References: Aamodt, M.G. (2007). Industrial/Organizational Psychology: An Applied Approach (5th ed.). Belmont, CA: Thomson Wadsworth Corporation.…
Industrial and organizational (I/O) psychology has been around for a long time. It has been studied since the beginning of the study of psychology. When I/O psychology was first studied the industrial side of it is what was focused on. The industrial side consisted of the management and human resources side, and the organization side, which consisted of making working conditions better, was not looked at too closely. As time has gone on the more both industry and organization has been looked at the same. The basic definition of I/O psychology is to try to apply the scientific principles of psychology of the workplace. It is said that the aim of I/O psychology is improve the environment for the employees while also improving the efficentness of the employees. There are many things that need to be understood to be able to understand the role of I/O psychology. Some of the major ideas to be understood in I/O psychology would have to be what the role of statistics and research play in the field. Once these are understood a person’s foundation in I/O psychology will be strong.…
Do you think I/O psychologists should focus primarily on employee skill and aptitude for work? Is Munsterberg’s idea applicable to the conditions of modern organizations?…
Organizational and Industrial (I/O) psychology is used to improve different types of organizational functions. When tasks and employee relationships are not working properly within a company production and profit will be compromised. Some of the issues that I/O manages addresses include poor work habits and dysfunctional work relationships. The following will address group and team concepts that could be implemented to improve performance and diversity, leadership theories that can improve the relationship between management and floor workers, the influence and power of the management and how it affects the workplace, and the difference between leadership and management.…
The purpose of this assignment is to examine the fundamental concepts of the field of industrial/organizational psychology. Using the textbook, the University Library, the Internet, and/or other resources, answer the following questions. Your responses to each question will vary but overall should be 700- to 1,050-words in length.…
The purpose of this assignment is to examine the fundamental concepts of the field of industrial/organizational psychology. Using the textbook, the University Library, the Internet, and/or other resources, answers the following questions. Your responses to each question will vary but overall should be 700- to 1,050-words in length.…
To be able to nurture America, the founding fathers strongly believed in isolationism because unique geographical position America was in. In George Washington’s Farewell Address, illustrated the fact that the country isn't compatible with European interests, and warned the country about alliances. Although America was isolationist, they still built up their economy, expanded their borders, and intervened in neighboring wars. In 1867, called Seward’s Folly, the United States purchased Russian land, now known to us as Alaska, marking the new beginning of American imperialism, the colonized colonizing.…
Oreg, Shaul; Berson, Yair. Personnel Psychology. Autumn2011, Vol. 64 Issue 3, p627-659. 33p. 1 Diagram, 2 Charts, 1 Graph. DOI: 10.1111/j.1744-6570.2011.01221.x. , Database: Business Source Elite…
Society for Industrial Organizational Psychologists. (2011). A brief history of the Society for Industrial and Organizational Psychology, Inc. – a division of the APA. Retrieved from http://www.siop.org/History/historynew.aspx…
The purpose of this assignment is to examine the fundamental concepts of the field of industrial/organizational psychology. Using the textbook, the University Library, the Internet, and/or other resources, answers the following questions. Your responses to each question will vary but overall should be 700- to 1,050-words in length.…
Industrial Organization is the application or extension of psychological facts and principles to problems concerning human beings operating within the context of business and industry. One of the most important tasks Industrial Organization psychologists perform is developing assessment methods for selection, placement, and promotion of employees. In order to do this, these psychologists study jobs and determine to what degree tests can predict performance in these specific jobs. My group decided to look more into the topic of selection and placement and narrow that down to unfairness in selection and placement. Muchinsky asks, “What does it mean to be ‘fair’?” and continues by saying, “Most certainly there are many ways to consider fairness” (Muchinsky 324). Yet in this specific situation we demonstrate in our screenplay, it was obvious that the exact opposite of fairness was depicted.…
Campbell, W. J. (2002). Consideration of Consulting Psychology/Organizational Educational Principles as they relate to the practice of industrial-organizational psychology and the Society for Industrial and Organizational Psychology 's Education and Training Guidelines. Consulting Psychology Journal: Practice and Research, 54(4), 261-274. doi:10.1037/1061-4087.54.4.261…
Spector, P. E. (2012). Industrial and organizational psychology: Research and practice (6th Ed.). Hoboken, NJ: Wiley.…
In addition to my work experience, the courses I took towards my major also influenced me to pursue a master's degree in Industrial Organizational Psychology. Industrial Organizational Psychology was an elective I took as an undergraduate to fulfil a requirement towards my major, which opened up a new range of study in psychology. I was intrigued by the field’s focus on how scientific studies are applied to individuals, businesses and society at large. Which subsequently gave my college career a strong sense of…
1. The theory of motivation that I feel best explains Simpson's recent behavior is the Goal setting theory. While his case has characteristics of other theories as well, this seems to be the theory that best explains it. This theory focuses on the idea that conscious ideas regulate a person's actions. People direct their behavior in such a way as to attain what they deem as acceptable goals. For Harry, this was the role of supervisor. He shows that he has conscious ideas of this because he knows he's been directing his actions toward these goals and states that he has been "working toward the goal of supervisor all along" to motivate himself at work and encourage him to do a superior job. However, when he came to the realization that he wouldn't achieve his goal, he lost the extra incentive to be an outstanding worker and started to slack in performance. The other theory that fits well with this is the Equity theory, but it focuses less on the goal, which seemed to be the motivating factor. However it focuses more on the relative decrease in effort as a result of Coleman's promotion, which created a sense of inequity by Simpson. Therefore these both are a good model for describing the motivation and behavior of Simpson 2. Following Coleman's promotion, the equity theory would have predicted that Simpson would have decreased his effort. According to the equity theory a person forms a ratio of inputs to outputs, or efforts to rewards, and compares it with others. In this case, Simpson compared his efforts and rewards to that of Coleman. Before the promotion Simpson appeared to have a sense that the proportion between the two were equal, but after the promotion, Harry felt that Coleman was receiving more benefits his efforts than Simpson was. This created a sense of inequity in Simpson and the equity theory states that an individual will try to find a way to correct this. Since the effort was the only thing directly under the control of Simpson, he decreased his…