PSY4100_Sines-Ortiz Chelsea_Assessment1-2

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Dec 6, 2023

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1 Industrial-Organization Psychology Industrial-Organizational Psychology History and Systems of Modern Psychology Applied Psychology in Professions Heinz Bartnick November 2023 What is Industrial-Organizational Psychology?

2 Industrial-Organization Psychology Industrial-organizational psychology is a field of study that applies psychological methods and theories in a business, working environment, or organization (Cote, 2023). Industrial- organizational psychology examines interpersonal dynamics in the company and how it can affect the workforce (Cote, 2023). IO or industrial organization studies the human factors of those in the workforce and how they interact with equipment and interactions to have more efficiency, safety, and well-being of the employees (Cote, 2023). Organizational and industrial psychology emerged in the twentieth century(Cote, 2023). Industrial-organizational psychologists can assist businesses in creating more productivity through tactics to enhance the promotion, recruiting, training, and employee incentives (Cote, 2023). Scientific research is another way to investigate employer and employee interactions to see engagement, productivity, attitudes, morals, and satisfaction (Cote, 2023). Industrial-organizational psychology is how researchers can analyze a person’s personality and mental state, which can be positive or negative regarding their performance at their job (Sutton, 2023). The four primary organizational and industrial that psychologists use are the government sector, corporate world, academic sector, and consultancy sector ( Sutton, 2023). Most specialists in industrial-organizational psychology hold postgraduate degrees (Sutton, 2023). The subfields of industrial-organization psychology are administrative, industrial, and human (Sutton, 2023). Industrial psychologists focus on the latter when looking at job requirements, candidates, and qualifications. Introduction Industrial-organizational psychologists are part of most facets of every company or organization. Industrial-organizational psychologists focus on six critical areas for employees and

3 Industrial-Organization Psychology employers (Babic, 2022). Shift and management changes involved with industrial- organizational psychology can help a business’s culture and recruiting processes that may be systematic and equal to that may fill positions if there is a downsize in employees or just acquired new staff (Babic, 2022). Businesses with anxiety, overworked employees, and stress must lower employee empowerment and satisfaction programs and lower attitudes and satisfaction with work (Babic, 2022). Development in companies and organizations is who will be the leaders in the future to formulate promotions, providing training and compensation systems (Babic, 2022). Performance in management is the creation of mechanisms to measure work performance to boost staff performance (Babic, 2022). Staffing is a process to recruit applicants who would be the best match for the company or organization and develop training programs (Cote, 2023). Assessments and tests measure an employee’s abilities, personality, and knowledge that could impact performance (Cote, 2023). The assessments should be given to future and current hired employees to test their abilities and performance (Cote, 2023). Industrial-Organizational psychologists study for years to become experts in the field. Since there are not many undergraduate programs for industrial-organizational psychology, they must earn different bachelor’s degrees first, such as psychology or human resources (Cote, 2023). Since managers at companies and organizations are typically busy, they cannot find remedies to fix problems in the workplace (Cote, 2023). If there is a trained IO psychologist or industrial-organizational psychologist, they can provide their viewpoints for the workplace and provide solutions to problems (Cote, 2023). Literature Review

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