1. Industrial Psychology
Dr. Anupsinh H Chhasatia
MD Psychiatry
Owner of Sampurna Mind Care clinic
Consulting psychiatrist at Sunshine global hospital,
Sukan Hospital
On panel with Indian Railways
Visiting faculty at MS University
Assistant professor at PIMSR

3. What is PSYCHOLOGY
Psychology is the scientific study of human and animal behavior with the object of understanding, why living beings behave as they do.

4. What is Industry ?
It is a division in which processing of raw materials and manufacturing and trade goods takes place.

5. What is
organization ?
A social unit of people that is structured and managed to meet a need or to pursue collective goals

6. What is
Industrial
and
Organizational
Psychology

7. It began as a branch of psychology in December 1901,when Dr
It began as a branch of psychology in December 1901,when Dr. Walter Dill Scott in the USA spoke on the possibilities of the application of psychological principles to the field of advertising

8. Industrial psychology is the 3rd or 4th of the most popular branches of psychology in India.

9. It tries to understand the human problems that have arisen as a result of tremendous expansion of industry in the last few decades.

10. People are the essential ingrediants in all organizations.
Industrial psychology has the potentiality to contribute to the productivity of industry & business on one hand & achieving greater effectiveness & fulfillment of working on hand on the other

11. Scope of Industrial Psychology
Psychology is an extremely broad field,encompassing many different approaches to the study of mental process & behavior.

12. The personnel selection,
personnel development,
Human Engineering,
Productivity study,
Management,
Accident prevention & safety measures & Labor relationships
are the scope of the Industrial Psychology

13. Hurdles in the way of Industrial psychology
The omnipresent tendency to resist changes of any part & maintain a status quo has been a great hurdle in the acceptance of industrial psychology by employees & managements all over the world because practice of industrial psychology often demands radical changes in the outlooks & attitudes of both employees & the employers

14. Employers are also averse to change because often they are not sure about the efficacy of the new ideas & are least interested to take risks

15. Basic concept
Industrial psychology is the application of psychological principles & facts to the behavior of the people at work in industry & business.

16. Industrial-organizational psychology is the branch of psychology that applies psychological theories and principles to organizations. Often referred to as I-O psychology, this field focuses on increasing workplace productivity and related issues such as the physical and mental well-being
of employees.
Industrial-organizational psychologists perform a wide variety of tasks, including studying worker attitudes and behavior, evaluating companies, and conducting leadership training.

17. The two sides of I/O
psychology

18. First, there is the industrial side, which involves looking at how to best match individuals to specific job roles.
This segment of I-O psychology is also sometimes referred to as personnel psychology.

19. People who work in this area might assess employee characteristics and then match these individuals to jobs in which they are likely to perform well.
Other functions that fall on the industrial side of I-O psychology include training employees, developing job performance standards, and measuring job performance

20. The organizational side of psychology is more focused on understanding how organizations affect individual behavior.
Organizational structures, social norms, management styles, and role expectations are all factors that can influence how people behave within an organization.
By understanding such factors, I-O psychologists hope to improve individual performance and health while at the same time benefiting the organization
as a whole.

21. Important people in
I/O history

22. Hugo Munsterberg
Hugo Munsterberg was born in Danzig, Germany. Born on June 1, 1863
He was one of the pioneers in applied psychology, extending his research and theories to Industrial/Organizational (I/O), legal, medical, clinical, educational and business settings

23. James Mckeen Cattell
James Mckeen Cattell was born on May 25, 1860, in Easton, Pennsylvania.
First U.S. psychology professor.
Helped establishing psychology as a legitimate science.
 Cattell is credited with helping established psychology's legitimacy as a science. Thanks to his focus on quantitative methods.
He was also the founder and editor of a number of scientific journals including The Psychological Review.

26. Key areas of I/O psychology

27. Employee selection: Training and development :
Professional in this area often determine what type of skills are necessary to perform specific jobs as well as develop and evaluate employee training programs.
Employee selection: 
This area involves developing employee selection assessments, such as screening tests to determine if job applicants are qualified for a particular position.

28. Ergonomics: Performance management:
The field of ergonomics involves designing procedures and equipment designed to maximize performance and minimize injury.
Performance management:
 I-O psychologists who work in this area develop assessments and techniques to determine if employees are doing their jobs well.

29. Organizational development:
Work life: 
This area focuses on improving employee satisfaction and maximizing the productivity of the workforce. I-O psychologists in this area might work to find ways to make jobs more rewarding or design programs that improve the quality of life in the workplace.
Organizational development:
 I-O psychologists who work in this area help improve organizations, often through increasing profits, redesigning products, and improving the organizational structure.

30. The most popular I/O research topics in eight countries

32. List of important events

33. Industrial psychology in India
India has a long tradition in industrial psychological training & research.
A section of applied psychology within the department of psychology in Culcutta University was first established in 1993 & some first papers on industrial psychology were read at the Indian Science Congress held in Bombay in 1934.Nearly 380 papers have been published on the subject between 1950 to 1970.
Industrial psychology seems to be one of the few sub-fields of psychology, managing the terrific tempo of industrial growth in our country in the last 2 or 3 decades.

34. Psychology of Workplace
Positive psychology in the workplace is about shifting attention away from negative aspects such as work violence, stress, burnout, and job insecurity.
Positive psychology can help create a working environment goal of promoting positive affect in its employees.
Employers who understand the link between employee well-being and organizational performance strived to maintain a work environment characterized by openness, fairness, trust, and respect, even when difficult actions were required. 
These employers are positioned for success in the economic recovery and will have a distinct competitive advantage in their ability to attract and retain the very best employees.

35. Psychology of Workplace Conti…
Employee Involvement
  Efforts to increase employee involvement empower workers, involve them in decision-making and give them increased job autonomy. Employee involvement programs can increase job satisfaction, employee morale, and commitment to the organization as well as increase productivity, reduce turnover and absenteeism and enhance the quality of products and services.

36. Psychology of Workplace Conti…
Work-Life Balance
  Programs and policies that facilitate work-life balance generally fall into two categories: flexible work arrangements and resources to help employees manage their non-work demands.  Conflict between work and other life responsibilities can diminish the quality of both work and home life for employees, which in turn can affect organizational outcomes such as productivity, absenteeism and turnover.  Efforts to help employees improve work-life balance can improve morale, increase job satisfaction and strengthen employees’ commitment to the organization.

37. Psychology of Workplace Conti…
Employee Recognition
  Employee recognition efforts reward employees both individually and collectively for their contributions to the organization.  Recognition can take various forms: formal and informal, monetary and non-monetary.  By acknowledging employee efforts and making them feel valued and appreciated, organizations can increase employee satisfaction, morale and self-esteem.  Additionally, the organization itself may benefit from greater employee engagement and productivity, lower turnover and the ability to attract and retain top-quality employees.

38. Psychology of Workplace Conti…
Human resources
Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization.

39. Job Satisfaction
Job satisfaction is how content an individual is with his or her job.
Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. 
Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs.

40. Job Satisfaction

41. Scope of Industrial Psychology
Personnel Selection: Selection of employees, executives. Developing instruments of personnel selection.
Personnel Development: Developing means of appraisal of performance for all, measurement of attitudes, employee counseling for better adjustment with the environment.
Human Engineering: Suggesting changes, innovations in machines/ technology / operations/equipment for greater ease in operation in least possible human energy.
Productivity Study: Activities of lessening worker fatigue, improving work environmental conditions, Light, ventilation, work arrangements etc to maximize efficiency.
Management:Activities involving development of managerial skills.
Accident Prevention and Safety Measures
Labour Relations

42. Work Behavior
The psychology of work behavior is one form of industrial psychology. Attitudes of employees as related to their performance is a main theme.
Variables in employee personalities and abilities are listed and situational and background differences are studied.
The industrial psychologist also studies human mental and physical abilities, administering tests and assessing values and establishing job-related criteria.
Human-error factors also are monitored, as are costs and causes of accidents.

43. Management
Many management skills fall under the umbrella of industrial psychology. Managers must be educated concerning the area of employee supervision.
Motivational tactics are imperative to the success of industry, thus the industrial psychologist also may devise financial or other incentives.
Determination of training needs and abilities to resolve conflict are skills that managers would learn in their study of industrial psychology.

44. Workplace Interactions
Industrial psychology often focuses on worker interaction and satisfaction.
Employees who work together well and are happy in their jobs can significantly strengthen a business or organization.
Common workplace issues might include disruptive employee behavior, lack of teamwork, or personality clashes between employees.

45. Motivation
Motivation is an area of psychology that has gotten a great deal of attention, especially in the recent years. Motivated employees are happy, productive and loyal, and that's what companies want. Motivation at work can be used as a basis for creating practices, procedures and processes to affect employee motivation.

46. Thank you