Are you fit to be an Industrial or Organizational Psychologist? Most would say yes in a heartbeat Industrial psychologists associate themselves with people in the workplace. Industrial psychology is often called personnel psychology, which is directly related to the field also known as organizational psychology.
Usually industrial psychologists evaluate the differences between individual workers and also individual jobs. Organizational psychologists normally seek the understanding of how workers function in an organization and also the role of the organization in society.
What is Organizational/ Industrial Psychology Organizational/ Industrial Psychology is the study of activities in work environment. Industrial and Organizational psychology is vital in the workplace for encouraging productive attitudes and behaviors and for selecting and promoting candidates in the most effective method. It has been perceived that several corporations are bringing in I/O psychologists to come and facilitate certain aspects of their business.
It appears that in this present day and time stipulations for equal employment, equal pay and an enjoyable yet productive environment (Passer, Smith, 2005). Considering these thoughts, the request for I/O psychologists is increasing very rapidly. With this rising field, it is imperative that individuals have a general understanding of how I/O psychology came about, how to develop into an I/O psychologist and what the expectations of I/O psychologists are.
There are some distinctions between Industrial and Organizational Psychologists that are not always clear, however, they are both jointly related to the same field(s). With a degree in psychology, one could work in consulting firms, government agencies, colleges and also universities. Both I/O assist in determining appropriate pay ranges, based on the skill level, any dangers the job may require, and the education required for the job. Surprisingly enough, both Industrial and Organizational psychologist assist in researching the cause and also ways to reduce on- the- job accidents (World Book Encyclopedia, 1996). The Evolution of Organizational/ Industrial Psychology
I/O psychology is a fairly new field in the world of psychology. Industrial Psychology didn’t become fully functional until the late 1920's. Prior to the late 1920's, several individuals had started to improve the workplace. Differential psychology, which became known during WW I, was the root of improving the workplace. It paid close attention in on how people are different but was not very successful in helping with ones job.
The second idea was experimental psychology. This branch attempted to treat everyone as the same and tried to define laws in how people are similar. It also failed. . The third idea was scientific management (Newman, B. M. (2006). This was the idea that there is only "one best way" to perform a job. It was based on the fact that money is an incentive and left out the idea of job satisfaction. The last factor that helped I/O psychology become famous was the human relations movement. This particular movement wanted to keep people happy through motivation along with job satisfaction (Passer, Smith 2005).
It also led to the Hawthorne Studies, which was the true start of I/O psychology. Elton Mayo at the Western Electric Company started the Hawthorne Studies from about 1927-1932. Several things that came about during this study was that a work environment must be seen as a social organization not just a productive organization, this would include making decisions to reduce or oppose change, and letting employees voice their opinions. Employees work behavior is determined by a complex set of factors.
The Role and Statistics of Industrial/Organizational Psychology Studies and Statistical numbers are at the helm of I/O psychology in the scientist point of view. Using evidence observations falls into the category of using techniques to analytically collect information, and evaluating them in a significant way. Involvement with job performance, leadership, employee anxiety, and selection techniques are some just to name a few that are based on the reliability and validity of measurements as constructs. Are you fit to be an Industrial or Organizational Psychologist?
Most would say yes in a heartbeat. Industrial psychologists associate themselves with people in the workplace. Industrial psychology is often called personnel psychology, which is directly related to the field also known as organizational psychology. Usually industrial psychologists evaluate the differences between individual workers and also individual jobs. Organizational psychologists normally seek the understanding of how workers function in an organization and also the role of the organization in society.
References Newman, B. M. (2006). Development Through Life: A Psychological Approach. Organizational Psychology. Chapter 4 Pages 78-85. Passer, Michael, W., Smith, Ronald, E. Psychology: The Science of Mind and Behvior, 2nd edition. Psychology in the Workplace. Rathus, Spencer, A., Psychology in the Millennium. Industrial and Organizational Psychology. Chapter 2, page 66-72. World Book Encyclopedia, Volume-I , Industrial/Organizational Psychology. (1996).