Industrial Psychology
In principle, the primary purpose of employee selection is to identify, attract, and retain employees who are most likely to be successful in their positions (Author, year p 147). That process begins with determining the specific characteristics, attributes, and capabilities necessary for success in the organization in general and in the capacity of the position of each employee in particular. Many organizations rely on objective job analyses and on related formulations such as knowledge, skills, and abilities (KSAs) for that purpose (Author, year p 149). For example, where the position of manager requires budgetary oversight, the skills of calculating budgets and understanding budget issues would be important elements of the list of KSAs for that particular position (Author, year p 149). Another tool typically used by organizations to increase the likelihood that new employees will be successful and that they will not respond negatively to the stresses posed by challenges that may arise in the workplace involves the use of the realistic job preview (RJP); because they mitigate the potential for discouragement by preparing employees for those challenges realistically (Author, year p 157). That mechanism is particularly useful in connection with workplace stress because employees exposed to various types of potential problems tend to experience less stress than employees encountering the same circumstances at work if they have not been previously exposed to them (Author, year p 157).
With respect to specific types of training, there are many different types and some of them are better suited to some employees than to others (Author, year p 176; 181). The range of employee training methods includes audiovisual instruction, auto-instruction, conferencing, lecture, modeling, on-the-job training, role playing, and simulation (Author, year p 182). Ideally, the best results are obtainable where the employee training program is designed to correspond to the actual realities of the vocational environment and the different learning styles of individual employees (Author, year p 176).
Reference
Last name, initial. (year). Title in italics here. Publisher: Publisher location.
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
With this approach, consultation psychology focuses on the issues of the group as a whole and therefore typically uses group discussions, interviews and observations as opposed to singling out specific individuals. The result is that, by using consultation psychology in the field of industrial and organizational psychology, the focus is on the group and the roles the individuals who make up the group play. With this focus, industrial and
Introduction Psychoanalysis, behaviorism, and humanistic, transpersonal, and existential (HTE) psychology are the three primary movements in the study of the human experience. Each of these movements uses different research methodologies and epistemologies, and each focuses on different aspects of the human experience. Moreover, each of these movements presents unique therapeutic interventions and goals in the field of psychology. With each having contributed tremendously to the social sciences, psychoanalysis, behaviorism, and humanistic
organizational/industrial psychology. The author endeavored to find such an article and found one by Guest and Zijstra. The article pertains to the academic perceptions of research evidence that exist when it comes to work and organizational psychology. The study was executed in 2012 by the aforementioned authors. The facets of the study that will be covered include the purpose of the experiment, the methods that were used, the statistical
Psychology Treatment For most of U.S. history up to the time of the Community Mental Health Act of 1963, the mentally ill were generally warehoused in state and local mental institutions on a long-term basis. Most had been involuntarily committed by orders from courts or physicians, and the discharge rate was very low. Before the 1950s and 1960s, there were few effective treatments for mental illnesses like depression, anxiety disorders and
History of Psychology Applied to Employee Selection" appears in Historical Perspectives in Industrial and Organizational Psychology. Although it is a chapter in the book, it provides detailed information and can be used as a stand-alone text in an analysis of the subject. Vinchur (2007) divides the subject into chronological time periods, which is unusual for most essays in the field of organizational psychology. The first section is on the
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