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 safe as per their effect to the employee. All through I/Q psychology's rich history, it has applied statistical analysis and scientific researches in determining application of real-world in the work environment in trying to uphold efficiency in the process of offering an environment which is safe and is conducive to the satisfaction and well being of the employees.
Evolution of Industrial/Organizational Psychology
The genesis of I/Q psychology is from the early history of psychology in late 1800s at the time experimental psychologists wanted to use principles of psychology to organizational problems like individual performance as well as efficiency (Spector, 2008). Credited through foundational work within the field, Walter Dill Scot and Hugo Munsterberg were experimental psychologist and university professors who were influential and had keen interest in the selection of employees together with psychological tests which had been newly introduced. There was development of scientific management by Frederick Winslow Taylor, which focused on managing production workers whereas Lillian Gilbert and Frank got involved in studying the efficiency of performance as a way of developing more efficient method of working. These works came to be foundational in studying people's designing technology.
The World wars had a boost on I/Q psychology as there was development of tests by the psychologists in trying to asses mental ability with the purpose...
" (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
(Work and Organizational Psychology) What the above quotation points out is that the complexity and dynamic nature of the modern interconnected and networked world has resulted in an increasingly complex organizational structure. This has necessitated professional insight into the way the individual interact and relate to one another in the organization - which is basically the function that the organizational psychologist performs. Organizational psychology is therefore concerned with aspects such as
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