Industrial and Organizational Psychology
Individual Psychological Testing in the Workplace
Faced with an ever increasing competitive business environment, many employers are turning to employment testing as a way to improve their workforces. Every organization wants to ensure that they hire the right person. Job applicants may submit an effective resume and perform well during an interview, but they usually highlight only positive attributes. Psychological testing has been identified as one way of ensuring that the business picks an applicant who is a perfect fit for the position and actually can do the work required. Physiological tests have been validated by experts as a very good indicator of an applicant's working style. Testing potential employees can increase the chances that a company chooses the right person for a job, reduce turnover and their by lower training costs.
Specific Psychological Testing used in the Workplace
Personality Tests:
Personality tests are self-report measures of what might be called traits, temperaments, or dispositions. Personality tests such as "Big Five" measure dimensions of extroversion, emotional stability, agreeableness, openness to experience, and conscientiousness. Questions within the test are also designed to test for propensity, aggression or hostility, which are viewed as negative factors in the workplace. Understanding a candidate's innate predispositions and tendencies can be highly valuable in determining appropriate candidates for specific jobs. For example, in a position that requires sales and constant communication with people, finding someone who leaned toward extroversion might be more accommodating for the organization's goals (Spector, 2008). For a forest ranger, the traits of emotional stability and openness to experience may positively affect job performance.
Integrity Test:
Integrity tests are designed to predict proneness for theft and other forms of counterproductive work behavior in job applicants. Integrity test also helps predict conscientiousness and dependability in the workplace -- traits that are pre-requisite for many positions. Integrity tests can be customized to meet the needs of the employer because specific attributes are assessed with designated groups of questions. This means that one company can test for honesty and nonviolence by administering those sets of questions, while another might test for drug avoidance and turnover. Other traits that can be evaluated include safety consciousness, work values, customer service, responsiveness to supervision, and overall employability.
Intelligence Aptitude Tests:
Intelligence aptitude tests are considered excellent predictors that reveal a candidates ability to perform in a given situation. Studies demonstrate they are better indicators than interviewing a candidate or considering a candidate's experience or education. These short multiple choice tests measure a candidate's problem-solving skills, critical thinking skills and reasoning abilities. Many companies administer Harvard University's MiniCog Rapid Assessment Battery (MRAB). This 30-minute test measures a candidate's cognitive aptitude on attention, memory, reasoning and processing information.
Psychological Testing for Pre-employment or Retention:
Although psychological testing is popularly used for pre-employment testing that is during interviews, they may be used during employment as a developmental exercise, or as part of a job performance evaluation (Spector, 2008). Test such as personality test and aptitude test can be used for promotion and advancement along with employee selection. By using these tests an organization can highlight individual employee strengths, weaknesses along with skills and aptitude to change. This can then be used in career development plans made by HR. Through these tests an organization is able to align the goals of the organization to the individual capabilities and skills. For example The Myers-Briggs is a test that reveals basic traits of an individual's personality. Candidates are tested on their rate of introversion and extroversion, whether they are sensing or intuitive among others. This test is often used in the workplace in order to improve team member dynamics. The result of these tests can then be used to specify candidates that would work well in a team project based on matrix team structure. Moreover, employee's manager would now be well aware of employee's...
" (Irvin, 2005) The notion of utilizing servant leadership to enhance team workgroups to perform such as in the case study scenario is a contemporary viewpoint with empirical evidence to show there is effectiveness in implementing this form of leadership within the organizational development framework. Problem solving within the organizational hierarchy is often relegated to job specific activity to which one may or may not actual solve the problem inherently active in
history of science has existed for many decades. This is considering that it is a well-established discipline of scholarly research. The scholarship of science initially concentrated on the physical and the biological sciences. However, it now includes both social and behavioral sciences. Some psychologists and scholarly researchers like George Sarton brought a call for a history of psychology. "Introduction to the History of science" is one of his articles
Organizational Psychology Businesses and organizations represent complex social systems that are susceptible success and failure. The field of Organizational Psychology uses psychological principles to explore the social and organizational behaviors of employees, workplaces, businesses, and companies. Organizational psychologists are concerned with all phases of the work environment, including stigmas in organizations, sexual harassment, the role of personality traits in the hiring process, and workplace culture (SIOP, 2012). Studying the behaviors of
Organizational Psychology An interesting subfield, organizational psychology is that portion of Industrial/Organizational Psychology which concerns itself with understanding social processes within organizations (Jex, 2002). Further, it is an applied psychology in that organizational psychologists use the information regarding social processes within organizations to improve the effectiveness within those organizations (Jex, 2005). Organizational Psychology has evolved from a variety of related disciplines and as a result of various influences (Koppes and Pickren,
Industrial/organizational psychology, or I-O psychology as it is abbreviated, has gone from being a little known branch of psychology to one that is studied and used by many. Although the concept and the idea of I-O psychology began in the early 1900s, it was not until after World War II that it gained prominence and attention from everyone in the psychology world (Aamond 2009). The idea behind the study of
Industrial/organizational Psychology deals with the human component of organizations as well as clarifying primary motivational drives together with implications of people, socially, that work at the same place within a setting of an organization. Its research as well as the way it is being applied tries to put up characteristic human nature to be a way of efficiency and productivity in the process of facilitating environment which is conducive and
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now