PSYC 4100 Assessment 2 IO Psychology

PSYC 4100 Assessment 2 IO Psychology:

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Background

The late 19th and early 20th centuries, when industrialization was drastically changing the workplace, are when I/O psychology first emerged. Researchers like Walter Dill Scott and Hugo Munsterberg started implementing psychological concepts in the workplace from the beginning of the 20th century, concentrating on issues like hiring, training, and motivation (APA PsycNet, n.d.). They thought that increasing productivity and efficiency in the workplace could be achieved by implementing scientific approaches. Psychological tests and assessments were developed in response to the necessity of evaluating and selecting individuals for military service during World War I (Prykhodko et al., 2021)

This event made clear how important it is to apply psychological concepts to practical issues, and it helped to establish I/O psychology. I/O psychology developed at an even faster pace during World War II due to the necessity of selecting and training persons for military service(Prykhodko et al., 2021). I/O psychologists were instrumental in creating military personnel training curricula and evaluation tools. I/O psychology grew further after World War II, with scholars concentrating on subjects including organizational culture, leadership, and work happiness. The 1960s saw the rise of the civil rights movement, which brought attention to the need for I/O psychologists to deal with workplace discrimination and diversity issues.

PSYC 4100 Assessment 2 IO Psychology

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History

The study of industrial-organizational psychology, or I/O psychology, is the application of psychological theories and concepts to the workplace. I/O psychologists apply their understanding of psychology and human behavior to enhance workplace well-being, safety, and productivity. Understanding human behavior in the workplace and using psychological concepts to enhance organizational outcomes are the main goals of information and communication psychology .

Industrial and organizational psychologists create and employ assessment instruments, such as personality, aptitude, and job knowledge exams, to assist firms in finding the most qualified applicants for open positions. These psychologists assist companies in creating and executing training plans that enhance workers’ abilities and expertise . I/O psychologists study what drives people to perform well and create plans to boost employee engagement and motivation. They also design and implement performance appraisal systems to assess worker performance and offer feedback to improve it(Prykhodko et al., 2021).

Last but not least, I/O psychologists research the workings of organizations and create plans for enhancing communication and lowering conflict. (D. S. Ones et al., 2007).

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Psychological Theories

Influential concepts, personalities, and psychological theories that have shaped I/O psychology include several. Frederick Winslow Taylor, the creator of scientific management, placed a strong emphasis on applying scientific techniques to increase efficiency and production at work. It had an impact on the creation of job analysis, which divides jobs into their component pieces and ascertains the knowledge and abilities needed for each role . Elton Mayo and his associates created the human relations theory, which highlighted the significance of social elements in the workplace including relationships and communication between managers and staff. As a result, methods for leadership and employee motivation were developed, including the Hawthorne investigations(Olayisade & Awolusi, 2021).

PSYC 4100 Assessment 2 IO Psychology

Organizational Behaviour

Management behavior is the study of how organizations work and what influences how effective they are. It has impacted the creation of organizational development and other methods for bringing about organizational transformation (Burke, 2022). Social behavior and how individuals interact with one another are the main topics of social psychology. It has impacted the creation of strategies for resolving conflicts and fostering teamwork in the workplace .

Needs in Society and Culture

Several socioeconomic and cultural requirements drove the development of I/O psychology. Due to the increasing industrialization that occurred in the late 19th and early 20th centuries, there was a demand for increased productivity and efficiency in the workplace, which is known as the Industrial Revolution. With an emphasis on increasing productivity and cutting expenses, I/O psychology arose to enhance the management and organization of work (Gupta & Saxena, 2022). Psychological exams and assessments were developed in response to the necessity of evaluating and selecting recruits for military service during both World Wars. I/O psychology was developed as a result of this experience, which demonstrated the value of applying psychological concepts to practical issues.

PSYC 4100 Assessment 2 IO Psychology

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The early 20th century saw the emergence of labor unions and worker activism, which led to a demand for better working conditions and worker welfare. I/O psychology was developed to improve motivation, job satisfaction, and workplace communication in order to overcome these problems. The mid-20th century Civil Rights and diversity movements brought attention to the necessity of treating all workers fairly and equally in the workplace. In response, I/O psychology has created training curricula and assessment instruments that are devoid of bias and prejudice.

How Vocational Behaviors Are Informed by History

Important lessons and insights from I/O psychology’s past can be used to professional behavior in the area. Many ethical dilemmas have plagued I/O psychology throughout its history, including the use of psychological testing for discriminating intent. such as maintaining confidentiality, obtaining informed permission, and averting conflicts of interest in an ethical and responsible manner(Arnold et al., 2021).

I/O psychology has developed with a dedication to evidence-based practice, which is the application of empirical knowledge to guide professional judgment. I/O psychologists must stay current on research findings and apply them to inform their work in order for their professional behaviors to reflect this dedication to scientific rigor and evidence-based practice . Numerous academic fields, such as psychology, sociology, and economics, have impacted the development of I/O psychology .

Therefore, it is important for I/O psychologists to adopt a multidisciplinary approach in their professional behavior. This implies that they should be willing to collaborate with experts in other domains and apply their expertise to their work (Arnold et al., 2021). I/O psychology’s past has made clear how crucial it is to advance inclusivity and diversity in the workplace. This dedication to diversity and inclusivity must be reflected in the professional behaviors of I/O psychologists. This means that I/O psychologists should be aware of diversity-related issues, such as cultural differences and biases, and strive to establish inclusive work environments that respect and value each and every employee.

References

APA PsycNet. (n.d.). Psycnet.apa.org. https://psycnet.apa.org/record/2020-29966-006

Arnold, J., Dries, N., & Gabriel, Y. (2021). EJWOP Special Issue: Enhancing the Social Impact of Research in Work and Organizational Psychology – Beyond Academia. European Journal of Work and Organizational Psychology, 1–10. https://doi.org/10.1080/1359432x.2021.1915293

Burke, W. W. (2022). Organization Development. Oxford Research Encyclopedia of Psychology. https://doi.org/10.1093/acrefore/9780190236557.013.734

Gupta, A., & Saxena, N. (2022, March 1). The Role of Psychology in Human Resource Management: A Study of the Changing Needs in Managing Workforce in Organizations. | IUP Journal of Soft Skills | EBSCOhost. Openurl.ebsco.com. https://openurl.ebsco.com/EPDB%3Agcd%3A6%3A12977686/detailv2?sid=ebsco%3Aplink%3Ascholar&id=ebsco%3Agcd%3A157157970&crl=c

Olayisade, A., & Awolusi, O. D. (2021). The Effect of Leadership Styles on Employee’s Productivity in the Nigerian Oil and Gas Industry. Information Management and Business Review, 13(1(I)), 47–64. https://doi.org/10.22610/imbr.v13i1(I).3194

Prykhodko, I., Lyman, A., Matsehora, Y., Yurieva, N., Balabanova, L., Hunbin, K., Radvansky, I., & Morkvin, D. (2021). The Psychological Readiness Model of Military Personnel to Take Risks during a Combat Deployment. BRAIN. BROAD RESEARCH in ARTIFICIAL INTELLIGENCE and NEUROSCIENCE, 12(3), 64–78. https://doi.org/10.18662/brain/12.3/220

PSYC 4100 Assessment 2 IO Psychology

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