m Industry

m How you know who is worker/employee and

employer
m Work Environment-Physical and Culture , Climate
m Problems faced by both parties
m Psychology and Applied Psychology
m I-O Psychology-What ? Why ? How?
m Examples-advertisement , product design,
packaging , layout and controls of product,
environment.
m Also known as I-O Psychology, work
psychology, organizational, occupational,
personnel psychology or talent assessment.
m Applies to organizations - for- profit businesses,
non-profits, government agencies, and colleges
and universities.
m Psychologists contribute to an organization's
success by improving the performance and well-
being of its people.
m he branch of applied psychology that is
concerned with efficient management of an
industrial labour force and problems
encountered by them in a mechanized
environment.

m Conducts scientific §
 of behaviour and

cognitive processes in relation to the working
environment.
m —
  of the methods, facts and principles
of the science of behavior and mental processes
to people at work.
m As a science, it relies on observation and
experimentation.
m Deals with overt human behavior-that can be
observed objectively.
m Focuses to varying degrees on the psychology
of the workforce.
m Focuses on-recruitment, selection, training,
performance appraisal, job satisfaction, work
behaviour, stress at work and more.
m hey research and identifies how behaviours
and attitudes can be improved through hiring
practices, training programs, and feedback
systems.
m ries to solve causation of behavior, individual
differences , attitudes.
m ruion (1965) defines I-O psychology as "the
scientific study of the relationship between man
and the world of work:... in the process of
making a living" .
m Blum and Naylor (1968) define it as "simply the
application or extension of psychological facts
and principles to the problems concerning
human beings operating within the context of
business and industry³.
m he "industrial" side of I-O psychology has its
origins in research on individual differences,
assessment, and the prediction of performance.
m his branch of the field crystallized during World
War I-need to rapidly assign new troops to duty
stations.
m After the War the growing industrial base in the
US added impetus to I-O psychology.
m Walter Dill Scott was elected President of the
American Psychological Association (APA) in 1919
and the most prominent I-O psychologist of his
time.
m James McKeen Cattell (elected APA President in
1895) and Hugo Münsterberg (1898) were
influential in the early development of the field.
m Organizational psychology gained prominence
after World War II, influenced by the Hawthorne
studies and the work of researchers such as Kurt
Lewin and Muzafer Sherif.
m conducts studies on organizational behaviour and
worker-management interactions.
m analyse corporate culture and individual /group
interactions.
m develop and evaluate employee selection and
appraisal techniques.
m assess corporate leadership and employee
motivation strategies.
m identify causes of²and resolutions to²internal
conflicts.
m advise management of the potential psychological
and social impact of corporate policies.
m Primary ool-influential throughout career.
m Serves two masters-employees and employer.
m Sensitive-misunderstanding causes more harm
than good.
m Science of Behavior and cognitive process.
m Influences decisions and induces action-e.g.
consumer products through advertisement.
m Objective in its approach and results.
m Observes behavior by using science: objectively,
dispassionately and systematically.
m Studies intangible qualities- motives, emotions,
needs , perception , thoughts and feelings.
m Affects behavior, attitude.
m Involves application of methods, facts and
principles of psychology to employees.
m Decruitment and selection process.
m Designing Performance management System
and evaluation.
m raining and Development.
m Organization climate.
m Work Environment and conditions.
m Safety, violence and health.
m Motivation,Emotion,perception and morale.
m Job satisfaction and involvement.
m Surveys , Assessments and Psychological testing.
m Organizational Leadership.
m Career planning and development.
m Stress in workplace.
m Engineering Psychology.
m Consumer Psychology.
m Play role in developing advertising and marketing
techniques.
m o select right person for the right job.
m o assess performance and help develop skills
and competencies.
m o train and develop employees.
m o motivate employees.
m o improve employee morale.
m o develop good working conditions.
m o increase productivity , efficiency and profits.
m o develop human relations skill.
m o inculcate sense of responsibility, belongingness
and commitment.
m o develop sense of security and satisfaction.
m o encounter absenteeism.
m o reduce urnover , grievances and labor
disputes.
m o handle work slowdowns , faulty products and
accidents.
m Fraudulent Practitioners
m Credentials and Certification
m Difficulty of translating echnical Jargons
m Desistance to new ideas of managers and
workers
m Desearch v/s Application-necessity of balancing
research and timely solutions
m [irtual workplace
m [irtual employees
m Workers Involvement
m Changing technology and skills
m Diversity issues
m Search on net for self study.