Industrial psychology, also known as industrial-organizational psychology, focuses on workplace behavior and interactions. Experts in this field can provide advice on improving worker productivity, resolving conflicts, and increasing employee morale. They study how people work together, how the work environment affects behavior, and workplace issues such as bullying. I/O psychologists can also help with recruiting and training programs, and work with executives to improve leadership techniques. Advanced education and training is required for this field, and job opportunities are available in government, education, human resources, and consulting. The field has a history dating back to World War I, with early tests laying the foundation for contemporary industrial psychology.
Industrial psychology examines behavior that occurs within the workplace. Also called industrial-organizational (I/O) psychology, people working in this field might study the personalities and performance of workers or the interactions between individuals within a business or organization. As consultants, these professionals can provide advice on how to resolve conflicts, increase worker productivity, and improve employee morale, among other things.
The basics
Most aspects of industrial psychology, from study to application, take place within a business environment, from manufacturing plants to global corporations. Researchers can study how people work together, how the work environment influences employee mood and behavior, workplace abuse and bullying, and many other issues. Employers can hire an expert in this field to come into the workplace and advise on areas that need improvement, such as job performance or employee health. Some I/O psychologists specialize in single important issues, such as occupational health psychology.
The psychologist, when employed to advise a company, will draw on their knowledge of psychological areas and theories that are particularly important in the workplace, such as motivation and sociology. He or she can then provide employees with performance tests to find out what they think about their job, other employees, and the company in general. The psychologist may interview people to get a deeper look at any potential problems within the workplace, as well as observe how workers perform in practice. Industrial psychology experts are often employed to solve problems, helping to structure businesses and organizations more efficiently.
Workplace interactions
Industrial psychology often focuses on worker interaction and satisfaction. Employees who work well together and are happy in their jobs can significantly strengthen a business or organization. Numerous studies have demonstrated a positive link between increased employee morale and increased workplace performance. Psychologists try to get an idea of \u200b\u200bthe relationship an employee has both with the job itself and with his manager and colleagues.
Common workplace issues might include disruptive employee behavior, lack of teamwork, or personality clashes between employees. In these cases, the counselor might play the role of mediator and attempt to open lines of communication between the conflicting parties. Workshops that simulate disputes and demonstrate effective ways to resolve these conflicts could also be used. Psychologists or I/O counselors often conduct training sessions dealing with, for example, sexual harassment and cultural sensitivity.
Once these and other problem areas within the organization have been identified, the consultant will usually develop a detailed plan to address them. Besides workshops, for example, feedback and reward systems are a common way to improve worker satisfaction. Employees might receive incentives such as an extended lunch break or public praise from their manager for doing a task well. In some cases, the solutions are as simple as making the supervisor more approachable, showing that the company cares about the ideas and concerns of all employees.
Human resources
I/O experts can help create recruiting and training programs as part of an HR department. Plus, they can help interviewers craft better questions to ask prospective employees. For example, a job interview might be structured so that the questions aim to discover a candidate’s personality and work style rather than focus solely on a summary of her successes.
Employers/management
The benefits aren’t limited to employees. This form of psychology can also help executives and managers adjust their thinking and management style. An I/O consultant might work with an executive to get a clear sense of her personality and how she approaches management through personality tests and other metrics. They can then work together to devise the most effective leadership techniques that take into account both employee needs and ingrained boss traits. Since executives are often the primary decision makers for an organization, a well-rounded leader can often reduce worker stress levels, increase employee satisfaction, and improve the overall health of the company.
Position open
Individuals who want to work in industrial or organizational psychology should have an interest in psychology in general, an analytical mindset, and a steady temper. Advanced education and training is also needed, which an individual can earn through a graduate school program. A student will be exposed to a broad range of industrial psychology theories, testing practices, and experimental approaches. Once the necessary degree requirements, testing and certification have been completed, an individual will often have many job opportunities in areas from government, education, human resources, to consulting.
History
Personality and intelligence measurement tests were developed for soldiers during World War I, and many companies wanted to use these devices for practical purposes. One of the key pioneers of the resulting organizational psychology movement was Walter Dill Scott, who answered the question of worker selection tests with rating scales and group measures that considered intelligence, appearance, demeanor, sincerity, value and other similar factors in determining the aptitude for work. . These early tests created the foundation for contemporary industrial psychology tests.
Some later researchers focused on employee motivation and needed to demonstrate the negative effects of fatigue and monotony on job performance. For example, the Western Electric Company of Illinois conducted a series of evaluations in 1927 that became known as the Hawthorne Studies. They found that the effect of physical influences in the workplace was often not as important as the psychological and social aspects. This and other similar experiments helped give workplace psychology more validation and attention.
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