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(2014-55553)
CHAPTER ONE I INTRODUCTION: DEFINITION AND HISTORY
Psychology-scientific study of behavior and mental processes
Uses systematic scientific methods to understand more about the hows and whys of behavior and human
thought processes
Many specialty areas each of which focuses on a different aspect of behavior(developmental, cognitive, social)
Industrial/Organizational Psychology-specialty area that studies human behavior in works settings and the application of
psychology principles to change work behavior
Large undertaking/complicated due to:
- Jobs are complicated
- Work organizations are large and complex
- Workers are physically distant from one another
Some “fields” to focus in:
- Basic personnel functions
- Psychological processes underlying work behavior
- Group processes in the workplace
- Broader picture
Two objectives:
- To conduct research in an effort to increase our knowledge and understanding of human work behavior
- To apply that knowledge to improve the work behavior, the work environment and the psychological
condition of workers
“scientist-practioner model”
- Scientific objective: study and understand all aspects of behavior at work
- Scientists: conduct research and publish the results of these efforts
Multidisciplinary, cooperative venture
- Includes management, sociology, political science, organizational communication, economics and others
- Have to be aware of recent developments in other fields
THE BEGINNINGS
Hugo Munsterberg-experimental psychologist who studied the design of work and personnel selection for jobs
Walter Dill Scott-studied salesperson and psychology of advertising
Frederick W. Taylor-believed that scientific principles could be applied to the study of work behavior to increase
worker efficiency and productivity
- “one best method” for performing a particular job
- Breaking job down scientifically into measurable component movement and recording the time needed
to perform each movement -> can develop the fastest, most efficient way of performing any task
- Time and motion studies- procedures in which work tasks are broken down into simple component
movements and the movements times to develop a more efficient method for performing the tasks
- Scientific Management-applying scientific principles to increase work efficiency and productivity
- Also incorporated selection of workers based on abilities and use of proper tools
Frank and Lillian Gilbreth-implemented the principles of scientific management and revolutionized several
physical labor jobs by making the accepted work procedures more efficient and productive
Limited and quite narrow view- jobs are much more complex, fewer people are engaged in physical labor
Segismundo, Isabelle D.(2014-55553)
Scientific management and I/O Psychology are not directly connected
- Scientific Management is used to improve the efficiency of jobs
- I/O Psychology looks beyond efficiency to examine the work procedures and condition on the working
person
1930s-less opportunity for industrial psychologists to work with industries and businesses
Hawthorne Experiment(Elton Mayo)
- Explored the effects of lighting on worker productivity
- Productivity increases no matter what level the lighting was set at(steady increase in workers’ output
following any change in lighting
- Timing and length of breaks were also studies( same result which was a change in breaks, whether
shorter or longer, more or fewer resulted to a steady increase in worker output)
- Conclusion: workers were affected by knowledge of them being observed
- Hawthorne Effect-changes in behavior occurring as a function of participants’ knowledge that they are
being observed and their expectations concerning their role as research participants
o Could be positive or negative
Developed the human relations movement- recognized the importance of social factors and “worker morale” in
influencing work productivity
- A harmonious work environment with good interpersonal relationships among coworkers should be a
positive work environment
- Workers in jobs that do not give the satisfaction will turn to the social environment of the work setting
for motivation
World War II
- Tremendous need for state if the art machinery and the increasing complexity of the machinery was an
impetus for human factors psychology, and training soldiers to operate the equipment
- Called on to improve selection and placemen of military personnel
Army General Classification Test –aimed to separate recruits into categories based on their abilities to learn
military duties and responsibilities
Screening tests to select candidates for officer training
Developed intensive assessment strategies for selecting candidates for dangerous espionage missions
“To enhance human well-being and performance in organizational and work settings by promoting the science, practice
and teaching of I/O Psychology”