Industrial and Organizational Psychology

Industrial/organizational Psychology deals with the human component of organizations as well as clarifying primary motivational drives together with implications of people, socially, that work at the same place within a setting of an organization. Its research as well as the way it is being applied tries to put up characteristic human nature to be a way of efficiency and productivity in the process of facilitating environment which is conducive and safe as per their effect to the employee. All through I/Q psychology's rich history, it has applied statistical analysis and scientific researches in determining application of real-world in the work environment in trying to uphold efficiency in the process of offering an environment which is safe and is conducive to the satisfaction and well being of the employees.

Evolution of Industrial/Organizational Psychology

The genesis of I/Q psychology is from the early history of psychology in late 1800s at the time experimental psychologists wanted to use principles of psychology to organizational problems like individual performance as well as efficiency (Spector, 2008). Credited through foundational work within the field, Walter Dill Scot and Hugo Munsterberg were experimental psychologist and university professors who were influential and had keen interest in the selection of employees together with psychological tests which had been newly introduced. There was development of scientific management by Frederick Winslow Taylor, which focused on managing production workers whereas Lillian Gilbert and Frank got involved in studying the efficiency of performance as a way of developing more efficient method of working. These works came to be foundational in studying people's designing technology.

The World wars had a boost on I/Q psychology as there was development of tests by the psychologists in trying to asses mental ability with the purpose of a highly correct personnel placement. Applied by the army, it was the first large scale application of psychological testing of placing people in jobs, (Spector 2008, p.12). The work of I/Q psychology went on to be stimulated by the World War II within military applications and ended the fresh aspect for retaining the military personnel's morale. When the war ended, there was summon of I/Q psychologists for them to address the issue of expansion that was particularly linked to motivation and productivity, (Kanfer, 2009). Nowadays Industrial and Organizational Psychology society symbolizes the field that its integrative approach welcomes the personal as well as the social fabric of organizations, together with improving the work place environmental factors, (Kanfer, 2005).

How I/Q Psychology differs from other Psychological Disciplines

One of the main applied areas of psychology is I/Q psychology and its aspect which is unique and its exclusive center of attention on people during their function within their work environment and the work environment itself, (Spector, 2008, p. 22). The rest of the disciplines within psychology put their center of attention on diverse aspects of human psychology, though there is no one else that is in support to the research as well as it applications in the setting of an organization. This branch of psychology also uses information and principles that it has gained from the research. The focus of I/Q psychology is on research plus its application to the challenge of the nature of the human the way it occurs between individuals in the setting of an organization.

The definition of Spector (2008, p.5) is that I/Q psychology is an applied principle that is concerned with the development and application of scientific principles that are found in the work place. As per the human point-of-view, employee life consumes a mount of time which is significant, and such role of time consuming is suppose to have its centre of attention from science that favors efficient function in an environment, but still favorable to the well-being of the human organism together with its social nature.

Organizational Use of Industrial/Organizational Psychology

There is much application of I/Q psychology within organizational and industrial setting, as well as universities that do employ (to be as writers, teachers, administrators, consultants, mentors) approximately 40% of I/Q psychologists in a research capacity. When using I/Q psychology, the same roles can be filled by the psychologists as researchers, though they may as well be involved in job analysis, find a solution to the problems of the organization, get opinion of the employees through discussion or survey, come up with employee related system as well as training programs, and develop psychological tests that can be applied to the work environment.

Moreover, in I/Q psychologists practice, there is evaluation of whichever aspect of work environment or its systems together with its practices then implement organizational change like, employees new reward system for the ones who perform well. The working of I/Q psychologists is on establishing environment which is more effective in an organization. Their work is on designing more effective jobs; develop then implement employee selection which is more appropriate as well as creating training programs that helps in facilitating efficiency of an employee.

Role of Research and Statistics in Industrial/Organizational Psychology

Two major venues where I/Q psychology functions are psychological research as well as its application. This field has its main focus on research and is important to developing principle that at the end will take part in the contribution to the design of new methods plus procedural applications for different aspects of the work environment. Scientific methods are being used by I/Q psychology in collecting and analyzing data to address problems, ideas as well as questions pertinent to organizations. These four components of the scientific method are research design, statistic, measurement and research question.