PRELIM: MODULE 1: Introduction to Industrial / Organizational Psychology

INDUSTRIAL PSYCHOLOGY
-​ Involves research and application of the methods, facts, and principles of psychology to people at their
work
-​ It is concerned with the study of workplace behavior
-​ Applies the principles of psychology to the workplace

PURPOSE OF I/O PSYCHOLOGY

-​ To enhance the dignity and performance of human beings and the organizations they work in, by
advancing the science and knowledge of human behavior.

DIFFERENCE BETWEEN I/O PSYCHOLOGY & BUSINESS PROGRAMS:

DIFFERENCE BETWEEN INDUSTRIAL & ORGANIZATIONAL PSYCHOLOGY:

INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY

Job Analysis Motivation

Recruitment Job Satisfaction
Selection Commitment
Performance Appraisal Leadership
Training & Development Group Dynamics
Organizational Development

INDUSTRIAL & ORGANIZATIONAL APPROACH

-​ The two approaches as to how an increase in productivity and well-being of employees can be
accomplished

●​ INDUSTRIAL APPROACH
-​ Approach that focuses on determining the competencies needed to perform a job
-​ Staffing the organization with employees who have those competencies
-​ Increasing those competencies through training

●​ ORGANIZATIONAL APPROACH
-​ Approach that creates an organizational structure and culture that will motivate employees to perform
well
-​ Give them the necessary information to do their jobs
-​ Provide working conditions that are safe and result in an enjoyable and satisfying work/life environment

THREE MAJOR FIELDS OF I/O PSYCHOLOGY:

1.​ PERSONNEL PSYCHOLOGY

-​ It is the field of study that concentrates on the selection and evaluation of employees
-​ Deal with job analysis (Job description + actual work)
➔​ JOB ANALYSIS - To analyze and scope the ability to align job description
➔​ JOB EVALUATION - Comes after job analysis after performing work
Credits to: Dayana Jane
 -​ It defines and measures job performance, performance appraisal, employment tests, employment
interviews, employee selection and employee training, and human factors

2.​ ORGANIZATIONAL PSYCHOLOGY

-​ Is focused on group-type settings, most commonly offices and workplace psychology
-​ Takes theories, research, and intervention and communication strategies and applies them to groups in
both work and non-work settings
-​ People in this field focus on helping people understand their interactions with one another so that
everyone can work together to accomplish important tasks
-​ Investigates the behaviors of employees within the context of organization

3.​ HUMAN FACTORS/ERGONOMICS

-​ Concentrate on workplace design, human-machine interaction, ergonomics, and physical fatigue
and stress.
-​ These psychologists frequently work with engineers and other technical professionals to make the
workplace safer and more efficient.
-​ Sample activities in this subfield have included designing the optimal way to draw a map, designing the
most comfortable chair and investigating the optimal work schedule.

Employment of I/O Psychologists - Educational Requirements and Types of Programs

●​ Personnel Manager ●​ HR Representative
●​ Compensation Manager ●​ Recruiter
●​ President ●​ Director of Organizational
●​ Consultant Effectiveness
●​ Professor ●​ Research Analyst
●​ Director of Assessment and Selection ●​ Director of Training and Development
●​ Chairman and CEO ●​ Research Scientist
●​ Industrial-Organizational Psychologist ●​ HR Specialist
●​ City Manager ●​ Vice President for Human Resources
●​ Manager of Leadership and ●​ HR Supervisor
Development ●​ Vice President for Organizational
●​ Compensation Analyst Development
●​ Staffing Manager ●​ Director of Workforce Planning
●​ HR Director ●​ Research Psychologist
●​ Trainer ●​ EEO / Diversity Specialist
●​ HR Generalist ●​ Oy Senior Partner
●​ Training Coordinator ●​ Employee Relations Manager

HISTORY OF I/O PSYCHOLOGY

1.​ WALTER DILL SCOTT

-​ First psychologists that use psychology in advertising.
-​ He became instrumental in the application of personnel procedures within the army during World War I.

2.​ FREDERICK W. TAYLOR

-​ Father of Scientific Management
-​ Taylor realized the value of redesigning the work situation to achieve both higher output for the
company and higher wages for the worker

3.​ HUGO MUNSTERBERG

-​ Considered by many as "The Father of Industrial Psychology"
-​ He pioneered the application of psychological findings from laboratory experiments to practical
matters.

4.​ ROBERT YERKES

-​ The psychologist most influential in getting psychology into the war
-​ He proposed ways of screening recruits for mental deficiency and assigning selected recruits to army
jobs
Credits to: Dayana Jane
REMEMBER:

➔​ ARMY ALPHA
-​ A test designed that was used by the army for soldiers who can read.
-​ VERBAL TEST

➔​ ARMY BETA
-​ A test designed that was used by the army for soldiers who cannot read and fluent in English.
-​ NON-VERBAL abilities for those who poorly performed in Alpha

5.​ FRANK GILBRETH & LILY MOLLER GILBRETH

-​ The first scientists that improve productivity and reduce fatigue by studying the motions used by
workers

LILY MOLLER GILBRETH

-​ She pioneered industrial management techniques
-​ The first to recognize the effects of stress and fatigue on workers

The Hawthorne Studies:

-​ 1924 series of experiments began at the Western Electric Company
-​ Increased lighting resulted in increased efficiency, but to their surprise, efficiency continued to improve
as the lighting dimmed to faint moonlight levels.

Research Conclusion: Social norms, group standards, and attitudes strongly influence individual output and
work behavior than monetary values

Hawthorne Effect:
-​ When employees change their behavior due solely to the fact that they are receiving attention from their
managers or are being observed.

PRELIM: MODULE 2 : Job Analysis and Evaluation

WHAT IS A JOB?

JOB
-​ A group of related activities and duties

POSITION
-​ The different duties and responsibilities performed by only one employee

Credits to: Dayana Jane

JOB FAMILY
-​ A group of individual jobs with similar characteristics - Same function, different names
-​ Example: administrative assistant - under Vps executive assistant - same nature College secretaries-
same nature

JOB REQUIREMENTS
JOB SPECIFICATION JOB DESCRIPTION

●​ The needed knowledge, skills, and abilities ●​ The tasks, duties, and responsibilities (TDRs)of a
(KSAs) of the person who is to perform the job job to be performed
●​ Job specifications must relate specifically to the
duties of the job

JOB ANALYSIS
-​ The process of obtaining information about jobs by determining what the duties, tasks or
activities of jobs are

★​ WHAT THE EMPLOYEES DOES?

★​ WHY THE EMPLOYEES DOES IT?
★​ HOW THE EMPLOYEES DOES IT?

Credits to: Dayana Jane

Job Analysis and Essential Job Functions:

Essential Functions
-​ Statements in the job description of job duties and responsibilities that are critical for success on the job

A job function is essential if:

➔​ The position exists to perform the function.
➔​ A limited number of employees are available to perform the function. (Who can substitute you or pile up
work?)
➔​ The function is specialized, requiring needed expertise or abilities to complete the job. (Train your
substitute)

PERFORMING JOB ANALYSIS:

1.​ Select jobs to study
2.​ Determine information to collect: tasks, responsibilities, skill requirements.
3.​ identify sources of data: Employees, supervisors/ managers.
4.​ Gather job information
5.​ Evaluate and verify data collection: Other employees, supervisors/managers.
6.​ Write job analysis report - suggest a new set job description, job specification and job analysis
Credits to: Dayana Jane
POPULAR APPROACHES TO JOB ANALYSIS

1.​ FUNCTIONAL JOB ANALYSIS (FJA)

-​ What is really your work?
-​ Quantitative approach to job analysis that utilizes a compiled inventory of the various functions or work
activities that can make up any job.
-​ Assumes that each job involves three broad worker functions:
➔​ Data
➔​ People
➔​ Things

2.​ POSITION ANALYSIS QUESTIONNAIRE (PAQ)

-​ A questionnaire covering a number of tasks that, by means of a five-point scale, seeks to determine
the degree to which different tasks are involved in performing a particular job

3.​ CRITICAL INCIDENT METHOD

-​ Job analysis method by which job tasks are identified that are critical to job success
-​ The job analyst writes five to ten important task statements for each job under study
Credits to: Dayana Jane
4.​ TASK INVENTORY ANALYSIS
-​ An organization-specific analysis developed by identifying with the help of employees and managers- a
list of tasks and their descriptions that are components of different jobs

KEYS ELEMENTS OF JOB DESCRIPTION:

1.​ JOB TITLE

-​ Indicates job duties and organizational level.

2.​ JOB IDENTIFICATION

-​ Distinguishes job from all other jobs

3.​ ESSENTIAL FUNCTIONS (Job duties)

-​ Indicates responsibilities entailed and results to be accomplished.

4.​ JOB SPECIFICATIONS

-​ Skills required to perform the job and physical demands of the job.

JOB DESIGN

Job Design
-​ An outgrowth of job analysis that improves jobs through technological and human considerations in
order to enhance organization efficiency and employee job satisfaction

Job Enrichment (Herzberg)

-​ Enhancing a job by adding more meaningful tasks and duties (vertical expansion) to make the work
more rewarding or satisfying.
-​ Providing opportunities for achievement, recognition, growth, responsibility, and performance.

Credits to: Dayana Jane

BASIS FOR JOB DESIGN

JOB ENRICHMENT FACTORS:

●​ Increasing the level of difficulty and responsibility of the job.
●​ Allowing employees to retain more authority and control over work outcomes.
●​ Providing unit or individual job performance reports directly to employees
●​ Adding new tasks to the job that require training and growth.
●​ Assigning individuals specific tasks, thus enabling them to become experts.

JOB CHARACTERISTICS

Job Characteristics Model (Hackman and Oldham)

-​ Job design theory that purports the three psychological states (experiencing meaningfulness of the
work performed, responsibility for work outcomes, and knowledge of the results of the work
performed) of a jobholder result in improved work performance, internal motivation, and lower
absenteeism and turnover.

JOB CHARACTERISTICS:

1.​ Skill Variety

-​ The degree to which a job entails a variety of different activities, which demand the use of a number of
different skills and talents by the jobholder

2.​ Task Identity

-​ The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing
a job from beginning to end with a visible outcome

3.​ Task Significance

-​ The degree to which the job has a substantial impact on the lives or work of other people, whether in
the immediate organization or in the external environment

4.​ Autonomy
-​ The degree to which the job provides substantial freedom, independence, and discretion to the
individual in scheduling the work and in determining the procedures to be used in carrying it out

5.​ Feedback
-​ The degree to which carrying out the work activities required by the job results in the individual being
given direct and clear information about the effectiveness of his or her performance

Credits to: Dayana Jane

JOB EVALUATION
-​ A systematic method of appraising the value of each job relative to other jobs in an organization
-​ A basis for determining salary levels

Credits to: Dayana Jane

Credits to: Dayana Jane
Credits to: Dayana Jane
Credits to: Dayana Jane
Credits to: Dayana Jane