Organizational Psychologist The Work Of Research Proposal

Length: 8 pages Sources: 3 Subject: Psychology Type: Research Proposal Paper: #2978515 Related Topics: Organizational Development, Workplace Violence, Industrial Relations, Carl Rogers
Excerpt from Research Proposal :



Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.

Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.

Assess employee performance.

Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs as well as information about aspects such as job satisfaction.

Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning.

Facilitate organizational development and change.

Identify training and development needs.

Work Activities

Normal work activities for an Industrial Organizational psychologist might include: getting information, providing consultation and advice to others, interpreting the meaning of information to others, establishing and maintaining interpersonal relationships, making decisions and solving problems.

In addition to those, an I/O psychologist would analyze data, organize, plan and prioritize work, interact with computers, judge the qualities of things, services or people, and, finally, communicate with supervisors, peers, and subordinates (O-net, 2008).

Necessary Abilities

An individual accepting a position as an I/O psychologist would also have to have the following abilities as part of his or her work: Oral comprehension -- a real ability to listen and understand information, oral expression, written comprehension, written expression, deductive reasoning -- apply general rules to specific problems to produce solutions that make sense, inductive reasoning -- combine pieces of information to form general rules or conclusions among seemingly unrelated events, problem sensitivity -- the ability to tell when something is heading in the wrong direction or is likely to go wrong, speech clarity, speech recognition, and information ordering -- arrange things or actions in a certain order or pattern according to a specific rule or set of rules (O-net, 2008).

Where Do I/O Psychologists Work?

Approximately 39% of I/O's work at consulting firms or as independent consultants. 35% work in academia, mostly at the university level. About 20% work for corporations, and the remaining 6% work in government or government-related jobs (Steve, n.d.).

I/O Psychology Specialties

There are six specialties under the Industrial...

...

Personnel psychology involves the selection, training and assessment of employees.

Organizational Behavior has to do with social & group influences, communication, organization structure/hierarchy, leadership, and motivation issues. Ergonomics/Human Factors deals with human-machine interaction, job design, and optimizing human abilities. Vocational/Career Counseling involves career path, retirement preparation, and Employee Assistance Programs.

Organizational Development is diagnosing organizational problems, planning, implementing, and assessing change. And Industrial Relations works with labor issues, and management -union liaison to resolve conflict (Steve, n.d.).

The Future of I/O

Collaboration will increase with other scientists in order to develop new multi-disciplinary approaches to solving problems. The real value comes when I/O psychologists are able to work alongside computer scientists, statisticians, and a variety of other folks who are helping to use technology and advanced techniques to create new ways of doing things.

I/O psychologists are adding value to the work of entrepreneurs, especially those who focus on using technology to help establish new and more efficient hiring products and processes.

New job analysis methods will include techniques for describing the work that will be done in the future. Job analysis tools will change. I/O psychologists describe a method for learning about future work by understanding planned changes to jobs, working with the people planning the change, and working with people performing similar tasks now in order to identify the critical tasks of the future.

Bibliography

Industrial psychology. (n.d.). Retrieved April 18, 2009, from a2zpsychology.com: http://www.a2zpsychology.com/ARTICLES/industrial.htm

McCarthy, P. (2002). Brief outline of the history of I/O psychology. Retrieved April 16, 2009, from Middle Tennessee State University: http://frank.mtsu.edu/~pmccarth/io_hist.htm

Morris, L. (2000). Careers in industrial organizational psychology. Retrieved April 15, 2009, from Westchester university department of education: http://www.wcupa.edu/_Academics/sch_cas.psy/Career_Paths/Industrial/Career06.htm

O-net. (2008). Summary report for industrial organizational psychologists. Retrieved April 15, 2009, from o-net online: http://online.onetcenter.org/link/summary/19-3032.00

SIOP. (2006). What are siop and i/o psychologists? Retrieved April 15, 2009, from Society for industrial and organizational psychology: http://www.siop.org/media/What.aspx

Steve, D. (n.d.). Historical background to industrial/organizational psychology - ppt presentation. Retrieved April 16, 2009, from University of west Florida: http://uwf.edu/psych/skass/i-o_presentation/Present1/Chapter1_INP3004.ppt

U of M. (2008, July 21). Industrial/organizational psychology. Retrieved April 15, 2009, from University of Minnesota, department of psychology: http://www.psych.umn.edu/areas/industrial/more.htm

Sources Used in Documents:

Bibliography

Industrial psychology. (n.d.). Retrieved April 18, 2009, from a2zpsychology.com: http://www.a2zpsychology.com/ARTICLES/industrial.htm

McCarthy, P. (2002). Brief outline of the history of I/O psychology. Retrieved April 16, 2009, from Middle Tennessee State University: http://frank.mtsu.edu/~pmccarth/io_hist.htm

Morris, L. (2000). Careers in industrial organizational psychology. Retrieved April 15, 2009, from Westchester university department of education: http://www.wcupa.edu/_Academics/sch_cas.psy/Career_Paths/Industrial/Career06.htm

O-net. (2008). Summary report for industrial organizational psychologists. Retrieved April 15, 2009, from o-net online: http://online.onetcenter.org/link/summary/19-3032.00


Cite this Document:

"Organizational Psychologist The Work Of" (2009, April 20) Retrieved August 2, 2021, from
https://www.paperdue.com/essay/organizational-psychologist-the-work-of-22701

"Organizational Psychologist The Work Of" 20 April 2009. Web.2 August. 2021. <
https://www.paperdue.com/essay/organizational-psychologist-the-work-of-22701>

"Organizational Psychologist The Work Of", 20 April 2009, Accessed.2 August. 2021,
https://www.paperdue.com/essay/organizational-psychologist-the-work-of-22701

Related Documents
Social Organization of Work and
Words: 2266 Length: 7 Pages Topic: Sociology Paper #: 21718631

The realization that inequalities dig deeper into the psyche than egalitarianism indicates the form of society we should invest to create. We cannot jump from the video's empirical evidence to the hierarchical frameworks of moral judgments, as this would accumulate to a naturalistic fallacy. However, human beings face considerable obstacles in the path to achieving great socio-economic and work and equality. This remains to be a mere desire in

Organizational Behavior Psychology Applied Comprehension
Words: 4268 Length: 16 Pages Topic: Psychology Paper #: 87584890

With this approach, consultation psychology focuses on the issues of the group as a whole and therefore typically uses group discussions, interviews and observations as opposed to singling out specific individuals. The result is that, by using consultation psychology in the field of industrial and organizational psychology, the focus is on the group and the roles the individuals who make up the group play. With this focus, industrial and

Organizational Psychology Businesses and Organizations Represent...
Words: 1469 Length: 4 Pages Topic: Psychology Paper #: 38600522

Organizational Psychology Businesses and organizations represent complex social systems that are susceptible success and failure. The field of Organizational Psychology uses psychological principles to explore the social and organizational behaviors of employees, workplaces, businesses, and companies. Organizational psychologists are concerned with all phases of the work environment, including stigmas in organizations, sexual harassment, the role of personality traits in the hiring process, and workplace culture (SIOP, 2012). Studying the behaviors of

Work Related Attitudes Prejudice Job Satisfaction and Organizational...
Words: 1816 Length: 7 Pages Topic: Business - Management Paper #: 2892611

Work-Related Attitudes: Prejudice, Job Satisfaction, And Organizational Commitment Area of the Study: A worker's attitude heavily impacts his behavior and his performance in any organization. A positive attitude results in an increase in overall productivity for him and the organization because of the feeling of optimism, pride and job satisfaction. A negative attitude will result in negative behaviors which will then lead to job switching or lack of productivity. There are many

Organizational Psychology Productive and Counterproductive Behaviors...
Words: 905 Length: 3 Pages Topic: Psychology Paper #: 26988013

Organizational Psychology Productive and Counterproductive Behaviors Paper Organizational psychology involves the settings based on office or workplace psychology. It is a field of psychology that uses scientific methodologies in order to understand individuals' behavior in organizational settings. Organizational psychology can also be defined as the scientific study of group and individual behaviors in a formal organizational setting. Organizational psychology is part of a broader field of industrial and organizational psychology. Organizational polices

Organizational Leaders Produce Results Through
Words: 9447 Length: 30 Pages Topic: Business - Management Paper #: 24430626

According to the authors, this can be done if employees are given a sense of importance in the organizations. Knowledge workers are already short in supplies and most competing rivals also compete to get the best human resource in terms of knowledge workers. It is therefore essential for any organization to retain this highly skilled part of their workforce and in order to do that organizations must eliminate the