More handpicked essays just for you.
Industrial and organisational psychology final exam
Organizational psychology vs industrial psychology
Introduction to industrial psychology – definitions & scope
Don’t take our word for it - see why 10 million students trust us with their essay needs.
INTRODUCTION Industrial psychology is concerned with people at work. It is also called personnel psychology. A closely related field is known as organizational psychology. Traditionally, industrial psychologists have assessed differences among individual workers and have evaluated individual jobs. Organizational psychologists generally seek to understand how workers function in an organization, and how the organization functions in society. The distinctions between industrial psychology and organizational psychology are not always clear. Thus, the two areas are often referred to jointly as industrial/organizational psychology, or I/O psychology. I/O psychologists work for businesses, consulting firms, government departments, and colleges and universities. Both industrial and organizational psychologists help determine fair pay scales, generally based on the levels of skill and education a job requires and any hazards it poses. I/O psychologists also research causes of and ways of reducing industrial accidents. Industrial psychologists typically help employers find the best person for a job, evaluate job performance, and train employees. In developing a system for matching an individual to a job, an industrial psychologist must first determine what special knowledge, skills, and abilities the job demands. The psychologist then designs a selection system to judge an applicant's qualifications for the job. The objective of such a system is to predict a person's performance in the workplace. Commonly used selection tools include interviews, letters of reference, work samples, and tests of aptitudes, abilities, knowledge, interests and personality. Developing methods of evaluating job performance is a major function... ... middle of paper ... ...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
Aamodt, M.G. (2010). Industrial / Organizational Psychology: An Applied Approach. Belmont, CA: Wadsworth Cengage Learning
They are very similar to Psychologist but they also have a few key differences that not many people know. If you have not taken a psychology class or had some kind of interaction with either of the two then I’m sure you would be confused. I am one of those people who like to question why someone thinks or does something and what they are thinking when they do it. When I think of stuff like that it just makes me get really excited. I think finding the pros was one of the easiest things to do because I enjoy studying
Industrial and organizational psychologists contribute to an organization's success by improving the performance, satisfaction, safety, health and well-being of its employees. An IO psychologist conducts research on employee behaviors and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems. As well as helping organizations transition among periods of change and development. Although I am lacking training and experience within this direct field, I have been placed in situations where I have had the opportunity to observe individuals behavio...
To gloss over how individual people, influence organizational behavior would lead to a shallow understanding of how organizations work and behave (Fischer, 2006). This is another thing that I learned and that is how I motivate a person will determine the behavior of the people in my organization. To do these things effectively requires good work relations, teamwork, and employees who are motivated and cooperative (Kroeger, Thuesen, & Rutledge, 2002, p. 7). People have to be able to work together and motivate each other to complete the task that is given. We have hopefully made the case to you that you cannot fully understand organizational behavior until you understand the behaviors of individuals, and that to understand individual behavior you need to understand the role that personality traits play in individual behavior (Fischer, 2006). On a personal level I learned that I can grow in regards to in my listen skills (Pearson Education, 2015). As an ENFP, I am as to do well in executive roles. At their best they bring refreshing alternative style to top management and decision making (Kroeger, Thuesen, & Rutledge, 2002, p. 364). In particular, I have learned that the test will better help me be better employee or manger because I know what I need to work on to make myself better in leadership and
It is also known as I–O psychology, occupational psychology or work psychology, it is the scientific study of human behaviour in the workplace and applies psychological theories and principles to organizations and individuals in their workplace. (Trujillo et al, 2016). This involves working with the management and the human resource department to address the psychological challenges that face workers while at work or even those that face them while at home and affect their work
The Industrial-Organizational Psychologist, 41(2), 69-72. Dumbrava, G. (2011). Workplace relations and emotional intelligence. Annals of the University of Petrosani, Economics, 11(3), 85-92. Grubb III, W. L., & McDaniel, M. A. (2007).
Besides that, OB can serve managers, leaders and customers’ purposes. To begin with managers who have to expand their information about the attitude and group’s behavior to improve the organization work environment and to create a business plan to have a successful organization. First of all, managers can build a better workplace by recognizing the challenges that face any organizations because of some strategies that used in business environment. For example, one of the challenges are that having a cultural diversity in organization, so managers can build the organization with different cultures which help to encourage employee to do their job well and communicate with others in appropriate way. Secondly, managers can measure the effectiveness and efficiency; also, they can identify the strength and weakness of the organization. According to national institutes of health, Organizational effectiveness is about each individual doing everything they know how to do and doing it well (NIH, 2004). Moreover, OB offers ways that provide ways in how managers can trust their employees’ potential and using a reward system to enhance employees’ performance. OB is helping the managers on providing some strategies such as indentifying problems by searching and gathering information to have an accurate decision.
The ma... ... middle of paper ... ... ications Organizations and companies should embark on the training and development of their staffs in order to reduce cases related to burnout so as they act according to the organizational set rules and regulations. During the employment process emotional intelligence test can be used for recruitment and selection. This helps the HR department to select and hire the best individual who can work towards the achievement of the organization goals and objective.
Although Piaget and his famed clinical method started within the realm of cognitive psychology, in the 1920’s, Piaget became a prime influence toward the beginning of organizational psychology. In the United States during the industrial revolution, there was a series of experiments with about 20,000 workers at Western Electric Company in Hawthorne, Illinois. A company who was already known for caring about the welfare of their employees wanted to run a trial of two sets of offices: one room as the control group, and the other to run experiments. The goal of the experiments was to see how the illumination of the light fixtures would increase or reduce work productivity. What made the research so interesting was that no matter how the lights
Groups of people which more than 2 peoples who work interdependently toward some purpose defined as organizations. Then, organizational behaviour defined the study of what people think, feel and do in and around organizations. Organizational Behavior is field of study that investigates the impact that individuals, groups and structure have on behavior within organization. It is the knowledge about how people act within organizations. It applies broadly to the behavior of people in all types of organizations, such as schools, business, government, and services organizations. Organizational behaviour is for everyone in every level, and employees are expected to manage themselves and work effectively with others in workplace.
Conte, J., Landy, F. (2010). Work in the 21 Century: An introduction to industrial and organizational psychology (3rd ed). USA: Wiley and Blackwell Publishings
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
middle of paper ... ... Cherry, Kendra. What Is Industrial Organizational Psychology? About.com - Psychology. About.com, 13 Feb. 2014.
Levy, Paul E. Industrial Organizational Psychology. New York: Worth, 2013. Print. The. Laird, Dugan, Sharon S. Naquin, and Elwood F. Holton.
Neuropsychology, includes the following job practices: administering neurological tests, assessing if the patient has a neurological problem, treating patients that have had traumatic brain injuries or illnesses such as alzheimer’s and parkinson’s disease, administering cognitive functioning tests, testifying in the court of law, consulting with companies in order to further develop medicine for neurological disorder treatments, and conduction of research. In industrial psychology psychologists apply theories and research through principles in order to improve the workplace such as: increasing productivity, management, work ethic,and aid companies in order to focus on problems by instructing employees, cultivate performance evaluation criteria and gauge market strategies. Specialists in this field must have knowledge of ethical considerations, administrative regulations and case law relating to workplace