history of science has existed for many decades. This is considering that it is a well-established discipline of scholarly research. The scholarship of science initially concentrated on the physical and the biological sciences. However, it now includes both social and behavioral sciences. Some psychologists and scholarly researchers like George Sarton brought a call for a history of psychology. "Introduction to the History of science" is one of his articles in 1927 that represent the early work. The industrial and organizational psychology emphasizes on all areas of scientific discipline and the professional practice. Scientifically, the aim is to discover the phenomena, which influence behavior on the job and in the organization. Practically, the information obtained from empirical research can be applied in decision-making. This paper focuses on conducting a search for a case study in the industrial and the organizational fields. It gives a critical evaluation of various industrial and…...
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References
Bisen, V. (2010). Industrial psychology. New Delhi: New Age International Ltd.
Koppes, L. (2007). Historical perspectives in industrial and organizational psychology. (Ed.) Mahwah, NJ: Erlbaum
Landy, F. (1993). Early influences on the development of industrial/organizational psychology. Exploring Applied Psychology: Origins and Critical Analyses, 79-118. (EBSCOhost Accession Number: AN 2006-08238-003).
Munsterberg, H. (2009). Psychology and industrial efficiency. Auckland, N.Z.: Floating Press
workplace is anchored in the realm of the financial, we are inclined to use economic models to study it. However, while certainly economics and business in many ways make good partners, if we are interested in understanding how it is that businesses work on a day-to-day basis we must be at least as interested in understanding the social and psychological elements the obtain in the workplace as we are interested in economic models. The research described in this proposal outlines a strategy for obtaining a clearer understanding of the importance of the socio-psychological relationships among individuals in an organization and the reasons why some organizations foster both higher levels of worker satisfaction as well as higher levels of organizational commitment (while some must be content with one or the other and some with neither.)
Central to this research design is a reliance on a workplace social exchange network model. This…...
" (Ivin, 2005)
The notion of utilizing sevant leadeship to enhance team wokgoups to pefom such as in the case study scenaio is a contempoay viewpoint with empiical evidence to show thee is effectiveness in implementing this fom of leadeship within the oganizational development famewok.
Poblem solving within the oganizational hieachy is often elegated to job specific activity to which one may o may not actual solve the poblem inheently active in thei domain. Often, poblem solving becomes a function of the goup think to which individual identities in the poblem solving pocess ae meged into a collective membane fo joint analysis. The use of motivational methods (Dubin, 2004) to incease the motivation to poblem solve has yielded meitocatic oganizations that focus on delivey of pefomance above all othe vaiables.
Additionally, the use of meta-communication (Dubin, 2004) evolves aound impoving oganizational communication such as teamwok communication and infomal netwok communication. Indiectly howeve meta-communication…...
Moliver, N. (2010). Psychological wellness, physical wellness, and subjective vitality in long-term yoginis over 45.Northcentral University). ProQuest Dissertations and Theses, Retrieved fromhttp://search.proquest.com/docview/506140189?accountid=13044
Industrial/organizational psychology, or I-O psychology as it is abbreviated, has gone from being a little known branch of psychology to one that is studied and used by many. Although the concept and the idea of I-O psychology began in the early 1900s, it was not until after World War II that it gained prominence and attention from everyone in the psychology world (Aamond 2009). The idea behind the study of this branch of psychology was to analyze what it was that made people perform in their jobs. In a job market that influenced some to excel, but yet others did not produce results, this branch of psychology was used to understand what it was that caused these problems and how it was that someone could go about fixing them (Spector 2008). These factors were applied to all types of jobs, from factory and office jobs, to professional and military employment.…...
Spector, P.E. (2008). Industrial and organizational psychology: Research and practice. Hoboken, NJ: John Wiley & Sons.
Landy, F.J., & Conte, J.M. (2009) Work in the 21st century: An introduction to industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons.
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…...
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References
Kanfer, R. (2005). Self-Regulation Research in Work and I/O Psychology. Applied Psychology,
Kanfer, R. (2009). Work Motivation: Advancing Theory and Impact. Industrial and Organizational Psychology, 2(1), 118-127. doi: 10.1111/j.1754-9434.2008.01120.x
Spector, P.E. (2008). Industrial and organizational psychology. Research and practice (5th ed.).
In Hartlieb and Jones' study, a company's ethical practices in the workplace are projected onto its products/services, making the products "ethical," resulting to the concept of ethical labeling (583).
Further into the 'trend' of promoting ethical work practices in the company, companies are also promoting their corporate image and improving their relevance to their communities by developing corporate social responsibility (CS) programs. Secchi (2009) explored the 'cognitive side' of CSs, and argued that CS programs act as a "reinforcement mechanism…that, when exercised…works as a social tie between user (communities, recipients) and provider (companies)" (578).
These trends in industrial/organizational psychology are reflected in P&G's corporate practices, through its branding, corporate governance, and CS programs. P&G's corporate governance promotes ethical work behavior by allowing its employees to have a stake in the company -- that is, P&G employees are also its stakeholders. P&G's ethical corporate practices are reflected in its branding efforts, wherein…...
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References
Hartlieb, S. And B. Jones. (2009). "Humanising business through ethical labelling: Progress and paradoxes in the UK." Journal of Business Ethics, Vol. 88.
Pastorizo, D., M. Arino, and J. Ricart. (2009). "Creating an Ethical Work Context: A pathway to generate social capital in the firm." Journal of Business Ethics, Vol. 88.
Secchi, D. (2009). "The cognitive side of social responsibility." Journal of Business Ethics, Vol. 88.
job analysis is a vital part of any organization. It provides not only a clear description of what employees should be doing during their work hours, but also offers a clear guideline when hiring new employees and determining where the organization should be heading in its operations.
A job analysis has various goals, including the writing of a job description, selection of employees, performance evaluation, and training requirements. When the tasks of employees and the condition under which these tasks are performed are clearly analyzed and presented, it enables a company to identify problems and make improvements where necessary. It is also a means for a company to determine its needs and potential redundancies within the organization. Ultimately, job analyses helps a company to maintain the effectiveness of its workforce and its ability to maintain profitable operations.
Conducting a thorough job analysis entails a variety of steps, the first of which…...
Industrial and Organizational Psychology shares much in common with several related fields, and there are multiple professional partnership opportunities. The field most closely linked to industrial and organizational psychology, and one that is important to my personal career development, is going to be human resources. As Cascio & Silbey (1979) point out, assessment centers have transformed the nature of human resources and the candidate selection process, helping organizations make more educated decisions about crafting the ideal organizational culture. Likewise, Murphy, Dzieweczynski & Yang (2009) show how the field of psychology, and organizational psychology in particular, has contributed to the evolution of assessment measures used at every stage of the human resources process from initial intakes and screening for candidates to ongoing assessments and evaluations. In this sense, human resources depend on organizational and industrial psychology.
The field of industrial and organizational psychology adds complexity to the human resources selection process, and…...
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References
Cascio, W. & Silbey, V. (1979). Utility of the assessment center as a selection device. Journal of Applied Psychology, 64(2), 107-118. (EBSCOhost Accession
Number: AN 5112753).
Murphy, K., Dzieweczynski, J., & Yang, Z. (2009). Positive manifold limits the relevance of content-matching strategies for validating selection test batteries. Journal of Applied Psychology, 94(4), 1018-1031. (EBSCOhost Accession Number: AN apl-94-4-1018).
Prins, S. (2006). The psychodynamic perspective in organizational research: Making sense of the dynamics of direction setting in emergent collaborative processes. Journal of Occupational & Organizational Psychology, 79(3), 335-355. (EBSCOhost Accession Number: AN 22557999).
Industrial and Organizational Psychology
Individual Psychological Testing in the Workplace
Faced with an ever increasing competitive business environment, many employers are turning to employment testing as a way to improve their workforces. Every organization wants to ensure that they hire the right person. Job applicants may submit an effective resume and perform well during an interview, but they usually highlight only positive attributes. Psychological testing has been identified as one way of ensuring that the business picks an applicant who is a perfect fit for the position and actually can do the work required. Physiological tests have been validated by experts as a very good indicator of an applicant's working style. Testing potential employees can increase the chances that a company chooses the right person for a job, reduce turnover and their by lower training costs.
Specific Psychological Testing used in the Workplace
Personality Tests:
Personality tests are self-report measures of what might be called…...
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References:
American Educational Research Association, American Psychological Association, & National
Council on Measurement in Education. (1999). Standards for educational and psychological testing. Washington, DC: American Educational Research Association
American Psychological Association. (2011). Rights and responsibilities of test takers:
guidelines and expectations. American Psychological Association (APA). Retrieved June
On a university campus, one of the most active niches is that of student organizations. Perhaps nowhere else do more organizations exist than on a college campus. These student organizations exist because there is a need for students to get involved, interact and stay active. ecause every student has their own needs for joining an organization, there are a diverse array of organizations to meet these needs. For example, there are social organizations for students needing to meet people, there are political organizations for students who want to create change in their community and there are interest organizations for those who want to share their knowledge and enjoyment of a particular hobby with others. If an organization matches the particular students needs, then the organization fulfills the student's needs. This determination is made by the combination of the three above mentioned factors and their application to the integration of the…...
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Bibliography
Schein, Edgar. Organizational Psychology. Englewood Cliffs, New Jersey: Prentice-Hall, 1980.
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 is better able to meet its goals of increasing organizational productivity, well-being and success.
Case Example
In the case sample cited in the introduction of this paper, the issue was how consultation psychology could be utilized as a method for providing industrial and organizational psychological services to a mental health related organization. From the overview provided in the previous section, it can be seen that utilizing consultation psychology, as opposed to clinical psychology, will be the best method of obtaining…...
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Bibliography
Bass, Bernard M. (1960): Leadership, Psychology and Organizational Behavior. New York: Harper and Brothers.
Bass, Bernard M., and Pieter JD Drenth. (1987): Advances in Organizational Psychology: An International Review. Newbury Park: Sage Publications.
Brehm, S.S., Kassin, S. And Fein, S. (2005): Social Psychology. Boston: Charles Hartford.
Cameron, Kim S., and Robert E. Quinn. (2006): Diagnosing and Changing Organizational Culture Based on the Competing Values Framework. San Francisco: Jossey-Bass.
I believe that I would have to point to prior accomplishments, as well, so this is not an assignment I would take directly after becoming a consultant, but one that I would grow to so I could perform it to the very best of my ability.
I would measure my success by reassessing the job after a specific period of time, such as a year, to see what improvements came in the job satisfaction and production of the department, and if the employee turnover rate fell. Just as in the initial job analysis, I would interview current and former employees to discuss the management issues, and then assess the job and performance to see if those issues had cleared up. I would do a thorough assessment and present my findings to the administration, as well.
My issue falls directly into these organizations psychology topics because management is one of the most…...
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,…...
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
ecruitment is the procedure of seeking out prospects for work and encouraging them to get employment within the organization. ecruitment is the task that connects the companies and the potential candidates. It is a procedure of searching for and drawing in capable candidates for work. The procedure starts when brand-new employees are explored and ends when their applications are given to the company. The outcome is a collection of applications from which brand-new staff members are picked. It is a procedure to find workforce sources to fulfill the current workforce needs and to use efficient measures for drawing new potential recruits in ample numbers to assist the company in making an efficient recruitment choice. ecruitment of prospects is the feature preceding the selection, which assists develop a pool of potential staff members for the organization so that the management can pick the right prospect for the right…...
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References
Borman, W.C., & Motowidlo, S.J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W.C. Borman (Eds.), Personnel selection in organizations (pp. 71 -- 98). San Francisco: Jossey-Bass.
Campbell, J.P. (1990). Modelling the performance prediction problem in industrial and organizational psychology. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 1, pp. 687 -- 732). Palo Alto, CA: Consulting Psychologists Press.
Conway, J.M. (1999). Distinguishing contextual performance from task performance for managerial jobs. Journal of Applied Psychology, 84, 3 -- 13.
Jex, S.M., & Britt, T.W. (2008). Organizational Psychogy: A Scientist-Practioner Approach. Second Edition. Hoboken, NJ: John Wiley and Sons.
Psychology of Work
In accordance to iggio (2013), industrial organizational psychology is purposed to improve the level of self-esteem and performance of human beings, and the organizations they operate in, by progressing the knowledge and understanding of human conduct and behavior. Due to globalization, the workforces within organizations have increasingly become more diverse in the recent decade. In accordance to research studies, diverse teams and groups that are well managed outdo standardized and uniform groups as they have a tendency of being more inventive, creative and effective at resolving problems. Nonetheless, when these teams commonly experience problems with regard to communication, which results in lower performance, personnel from different nationalities, cultures, generations, gender and beliefs are presently forced to work together and operate in tandem within the same organization. As a result, these dissimilarities have come to be a current communication issue within organizations. This is for the reason that individuals…...
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References
Miller, K. (2014). Organizational communication: Approaches and processes. Cengage Learning.
Riggio, Ronald, E. (2013). Introduction to industrial/organizational psychology, 6th edition.
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