6. Psychology Industry Industrial Psychology

7. What is Psychology? “Psychology is the science of behavior and mental Processes”. -the sum or characteristics of the mental states and processes of a person or class of persons, -or of the mental states and processes involved in a field of activity: the psychology of a soldier; the psychology of politics.

8. What is Industry? The aggregate of manufacturing or technically producti ve enterprises in a particular field, often named after its principal product: the automobile industry; the steel industry. Commercial production and sale of goods. A specific branch of manufacture and trade: the textile industry. The sector of an economy made up of manufacturing enterprises

9. Industry 1. (Economics) organized economic activity concerned with manufacture, extraction and processing of raw materials, or construction 2. (Business / Commerce) a branch of commercial enterprise concerned with the output of a specified product or service

10. What is Industrial Psychology? “Industrial psychology is simply the application or extension of psychological facts and principles to the problems concerning human beings operating within the context of business and industry.” -M.L. BLUM -J.C. NAYLOR

11. What is I/O psychology? Textbook definition: “Application of psychological principles and theories to the workplace” In most people: “Study of how people get along at work and are able to perform effectively”

12. Psychology is the science of human behavior I/O psychology is the science of human behavior at work Dual focus (attention) Efficiency/productivity of organizations Health/well-being of employees Dual nature Application of the science of psychology to the workplace Development/discovery of scientific psychological principles at work WHAT IS I/O PSYCHOLOGY?

13. Who are I/O psychologists? Two general groups Practitioners HR and organizational specialists in consulting, private, and public organizations Major activities Job analysis, diagnosis, surveying employees, designing and administering selection & performance appraisal systems, training, developing psychological tests, implementing and evaluating OD & change, data analysis “Other” category Research institutes, think tanks (e.g., RAND)

14. SPECIFIC AREAS OF CONCERN Recruiting and selecting employees for jobs Training employees Assessing performance Defining and analyzing jobs Determining people feel about work Determining why people act as they do at work Effects work has on people Effects people have on one another How organizations are structured and function Designing work Designing tools and equipment Employee Health and Safety

15. The Industrial Psychologist Industrial psychologists work for businesses, helping to improve the working conditions and productivity of employees. They help companies hire, train, and manage employees. They also advise companies on ways of getting consumers interested in products and services.

16. History of I/O Began early 1900’ s World War I first mass testing Between wars psychology helping business: I side Hawthorne studies impact of social aspects: O side Western Electric’s Hawthorne plant, near Chicago World War II: Psychology and the war effort Civil rights movement: Job relevance Technological change (Walter Dill Scott)

17. Leading Historical Figures Hugo Münsterberg: Psychology and Industrial Efficiency Walter Dill Scott: The Theory of Advertising Frederick Winslow Taylor: Scientific Management Robert Yerkes: Army Alpha and Beta tests Lillian Gilbreth: Time and motion; Human factors Bruce V. Moore: First I/O PhD? Roethlisberger & Dickson: Hawthorne Studies

18. Timeline of Major Events Walter Dill Scott:

19. Prospects for I/O Field Rapidly growing New areas/topics Attracting more graduate students More graduate programs More psychologists in the world Job market strong: Academic and applied Area of psychology making an impact on the world Relevant to anyone who works Interdisciplinary connections Business, engineering, health fields, other areas of psychology

20. Aims and Objectives of Industrial Psychology. To improve the situation on the job. To affect high morale and enthusiasm (interest) at work. To restore the mental health of upset and confused individuals. To remove risks to health's or threats to safety. To increase efficiency of people at work. To increase productivity and hence the profits.

21. Scope of Industrial Psychology(by McCollom 1959) Personnel selection: -Selection and assessment of employees and executives. Personnel development: -Performance appraisal, -Attitude measurement, -Management development -Employee counseling Human engineering : -Equipment and product design Productivity study: -Worker’s fatigue (tiredness), lighting Management: -Activities involving administrative skills Other:

22. Major Problems of Industrial Psychology