Industry - It is a division in which processing of raw materials and manufacturing and trade

of goods take place.

Organization - Organization is a group of people who work interdependently towards some purpose.
- Industrial organizational is the scientific study of the work place.
- Methods of psychology are applied to issues of critical relevance to business, including: Talent
Management, Coaching, Assessment, Selection, Training, Organizational development, Performance,
Work-life balance
I/O Psychology- Usage of psychological principles and theories to the workplace.
-Study of how people get along at work and are able to perform effectively.
Industrial and Personnel Psychology - HR Staff: recruitment, job analysis, selection, training, performance
appraisal, compensation, employment law.
Organizational Psychology -Micro: motivation, leadership, teams, worker attitudes, safety & well-being,
work-family.
-Macro: organizational theory, culture, organizational development and change
Human Factors & Ergonomics - Modifying equipment, Environmental Changes, To fit workers needs
Influences on I/O Psychology - Experimental Psychology, Social Psychology, Sociology, Management
Industrial Engineering

I/O psychologist can be classified in two general groups:

Academics: Professors in research - and teaching oriented universities and colleges. Example in psychology,
management, industrial relations, quantitative sciences, occupational health & safety.
Their major activities; teaching courses, conducting research, writing and presenting research
papers, attending conferences, mentoring students, performing university and professional service.
Practitioners: HR and organizational specialists in consulting, private, and public organizations.
Their major activities; Job analysis, diagnosis, surveying employees, designing and
administering selection & performance appraisal systems, training, developing psychological
tests, implementing and evaluating OD & change, data analysis.
Timeline of Major Events
1991- American Disability Act passed
1970- APA adopts the name I/O Psy
1964- Civil Rights Act Passed 1941- World War II war efforts begin
1924- Hawthorne Studies begin
1921- First I O PhD awarded Psychological Corporation Founded
1917- Mental Tests for Job Placement Developed 1913- First I O text book published
1904-The term industrial Psychology used for the first time by W L Bryan who had written a paper in 1899

History of I/O psychology (1900-1916)

W. L. Bryan
-Stressed importance of studying “concrete activities and functions as they appear in daily life.”
-But not really considered father of I/O Psych because he was a originator, before the field was established.

The nameless was named- Frank and Lillian Gilbreth

-Interested in improving productivity and efficiency of industrial engineers.
-Argued for the use of psychology in the work lives of industrial engineers.
-Led to the merger of psychology with applied interests.
-The nameless was crowned industrial psychology in 1910.
-The “organizational” bit came in the 1970s.
- Lillian Gilbreth is called the mother of management

3 FOUNDING FATHERS------------------------------------------------
WALTER DILL SCOTT (American Psychologist)
-First to apply the principles of psychology to motivation and productivity in the workplace.
-Would later become instrumental in the application of personnel procedures within the army during World War I.
-He boosted industrial psychology.

Hugo Munsterberg (German)

- Father of industrial psychology
-Applied psychological method to practical industrial problems.
-Psychology and Industrial Efficiency (1913)
View of I/O psychology: -----------------------------
-People need to fit the organization -- training!
-Applied behavioral sciences should help organizations to shape people to serve as replacement parts for
organizational machines. Mechanistic.

Frederick Taylor (American Engineer)

-Principles of Scientific Management (1911)
-Management and workers should cooperatively share responsibility for the design and conduct of work.
-E.g.: Showed that workers who handle heavy iron ingots were more productive when allowed work rests.
-Training when to work and when to rest raised productivity from 12.5 to 47.0 tons moved per day.
- Company increase efficiency. Costs dropped from 9.2 to 3.9 cents per ton.

World War I – I/O Field catalyst

Robert Yerkes and Walter Dill Scott:
◦ Screening recruits for mental deficiency—Army Alpha and Beta intelligence tests developed.
◦ Classification of selected recruits into jobs
◦ Performance evaluations of officers
◦ Job Analysis
◦ Soldier motivation and morale
◦ Discipline First journal of applied psychology began in 1917

The ALPHA & BETA TEST

Robert Yerkes created the WW-I Army Alpha and Beta intelligence tests for the war recruits.
Army Alpha: five alternate forms of the verbal test.
Army Beta: a nonverbal test for illiterate and
non-English speaking recruits.
Individual Examination: An individual verbal examination for those who failed Beta
Administered on approximately two million men

The test was criticized by Gould, S. J. as being culturally unfair;

Many of alpha test participants were not familiar with language
Many were not familiar with the use of pencil
Questions inappropriate for recent immigrants (e.g. question about TV star, Tennis Player etc).
Between the wars (1916-1940)
Began in 1920 for more than 10 years at the Hawthorne plant of Western Electric Company.
Initially designed to study the effect of working conditions on performance such as lighting, and room temperature.
Later studied the impact of supervisory styles, arrangement of work groups, length of work breaks, and the length
of work day.
Established the “Hawthorne Effect”: An effect on behavior that is due to getting any treatment and not necessarily
to the nature of the treatment per session.

Ethics in I/O Field

-It is essential for the psychologists in the profession to follow the Ethical Code developed by American Psychological
Association (APA), in order prevent any harm to the client.
-The code includes both ethical principles and statements of appropriate professional conduct

Six ethical principles of APA code

1. Competence: A psychologist only does work that he/she is competent to perform.
2. Integrity: Psychologists are fair and honest in their professional dealing with others.
3. Professional and Scientific Responsibility: Psychologists maintain high standards of professional behavior.
4. Respect for People’s Rights and Dignity: Psychologists respect the rights of confidentiality and privacy of others.
5. Concern for Other’s Welfare: Psychologists attempt to help others through their professional work.
6. Social Responsibility: Psychologists have a responsibility to use their skills to benefit society.