IOP

• Serves as a bridge between psychology and the workplace, applying psychological principles to enhance both human performance and organizational effectiveness

  Industrial and Organizational (I/O) Psychology
• At its core, the purpose of I/O psychology and the workplace is to elevate the dignity and productivity of individuals within organizations by advancing our understanding of human behavior.
• they generate valuable insights through scientific inquiry

  As researchers
• they apply these findings to real-world organizational contexts

  As practitioners
• Industrial Approach - focuses on identifying job competencies, staffing positions with qualified individuals, and enhancing these competencies through targeted training initiatives.
• centers on creating supportive organizational cultures and structures that foster employee motivation, provide necessary resources, and cultivate a safe and satisfying work environment.

  Organizational Approach
• a vital part of I/O psychology, involves tasks like job analysis, recruitment, selection, compensation management, training, and performance evaluation. It revolves around grasping the specifics of job roles and aligning them with employees' skills and abilities.

  Personnel Psychology
• it explores leadership, job satisfaction, motivation communication, conflict resolution, organizational change, and group dynamics in workplaces. Through surveys and assessments, organizational psychologists uncover employee perceptions, strengths weaknesses, and organizational culture.

  Organizational Psychology
• specialists focus on improving workplace design, human-machine interactions, ergonomic factors, and reducing physical fatigue and stress. They work closely with engineers and technical experts to develop safer more efficient work environments that promote better performance and well-being.

  Human Factors/Ergonomics
• Walter Dill Scott (1903)

  • American Psychologist and academic
  • Wrote "The Theory of Advertising" in 1903
  • Explored psychological principles in advertising
  • Emphasized understanding consumer psychology, motivation, and persuasion.
  • Contributed to modern advertising theory development.
  • Laid foundation for psychological principles in marketing
  • Influenced advertising and marketing practices for decades.
• Hugo Munsterberg (1910)

  • German-American psychologist
  • Published "Psychology and Industrial Efficiency" in 1913.
  • Explored applying psychological principles in industrial settings.
  • Emphasized understanding human behavior and motivation at work.
  • Advocated for scientific methods to optimize worker performance
  • Has a profound impact on industrial psychology.
  • Shaped theories and practices for worker well-being and organization productivity.
• Walter Dill Scott (1911)

  • Authored "Increasing Human Efficiency in Business"
  • Explored applying psychological principles in business
  • Emphasized understanding human behavior, motivation, and cognitive processes.
  • Proposed practical strategies like employee training and motivation techniques.
  • Contributed to modern organizational psychology and management practices.
  • Shaped how businesses approach workforce management and productivity.

  
• Hugo Munsterberg (1910)

  • German-American psychologist
  • Published "Psychology and Industrial Efficiency" in 1913
  • Explored applying psychological principles in industrial settings.
  • Emphasized understanding human behavior and motivation at work
  • Advocated for scientific methods to optimize worker performance
  • Had a profound impact on industrial psychology.
  • Shaped theories and practices for worker well-being and organizational productivity.

  
• World War 1

  • two prominent tests developed during this period
• Army Alpha and Army Beta tests of mental ability 


  these tests assessed various cognitive abilities such as verbal comprehension, numerical reasoning, and spatial awareness.
• Army Alpha 


  was designed for recruits who were literate
• Army Beta 


  was tailored for recruits who were illiterate or has limited literacy skills
• John Watson (Behaviorism)

  • He is a pioneer in behaviorism, served as a major in the U.S. Army during WW1. During this time, he applied his expertise in psychology to develop perceptual and motor tests for assessing potential pilots
  • His work emphasized the importance of observable behavior and the influence of environmental factors on human actions. This perspective informed his approach to designing tests that could effectively measure pilots' perceptual abilities, motor skills, and decision-making under pressure.

  
• John Watson

  • his tests aimed to identify individuals with the necessary cognitive and physical attributes to become successful pilots
  • these assessments helped military authorities select candidates who demonstrated the aptitude and skills required for aviation duties, contributing to the effectiveness of the U.S. Army Air Service during WW1.
• Henry Gantt (Gantt Chart)

  • An American mechanical engineer and management consultant
  • Made significant contributions to increasing the efficiency of cargo ship operations during his career.
  • One of his notable achievements was the development and implementation of the Gantt Chart.

  
• Gantt Chart 


  a visual scheduling tool used to track and manage project tasks over time
• Henry Gantt introduced 3 principles:

  • task scheduling
  • progress tracking
  • resource management
• Thomas A. Edison (1920)

  • Although not an Industrial-Organizational psychologist by profession, he recognized the critical importance of selecting the right employees for his endeavors.
  • In 1920, Edison devised a rigorous 150-item knowledge test, which he administered to over 900 job applicants.
  • The test's difficulty was intentionally set high, with a passing score so stringent that only approximately 5% of the applicants managed to pass.

  
• employee selection (Thomas Edison)


  demonstrates to ensure that only the most competent and qualified individuals were hired for positions within his organization. He aimed to identify candidates with requisite skills, knowledge, and abilities necessary to contribute effectively to his projects and inventions.
• Frank Gilbreth and Lillian Moller Gilbreth

  • Were pioneering figures in the early years of I/O psychology.
  • known for their groundbreaking work in improving productivity and reducing fatigue in the workplace
  • They are often regarded as the founders of motion study, which involved analyzing and optimizing the movements and processes used by workers to perform tasks.

  
• The Gilbreths 


  conducted extensive research to identify inefficiencies and unnecessary motions in work routines, with the goal of streamlining processes to increase efficiency and reduce fatigue
• time and motion studies (the Gilbreths)

  • they meticulously analyzed and documented the sequence of motions involved in performing various tasks
  • by studying these motions, the Gilbreths identified opportunities for simplification, standardization, and optimization, leading to significant improvements in productivity and worker well-being
• Hawthorne Studies (1930s)

  • It shed new light on workplace dynamics, sparking a shift in psychologists' focus towards the quality of the work environment and employee attitudes.
  • Conducted at the Hawthorne plant of the Western Electric Company in Chicago, these studies revealed the complexity of employee behavior, highlighting the significant impact of interpersonal interactions between managers and employees.
• Hawthorne Studies

  • aimed to investigate the effects of factors such as lighting levels, work schedules, wages, temperature, and rest breaks on employee performance.
  • They found out that changing work conditions did not consistently affect productivity as expected. Sometimes, productivity increased even when conditions worsened and conversely, it decreased when conditions improved.
• Hawthorne effect

  • researchers discovered that employees' behavior changed in response to being observed and receiving attention from their managers.
  • It revealed that the mere act of being studied and acknowledge has a positive influence on productivity.
  • This realization highlighted the importance of considering social and psychological factors in understanding workplace behavior and optimizing productivity.