Industrial_Organizational_Psychology_Worksheet

University of Phoenix Material Industrial/Organizational Psychology Worksheet Describe the evolution of the field of industrial/organizational psychology. I/O psychology came about during the beginning of the discipline of psychology in the later era of the 1800s. Walter Dill Scott and Hugo Munsterberg were recognized for the initial work in industrial and organizational psychology. Hugo and Scott were prominent instructors and experimental psychologists who had a profound concern in worker choice and the recently announced psychological tests. Frederick W. Taylor established the “scientific management” that focused toward the supervision of assembly labors. Lillian Gilbreth, who was a psychologists, and Frank Gilbreth, who was an engineer jointed their knowledge of each of their fields into one diverse theory of human factors, which focused on how effective performances progress additional effective working strategies (Spector, 2008). Both World Wars heightened industrial and organizational psychology as psychologists industrialized examinations intended to measure mental aptitude for further suitable personnel assignment. The Army first used this and became "the first large-scale application of psychological testing to place individuals in jobs" (Kanfer, 2005). WW II persistently inspired industrial and organizational psychology in armed forces submissions, and encompassed the innovative facet of preserving the spirits of personnel in the military. Once the battle was over industrial and organizational psychologists were asked to research the growth complications, especially connected to production and inspiration (Kanfer, 2005). Explain why industrial/organizational psychology should be considered a science. Include an explanation of how descriptive and inferential statistics are used in I/O research. I/O psychology is defined as, “an applied field that is concerned with the development and application of scientific principles to the workplace” (Spector, 2008). On a practical level, the aim of I/O psychology is to, “…improve the quality of the environment for employees as well as to increase the effectiveness and efficiency of employee behavior in that environment” (Barnes-Holmes et. al., 2006). Industrial occupational psychology is the study of psychological issues such as cognition, behavior, motivation, and emotion as it is applied to the problems of people in organizations. Industrial psychology is the older branch of the field and is concerned with the management perspective of organizational efficiency through the appropriate use of human resources, or people. Organizational psychology is accepting behavior and improving the health of employees in their place of employment. However, some topics in the field cannot be classified as either industrial or occupational so when put together they can explain the broad nature of the field (Spector, 2008).  There are two core settings that industrial and organizational psychology takes place: research and practice (Spector, 2008). Both settings greatly overlap in the real-world, everyday work of industrial and organizational psychologists. The practice division of industrial and organizational psychology applies psychological principles to the work environment, business structure, and hiring practices of industries and organizations; whereas, the research division develops the aforementioned psychological principles to be used in the practice of I/O psychology. No matter the setting, I/O psychology employs the scientific method to define the principal psychological philosophies and pertinent practices related to businesses and organizations. Conversely, inferential statistics allows industrial and organizational psychologists to superimpose measurements of small groups that have been studied onto generalized populations. Discuss the influence industrial/organization psychology has had on organizations. Provide examples. Industrial and organizational psychology performs in a wide-array of backgrounds to include institution of higher education that employ in the region of 40% of industrial and organizational psychologists. Practicing industrial and organizational psychologists assess any facet of the work surroundings and apply "organizational change, such as a new reward system for employees who perform well" (Spector, 2008, p. 8). Industrial and organizational psychologists strive to create further operational setting inside organizations. They create new operational jobs, improve and apply added suitable worker collection, and generate teaching packages that enable worker effectiveness. Finally, the mission of an industrial and organizational psychologist is to produce a harmless, effective, organized organization however conserving and supporting the welfare of the worker. In conclusion the large part the destructiveness of both World Wars brought industrial and organizational out of the purely theoretical into the realm of the pragmatic and applicability. Industrial and organizational psychologists employ the scientific method that is built upon the precepts of the research question, research design, and statistics to end of elucidating causality, correlation, or description. The future of industrial and organizational psychology will be concerned with both the practice and science of industrial efficiency and organizational human relations to address workplace problems and issues. Reference: Barnes-Holmes, D., Barnes-Holmes, Y., Bond, F.W., Hayes, S.C., Stewart, I. (2006). Relational frame theory and industrial/organizational psychology. Journal of Organizational Kanfer, R. (2005). Self-regulation research in work and I/O psychology. Applied Psychology: An International Review, 54(2), 186-191. Retrieved October 22, 2012, from Human Resources Abstracts database. Spector, P. (2008). Industrial and organizational psychology: Research and practice, 5e. New York, NY: John Wiley & Sons, Inc.