Tammy E. Bushman
April 18th, 2013
I/O Psychology Week 1 Individual
Industrial psychology is frequently referred to as personnel psychology and is undeviatingly affiliated to organizational psychology. For the most part industrial psychologists evaluate the variations of distinct workers and individualized jobs. Organizational psychologists typically pursue the notion of how workers perform in an organizational setting as well as the role that the organization plays in society. The first step to having a clear conception of Industrial and Organizational Psychology it is important to understand the evolution of this field. Second one should know why I/O Psychology is considered a science and how descriptive and inferential statistics are used in the research, and finally, knowing the influence that I/O Psychology has on many organizations (Koppes).
In the early 1800’s psychology was heightened and in turn led to the perseverance of research on the human mind. Industrial and Organizational Psychology first began when psychologists attempted to implement theories of psychology to the business organization (Cherry, 2013). It was not until the 20th century that I/O psychology started to expand into a presence of its own. The two psychologists that developed the customary pattern of this field are credited to Walter Dill Scott and Hugo Munsterberg. Both Walter Dill Scott and Hugo Munsterberg were university professors and experimental psychologists who began the process of implementing psychology to the complications or obstacles of an organization. Industrial/organizational psychology started by aiming attention to the quandaries of job performance and efficiency. As the industry grew the I/O psychologists began to expand the process of hiring, specific training for jobs, and satisfaction and motivation toward employment. The development and use of strategies to increase production as well as to unfold issues within the work environment is the duty of an I/O psychologist. The I/O process of psychology has evolved in such an enormous way that many institutions and organizations are increasing the study of I/O psychology to their educational program (Cherry, 2013).
Industrial and Organizational psychology is the analisys of behavior in an organizational and work enviroment with the use of methods, detailed specifics, and foundation of psychology in a group or individual setting. I/O psychologists are multifaceted behavioral scientists that study intensively in human behavior in the work force environment. These particular psychologists identify the impact of determinants such as expanding government significance, the increase of consumer cognizance, experiment and expertise deficiencies, and nature modification in the workforce. I/O psychologists serve as aides, confidants, consultants, and catalysts health, business, labor, industry, and academic, public, and community organizations. In I/O psychology there are a couple of settings that takes place, research and practice. The practice portion of I/O psychology executes the principles of psychology to the workforce setting, business network, and hiring methods of industries and organizations when in fact the research segment creates the psychological principles that are used for I/O psychology. In any setting, I/O psychology applies the scientific method to resolve the essential psychological principles and appropriate practices suitable to organizations. There are four concepts that are imperative to the prediction of the scientific method of I/O psychology. These concepts are the research questions, the research design, the measurement, and the statistics. A study question that is conclusive through the scientific method must be distinct and contain precise analytical declarations in regards to the final results of the research hypothesis (Society For Industrial & Organizational Psychology, Inc., 2013).