IOP MIDTERMS DISCUSSIONS!!

• 1. Personnel Psychology - role of a person at job, the benefits at their job+ performance appraisal
• 1. Organizational Psychology - leadership, styles, skills, involve group dynamics
• 1. Human factors / ergonomics - subset of IOP, that’s why they work with medical department FOR HUMAN SAFETY
• Walter Dill Scott (1903)

  • focused in principles in advertising, understanding the perspective of consumers
  • in marketing too
• Person in IOP

  John Watson - behaviorismmajor in US armyaviation
• Person in IOP

  Henry Gantt - cargo shipGantt Charthelp efficiency in dockyards and shipbuilders
• person in IOP

  Thomas A. Edison

  • knowledge test for job applicants
  • matches modern personnel selection
• person in IOP

  Frank Gilbreth and Lillian Moller Gilbreth - improving productivity n reducing fatigue

  motion study
• Hawthorne Studies - investigate the effect of factors

  • change the factors of employees
  • Behavior change when receiving attention from their managers

  Hawthorne effect
• Job analysis and work analysis - happens to help employees

  • performance appraisal
• • Race
  • Differences in the way the people do their jobs
  • White police: often first aid
  • african american: often involved in raid
• • job competence
  • difference in skills with people with experience
• Gender

  • Difference in how men and women see their jobs
  • Male middle manager always involved in monetary related funds
  • Tho no difference in physical rating
• • Education
  • Police with HS diploma are less involved in court activities
  • Personality of employees
• • Personality
  • Like extroverts more agreeable in tasks
• • Viewpoint
  • Have different perspectives in the job
• • Job Oriented
  • Task analysis, work design, writing job description
• 1. Ranking Method

  • highest to lowest
  • Depends in difficulty
• • Alteration ranking
  • Which job is most and least valuable
• • Paired Comparison
  • Employees are compared to others by pairs
• RECRUITMENT

  Selecting or searching prospective emoloyees

  • employees that will help them attain the goal of their company
• STRUCTURED INTERVIEW

  • having source of questions based on job analysis
  • There os pattern for questions asked
• Panel Interviews - group of people, may panel
• Group interviews - multiple applicants
• Industrial and Organizational (I/O) Psychology • Serves as a bridge between psychology and the workplace, applying psychological principles to enhance both human performance and organizational effectiveness.
• At its core, the purpose of I/O psychology is to ELEVATE dignity and productivity of individuals within organizations by advancing our understanding of human behavior. elevate the
• I/O psychologists As researchers... • they generate valuable insights through scientific inquiry
• I/O psychologists As practitioners... • they apply these findings to real world organizational contexts.
• Industrial Approach • Focuses on identifying job competencies, staffing positions with qualified individuals, and enhancing these competencies through targeted training initiatives.
• Organizational Approach • Centers on creating supportive organizational cultures and structures that foster employee motivation, provide necessary resources, and cultivate a safe and satisfying work environment
• Personnel Psychology a vital part of I/O psychology, involves tasks like job analysis, recruitment, selection, compensation training, and management, performance evaluation. It revolves around grasping the specifics of job roles and aligning them employees' skills and abilities
• Organizational Psychology it explores leadership, job satisfaction, communication, resolution, organizational change, and group dynamics in workplaces. Through surveys and assessments, organizational psychologists employee strengths, weaknesses, and organizational culture
• Human Factors/Ergonomics motivation, conflict uncover perceptions, 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
• The Industrial and Organizational Psychology encompasses a diverse range of domains aimed at improving both individual and organizational outcomes within the workplace. By blending scientific rigor with practical application, I/O psychologists play a vital role in shaping the future of work and organizational success
• Walter Dill Scott American psychologist and academic. • Wrote "The Theory of Advertising" in 1903. • Explored psychological principles in advertising. • Emphasized understanding consumer psychology, motivation, and persuasion. • Contributed development. to modern advertising theory • Laid foundation for psychological principles in marketing. • Influenced advertising and marketing practices for decades
• Hugo Münsterberg (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
• Walter Dill Scott • Authored "Increasing Human Efficiency in Business." • Explored applying psychological principles in business. • Emphasized understanding human motivation, and cognitive processes. behavior, • 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
• World War 1 • During this period, Industrial-Organizational (I/O) psychology made a significant impact, particularly in the context of military recruitment and placement. With the large influx of soldiers requiring assignment to various units within the armed forces, the need arose for systematic testing and placement procedures. I/O psychologists were enlisted to develop and administer tests to assess recruits' mental abilities and aptitudes, ensuring they were placed skills and capabilities
• Army Alpha • was designed for recruits who were literate
• Army Beta Test • was tailored for recruits who were illiterate or had limited literacy skills.