1. Industrial-Organizational (I-O) Psychology Slides 7 to 16 (Historical Background) are NOT IMPORTANT

2. What is I/O psychology?
The application of psychological principles to the workplace (anywhere people work)
Help people do their jobs
help employers treat employees fairly
help make jobs more interesting and satisfying
help workers be more productive

3. Treat employees fairly
What is I/O psychology?
Treat employees fairly
Treat people from diverse backgrounds fairly
select people for jobs
provide training
reward promotions/raises
address harassment

4. Why Study I-O Psychology?
Work
Large chunk of the day
Largest period of adult life
Often governs
where we live
how we live
people we associate with
The world of work and work behavior

5. Specialization within I-O Psychology
Industrial
selection
training
performance measurement
Organizational
development
motivation
job satisfaction and stress
more ...

6. Scientist/Practitioner Model
Scientific Objective
study and understanding of all aspects of behavior at work
conduct research
publish results
Applied Objective
application of psychological principles and the knowledge gleaned from research
deal with specific problems/issues

7. History - Industrial Psychology
Wilhelm Wundt
1st Psychology Laboratory (1879)
Early 1900’s
Walter Dill Scott
W.L. Bryan
Industrial Psychology
Frederick Taylor
Scientific Management
Frank & Lillian Gilbreth
Efficiency Experts

8. Time-and-Motion Studies
Procedures in which work tasks are broken down into simple component movements and the movements timed to develop a more efficient method for performing the tasks
often doubled, tripled or even quadrupled labor output
revolutionized physical labor jobs in terms of efficiency and productivity

9. History (continued) Hugo Munsterberg Max Weber World War I
1st book on psychology and industrial efficiency 1913
1st work simulation, Pittsburgh trolley drivers
Max Weber
classic book on bureaucracy
World War I
First wide spread use of testing in selection

10. First efforts at mass testing; lead the way for future testing efforts
World War I - testing
Army Alpha
intelligence test for selection and placement of military personnel (recruits)
found over 1/4 of recruits were illiterate
Army Beta
non-verbal intelligence test for non-reading recruits
First efforts at mass testing; lead the way for future testing efforts

11. 1924 Hawthorne Works of Western Electric
A positive change in behavior occurs at the onset of an intervention followed by gradual decline.
Revealed the existence of informal employee work groups and their influence on production
Identified the importance of employee attitudes and the value of an understanding supervisor

12. The Hawthorne Effect
Changes in behavior occur as a function of one’s knowledge that they are being observed and their expectations concerning their role as a research participant

13. Human Relations Movement (Organizational Psychology)
Based on the Hawthorne studies (by Elton Mayo) that emphasizes the importance of social factors (informal processes) in influencing work performance.
Worker morale
Co-worker relations
Social sources of motivation, especially in repetitive low level work

14. World War II (continued work begun in WW I)
Army General Classification Test (AGCT)
classified 12million soldiers
based on ability to learn
selection for officer training
Pilot selection and training
OSS (precursor to CIA)
select spies based on situational tests
intelligence, adaptability and creative thinking

15. Post World War II Specialty areas of I-O became more pronounced
testing
selection
evaluation
Defense industry growth spurred development
engineering psychology
human factors psychology
ergonomics

16. 50’s Ohio State Leadership Studies (Landmark in I-O)
Structure
task oriented leadership
Consideration
people oriented leadership
Human Relations Movement (expanded)
quality of work life
job satisfaction

17. 1960’s through early 1990’s Research and practice of I-O flourished
motivation
goal setting
job attitudes
organizational stress
group processes
organizational power and politics
organizational development

18. 1960’s and 1970’s Civil Rights and Women’s Movements
Prohibits:
Discrimination in employment (hiring, firing, training…)
Segregation
Retaliation for filing Claims
Administered by E.E.O.C.
1978 Uniform Guidelines developed

19. Cross Cultural I/O Psychology Diversity of Workforce
Increasing diversity
Women
Ethnic minorities
Opportunity for
different viewpoints and perspectives
organizational creativity and innovation
understanding and reaching new markets
By 2010 white males will count for less than 40% of the workforce

20. Cross Cultural I/O Psychology Scope of the Work Environment
Globalization of business
100,000+ U.S. company do business overseas
Jobs increasing in complexity
Increased responsiveness to needs of workers

21. Cross Cultural I/O Psychology Other issues
Mergers, acquisitions, and joint ventures
International business environment
“cultural shock”
outsourcing
High technology and telecommunication systems
Internet influences

22. Changing Labor Market Tighter market for skilled workers
recruitment (attract)
selection
retention
retraining
Growing numbers of low-skilled service jobs
how can this work be made more meaningful?

23. Organizational Downsizing
Strategy of reducing an organization’s workforce to improve organizational efficiency, productivity and/or competitiveness
technological advances
robotics
computer-assisted manufacturing
reduction in mid-level management
flatter organizations
teams

24. Current Hot Topics Mergers, Acquisitions and Joint Ventures
Influences of Technology Explosion
Cultural Diversity
Change Management
Work and Family Balance
Competency Modeling
Teams

25. Industrial-Organizational (I-O) Psychology Today
One of the fastest growing areas of psychology

26. Four Main Work Areas of I-O Psychologists
Academia 37%
Consulting 38%
Government 7%
Industry 18%

27. Six Fields (specialization areas)
Selection and Placement
Performance Appraisal
Training and Development
Organizational Development
Occupational Health
Quality of work life
Human Factors Psychology
Ergonomics