Industrial and Organizational Psychology PSY 435 January 27, 2014 Francis Uzonwanne, PHD Industrial and Organizational Psychology The field of industrial and organizational (I/O) psychology is instrumental with implementing organizational goals to enhance the effectiveness of social and organizational functioning. This is accomplished through the use of research and statistics, which optimizes the performance, health, and welfare of businesses and its employees. The Evolution of Industrial and Organizational Psychology The evolution of I/O psychology has early roots in the late 1800s and early 1900s, but it was not invented until the twentieth century (Spector, 2012). Hugo Munsterberg and Walter Dill Scott both university professors
Tereasa Janese Bryant & Stratton College PSYCH310 Intro to Organizational Psychology Final Exam Dr. Sandra DiPasquale December 6, 2012 1) Define Organizational Psychology and discuss two ways psychological research and theory is used to support workplace activities. Industrial organizational psychology is the branch of psychology that applies psychological theories and principles to organizations. Often referred to as I/O psychology, this field focuses on increasing workplace productivity and related issues such as the physical and mental well-being of employees. Industrial organizational psychologists perform a wide variety of tasks, including studying worker attitudes and behavior, evaluating companies, and conducting
the products that are supplied are of a certain quality. By doing this it will help a business to flourish as consumers are more likely to buy a product because the business has made it to a certain standard. Another key aspect of Kantian ethics is doing something because of one’s duty, not because they have been influenced by others. For example, if a business man gave a customer the correct change he should be doing it out of duty as it is morally right, not out of selfish reasons because it will make him and his business look impressive; this would make his doing morally wrong.
2. What quality of work life factors drove McFarlane’s decision to start his own business? In your opinion, what effect do you think this had organizational behavior in Marvel? How do you think Marvel could have handled it differently? As defined in our text, “The term quality of work life (QWL) is frequently used as an indicator of the overall quality of human experiences in the workplace.
The study of industrial/organizational psychology has two parts. The industrial aspect focuses on the proper use of personnel, how to select employees, train, motivate and cultivate an efficient workplace team. The organizational side of the coin looks at understanding the behavior of staff while on the job and works towards enhancing the wellbeing and happiness within the system of the team (Spector, 2012). Two university professor are accredited for their foundational work in I/O psychology, Walter Dill Scott & Hugo Munsterberg. Scott and Munsterberg were interested in the science of employee selection and psychological testing.
Leadership and Teamwork in the Public Services. P1 Authoritarian- This style is used when leaders want their employees to do something, they tell them how they want it done and how they want it accomplished, without getting advice of their followers. This style is more of a bossing around and unprofessional style. Democratic-This style is used when leaders want to include one or more employees in the decision making it is not a sign of weakness, it is so that the employees will be more confident with their own ideas and decision making. Decision making with your employees will let them gain respect for the leader and become more determined.
These influences affect employee morale, motivation, satisfaction and performance. These factors play a role in the organizational climate. Attitudes and Emotions Influencing Behaviors Cassandra feels that employee attitudes and emotions can definitely play a role in influencing behaviors in the workplace. An employee displaying positive attitudes and emotions shares the feelings of a positive attitude with his/her co-workers. The coined expression “one bad apple spoils the bunch’ applies when an employee displays a negative or bad attitude or even an attitude that does not coincide with the already established organizational culture.
Business Research part 1 Vanessa Garry, LaTasha McClure, A'Seneque Davis, Tia Walker RES/351 March 29, 2013 Henry Griswold Business Research part 1 In this research paper we will be discussing one of the management dilemma issues that Wal-Mart has which is their employee turnover rate. Employee turnover is defined as: the ratio of the number of workers that had to be replaced in a given time period to the average number of workers. Some of the research questions that Wal-Mart management would need to get the answers to are: What can we do to solve employee turnover rate? One thing that the company could implement is and exit interview to get some feedback on the reasons that employees leave the company voluntarily as well as employees
According to, the Adams Equity Theory, what motivates people working within an organization is the employee’s perception of equitability. The Adams theory suggests employee perceptions of equal input and outcome ratios, in comparison to coworkers can encourage or discourage individual motivation. Adams Equity Theory suggests an employee’s motivational basis regarding individual inputs, such as productivity and efficiency, is equal, or equitable, to the outcome he or she receives from performing the job, including pay or recognition (Adams,
Management Plan Narisha Foxx Mgt/311 July 5, 2013 Anthony Herring, M.Div., MBA Management Plan Managing workers at Riordan Manufacturing where three employees were recently asked to take a survey that included assessments to identify specific characteristics that determine how those traits affect their performance and the organization. Theses assessments analyze employee engagement, emotions, and job satisfaction. As a result of the three analyses there were additional self-assessment recommendations that are included in order to be able to provide greater insight for some more successful management and motivation for the individual employees. Arthur Kinard, Tara Anthony, and Carter Nelson are the employees who participated in the assessments.