: Job Analysis

A job analysis is important when defending your organization from employment-related ligations because it provides systematic evidence of the requirements that are needed for an employee to successfully accomplish the job position at hand. The exact duties, tasks and responsibilities are listed systematically to demonstrate what qualities

Marci’s first step was to fill out several forms to be considered for the position. After an employer systematically screens Marci’s forms and resume, then Marci will proceed to the following step, which in this case is a follow-up interview. Interviews are the most popular selection technique used by employers because it’s designed to predict potential job performance through interviewee responses. However, research suggests that interviewing job candidates does not accurately predicting future job performance, yet employees insist on using them because it allows them to interact with candidates on a personal level as opposed to relying merely on resumes. Another method that is used to predict future job performance is letters of recommendations. In Marci’s cases, she has provided letters of recommendation from her previous employers. Future bosses use this method to reassure that their perceptions of your work ethics are fairly accurate. Letters of recommendations have to ability to significantly strengthen or weaken employer’s opinions on your job performance. Finally, Marci took several tests to help identify whether or not Marci is the best match the position. Different tests are used by employers to assess candidates’ overall work performance. For instance, a cognitive abilities test is often used to measure candidates’ intelligence on general or specific cognitive