ADVANCED INDUSTRIAL

PSYCHOLOGY
 PSYCHOLOGY
It is the study of man with the aid of scientific
methodology. It uses the experimental method-
Observation under controlled conditions- to
gather data. It also uses other methods of data
collection such as case history method,
longitudinal study of development as it takes
place.
In psychological study perceptions, emotions,
cognition, personality, behaviour, interpersonal
relations etc are studied.
It helps in the treatment of mental health
problems as well as introducing improvements in
the existing state of mind/system.
INDUSTRIAL PSYCHOLOGY
The branch of applied psychology
that is concerned with efficient
management of an industrial labor
force and especially with problems
encountered by workers in a
mechanized environment.
 ADVANCED INDUSTRIAL
PSYCHOLOGY
There is growing concern among all those who
are concerned with business & industry that the
human beings occupy a central place in all sorts
of industrial activities & any attempt to run them
efficiently, smoothly, without any strife or tension
is bound to fail if due consideration is not given to
the psychology of these workers.
Its study is gaining popularity because it tries to
understand the human problems that have arisen
as a result of tremendous expansion of industry
in the present era of liberalization, privatization &
globalization.
METHODS:
– Experimentation
– Observation methods
– Surveys
– Field studies
– Developmental methods
– Case studies
Industrial psychology can be termed as
applied psychology as it is mainly
concerned with the application of the facts
and principles of psychology to the
behaviour of man working in the industry.
 NATURE OF ADVANCED
INDUSTRIAL PSYCHOLOGY
It is developing into a universal phenomenon
It involves human beings/workers working in the
industries
It involves the use of advanced psychological techniques
for solving the problems of the industry
It involves the study of the values, beliefs, attitudes,
likes, dislikes of the workers
It requires specialized knowledge as a psychologist
It aims at having deep understanding of man and his
behaviour
It is a very complex field of study
It involves applied psychology
 SCOPE OF ADVANCED
INDUSTRIAL PSYCHOLOGY
It involves various sub fields like personnel psychology,
managerial psychology, consumer psychology,
engineering psychology, organizational psychology etc
Personnel selection: developing the instruments,
techniques of personnel selection
Personnel development: developing methods for
performance appraisal, attitude measurement, employee
counseling etc
Human engineering: suggesting changes in designs of
the machines for achieving ease of operation
Productivity study: activities concerned with reducing
fatigue, improving environmental conditions(proper light,
ventilation etc)
Management: development of managerial skills
Accident prevention and safety measures
Labour relations
OBJECTIVES OF ADVANCED
INDUSTRIAL PSYCHOLOGY
To know the important aspects of industrial-
organizational functioning.

To study the industrial-organizational process.

To understand the relationship between

industrial-organizational psychology and human
resource management.

To understand the relationship between

industrial-organizational psychology to
organizational science.
To understand the relationship between
industrial-organizational psychology and human
cognitive processes.

To understand the role of industrial-

organizational psychology in developing
leadership and management training and
education programs.

To understand the role of industrial-

organizational psychology in developing
employee training and education programs.
To understand the role of industrial-
organizational psychology in
conducting various types of
evaluations in the work place.

To understand the role of industrial-

organizational psychology in
promoting safety in the workplace.
Increasing production
Promoting harmonious relationship
among workers
Creating better understanding
between labour and management
 MAJOR PROBLEMS OF
ADVANCED INDUSTRIAL
PSYCHOLOGY
Defining the role of the psychologist:
should he be termed as the consultant or
the staff psychologist.
Communication: the language of the
psychologist should match the language
understood by the workers.
Resistance to change: Employees and
the employers are often resistant to
change their attitudes.
Understanding the complex nature of
human beings
Checking personal bias on the part of
the psychologist
INDIVIDUAL DIFFERENCES AND
THEIR EVALUATION
Individual differences is a cornerstone subject area in
modern psychology.

Plato stated more than 2000 years ago: “No two persons
are born exactly alike; but each differs from the other in
natural endowments, one being suited for one occupation
and the other for another.”

Individual difference psychology examines how people are

similar and how they differ in their thinking, feeling and
behaviour. No two people are alike, yet no two people are
unlike. So, in the study of individual differences we strive
to understand ways in which people are psychologically
similar and particularly what psychological characteristics
vary between people.
 In the Western psychology approach to
individual differences, it is generally
assumed that:
 People vary on a range of psychological
attributes
 It is possible to measure and study these
individual differences
 individual differences are useful for
explaining and predicting behaviour and
performance
 We can classify people psychologically, according
to their intelligence and personality
characteristics, for example, with moderate
success, however people are complex and much
is still left unexplained.
Human beings have been aware of individual
differences throughout history, e.g.
 Gender differences -hunters=men,
gatherers=women
 Intelligence differences - caste, class, education,
etc.
 Personality differences - job specialisations
Individual differences research typically includes
Personality
Motivation
Intelligence
Mental Ability
IQ
interests
Values
self-concept
self-esteem
 TYPES OF INDIVIDUAL
DIFFERENCES
CYCLOTHYMIA: SCHIZOTHYMIA:
emotionally reserved, close-
expressive, frank mouthed
GENERAL MENTAL MENTAL DEFECT
CAPACITY:
intelligent, smart,
assertive
EMOTIONALLY NEUROTIC
STABLE: realistic EMOTIONALITY:
about life immature
DOMINANCE: SUBMISSIVENESS:
confident, aggressive unsure, submissive

SURGENCY: cheerful, DESURGENCY:

joyous depressed,pessimistic

POSITIVE DEPENDENT
CHARACTER: CHARACTER:
attentive to people neglectful of social
chores
ADVENTUROUS WITHDRAWN
CYLOTHYMIA: likes SCHIZOTHYMIA:shy
meeting people
SENSITIVE: MATURE: self
dependent, immature sufficient, tough
SOCIALIZED, BOORISHNESS:
CULTURED MIND: awkward, crude,
polished, composed clumsy
TRUSTFUL PARANCIS:
CYCLOTHYMIA: suspicious, jealous
trustful,
understanding
SOPHISTICATION: SIMPLICITY:
logical mind, cool sentimental mind,
attentive to people
 EVALUATION OF INDIVIDUAL
DIFFERENCES
NEED FOR EVALUATION:

 Determining the worth of employees

 Salary structure
 Promotion
 Transfer
 Need for training & development
 Determining the appropriate methods of training
& development
 Employees get chance to improve their
performance
Evaluation system should be made
objective, sound & scientific
For proper evaluation a set criterion or
evaluation standard needs to be set
Criterion- number of items produced,
number of units sold
For higher level & managerial jobs criteria
setting is difficult
For effective evaluation multifactor or
multiple criterion is used.
 EVALUATION SITUATION:
Training
Actual job
Simulated
 TECHNIQUE/METHOD OF
EVALUATION:
Rate of work
Quality of work
Accident & breakage
Job knowledge
Job tenure
Absenteeism
Rate of improvement/advancement
Supervisory judgment
Peer judgment
Self judgment
JUDGMENTAL METHODS OF
EVALUATION
RANKING METHODS:

RATEE RATER RATER RATER Mean

1 2 3 rank

Jagriti 1 3 2 2

Kanwar 3 1 3 2.3
 PAIRED COMPARISON:
Deepti Roopal Manpreet

Deepti 0

Roopal 0

Manpreet 0
 MAN TO MAN RATING
HOW EFFICIENT IS AVNISH?
RICHA MANJOT NEHA

high middle low

 FORCED CHOICE
Punctual
Always Sometimes Never
 GRAPHIC RATING
Efficiency

Very efficient Average Very inefficient

 CHECKLIST METHOD
Efficient ----------------
Aggressive ----------------
Friendly ----------------
Punctual ----------------
Selfish ----------------
COMMON EVALUATION ERRORS
Error of leniency: rater may give very high
ratings to all
Error of central tendency: average score
to all
Halo error/effect: single positive trait leads
to positive scores on all the dimensions
Contrast error: rater considers others to
be opposite of his own character. Eg:
others are not as honest as I am.
Similarity error: others are also equally
honest as I am
Constant error: different raters may have
different set of rating standards
Recency error: generally recent behaviour
of employee is considered at the time of
rating
Personal bias & prejudice
Subjectivity
Expectations: expected dress of the
employee, way of talking etc
ROLE OF HEREDITY & ENVIRONMENT
IN INDIVIDUAL DIFFERENCES
The passing down by genetic transmission
of the characteristics of plants or animals
from one generation to the next (‘like
begetting like’).
The idea of biologically transmitted
similarities is an old one. However, ideas
as to the means of this transmission and
its malleability by environmental
influences have changed.
Present-day ideas are grounded in
research on genetics (a term first coined
in 1905 for the science of heredity) that
has its origins in Mendel's classic studies
cross-breeding peas.
This and other research provided the
missing link in Charles Darwin's theory of
natural selection by specifying the
mechanism through which species
variation and similarity could occur.
The impact of such ideas on the study of
human behaviour was considerable
Francis Galton, a cousin of Darwin,
explored the role of heredity in accounting
for individual differences in personality and
intelligence.
He also introduced the term eugenics for
the body of knowledge that could be used
to direct human evolution
Heredity and environment in an
exhaustive specification of causal factors,
has continued the attempt to assess the
relative contributions of genetics and
environment in the causation of human
characteristics and behaviour, with
individual differences receiving much of
the research attention.
Twin studies, comparing monozygotic or
MZ (identical) twins with dizygotic or DZ
(non-identical) twins have been widely
employed, although the methodological
difficulties are considerable. However,
whilst the attempt to quantify the genetic
or environmental contribution to
differences between individuals continues
There is increasing recognition that both
genetics and environment are essential to
all human behaviour.
most psychology researchers are in
agreement that heredity and
environment both play significant
roles in the development of various
human traits
Researchers may disagree, however, on
the extent to which heredity and
environment contribute to the
development of a particular dimension,
and on how various factors may affect
each other to create a certain human
characteristic
Unfortunately, researchers have had very
limited success in identifying specific
genetic patterns that influence particular
psychological and behavioral
characteristics
an identical environment can elicit
different reactions in different
individuals, due to variations in their
genetic predispositions
increasing intellectual stimulation
should help increase cognitive
performances of some children