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    An Introduction Industrial and Organizational Psychology

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    This document provides a history of the field of industrial and organizational psychology from ancient times through the early 20th century. It describes how philosophers like Aristotle and theorists like Taylor and Mayo contributed ideas about management and work that helped establish the foundations of the field. Key events included World War I leading to testing of military recruits, the Hawthorne studies which highlighted the importance of human factors, and the early 20th century development of the field in universities and applied settings.

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    An Introduction Industrial and Organizational Psychology

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    Shann
    75 views34 pages
    This document provides a history of the field of industrial and organizational psychology from ancient times through the early 20th century. It describes how philosophers like Aristotle and theorists like Taylor and Mayo contributed ideas about management and work that helped establish the foundations of the field. Key events included World War I leading to testing of military recruits, the Hawthorne studies which highlighted the importance of human factors, and the early 20th century development of the field in universities and applied settings.

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    This document provides a history of the field of industrial and organizational psychology from ancient times through the early 20th century. It describes how philosophers like Aristotle and theorists like Taylor and Mayo contributed ideas about management and work that helped establish the foundations of the field. Key events included World War I leading to testing of military recruits, the Hawthorne studies which highlighted the importance of human factors, and the early 20th century development of the field in universities and applied settings.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    75 views34 pages

    An Introduction Industrial and Organizational Psychology

    Uploaded by

    Shann
    This document provides a history of the field of industrial and organizational psychology from ancient times through the early 20th century. It describes how philosophers like Aristotle and theorists like Taylor and Mayo contributed ideas about management and work that helped establish the foundations of the field. Key events included World War I leading to testing of military recruits, the Hawthorne studies which highlighted the importance of human factors, and the early 20th century development of the field in universities and applied settings.

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    © All Rights Reserved
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    of 34

    An Introduction

    Industrial and
    Organizational
    Psychology

    Industrial/Organization
    al Psychology
    HISTORICAL BACKGROUND

    Industrial Organizational Psych.


    The Ancient stirrings
    Aristotle, in Politics, developed
    foundations for many modern
    management concepts:
    specialization of labor
    delegation of authority
    departmentalization
    decentralization
    leadership selection

    Industrial Organizational Psych.


    Ideas grow
    In the mid 17th century, Thomas Hobbes
    advocated strong centralized leadership
    as a means for bringing "order to the
    chaos created by man". He provided a
    justification for autocratic rule that
    helped establish the pattern for
    organizations through the 19th century.
    In the late 17th Century, John Locke
    presents that leadership is granted by
    the governed which in effect,
    advocates participatory management

    Industrial Organizational Psych.


    Ideas grow
    In 1776, Adam Smiths: The Wealth
    of Nations revolutionized economic
    and organizational thought by
    suggesting the use of centralization
    of labor and equipment in factories,
    division of specialized labor, and
    management of specialization in
    factories

    Industrial Organizational Psych.


    The field begins to emerge
    1881: The first school of professional
    management was started at the Univ. of
    Pennsylvania
    1883: Frederick W. Taylor began
    experiments at the Midvale and Bethlehem
    Steel plant, which later led to the
    development of his "scientific
    management" philosophy

    Industrial Organizational Psych.


    Where did the name come from?
    In the 1903 presidential address to APA,
    W.L. Bryan, encouraged psychologists to
    study "concrete activities and functions
    as the appear in every day life". Although
    he didn't cite industry directly, he
    encouraged these sorts of "real life"
    applications of a science of psychology.
    Postscript note: "The term 'industrial psychology' first
    appeared in a 1904 article of Bryan's APA address.
    Ironically, it appeared in print only as a typographical
    error. Bryan was quoting a sentence he had written five
    years earlier in which he spoke of the need for more
    research in individual psychology. Instead, Bryan wrote
    industrial psychology and did not catch his mistake."

    Industrial Organizational Psych.


    Walter Dill Scott
    Also in 1903, Walter Dill Scott gave a talk to
    Chicago business leaders on the application of
    psychology to advertising, which led to the
    publication of two books on the topic published
    in 1903 & 1908.
    By 1911 he had published two more books
    (Influencing Men in Business and
    Increasing Human Efficiency in Business),
    and became the first to apply the principles of
    psychology to motivation and productivity in the
    workplace.
    He also became instrumental in the application

    Munsterberg:
    The Father of Industrial
    Psychology

    Pioneered the
    application of
    psychological findings
    from laboratory
    experiments to
    practical matters
    He was the first to
    encourage
    government funded
    research in the area
    of industrial psyc.

    Hugo Munsterberg:
    The Father of Industrial Psychology
    In 1911 he cautioned managers to be
    concerned with "all the questions of the
    mind...like fatigue, monotony, interest, learning,
    work satisfaction, and rewards."
    In 1913 his book Psychology and Industrial
    Efficiency addressed such things as personnel
    selection and equipment design
    Munsterbergs early concept of I/O psychology
    assumed that people need to fit the
    organization, and thus the role of applied
    behavioral sciences was to of help
    organizations shape people to serve as
    replacement parts for organizational machines.
    His ideas were influential well into the 1950's

    Frederick Taylor
    About the same time as Munsterberg, Frederick
    Taylor began publishing similar philosophies on
    management -- which had a tremendous impact
    on organizational management
    Taylor realized the value of redesigning the work
    situation (thru use of time and motion studies)
    to achieve both higher output for the company
    and higher wages for the worker Pay the
    worker, not the job.
    His book Shop Management (1909) explained
    management's role in motivating workers to
    avoid "natural soldiering", i.e., the natural

    Frederick Taylor
    The good news
    1911 Taylor's book The Principles of Scientific
    Management; suggested:
    scientifically design work methods for efficiency
    select the best workers and train them in the best
    methods
    A study he did showed workers who handle heavy
    iron ingots were more productive when given work
    rests

    Training when to work and when to rest raised productivity


    from 12.5 to 47.0 tons moved per day
    Less fatigue reported by the workers
    This allowed for increased wages increased wages
    Costs dropped from 9.2 to 3.9 cents per ton

    Frederick Taylor
    The controversy
    Taylor's methods led to charges that he
    inhumanely exploited workers for higher wages
    and that great numbers of workers would be
    unemployed because fewer were needed
    Both the Interstate Commerce Commission and the
    U.S. House of Representatives began investigations
    Taylor replied that increased efficiency would
    produce greater not lesser prosperity
    Outbreak of WWI distracted most from the
    controversy before much was resolved

    Lillian Gilbreth
    The Mother of Modern Management
    In 1900 at age 22, she earned a
    BA in Lit from Berkeley, despite
    her Fathers belief that educating
    women was a waste of time.
    She spoke at the commencement,
    the 1st woman ever to do so at
    any U of C campus
    She earned a MA from Berkeley
    (also in Lit.) in 1902.

    Lillian Gilbreth
    The Mother of Modern Management
    After graduation, she meets and falls in love
    with an uneducated builder named Frank
    Gilbreth.
    Frank is interested in workplace efficiency, and
    Lillian looks into scientific management
    principles. They begin consulting together.
    In 1915, Lillian receives a PhD in Educational
    Psychology, with an emphasis in management,
    at Brown University. At commencement, she is
    accompanied by her 4 children, all under age 5.

    Lillian Gilbreth
    The Mother of Modern Management
    1924: Nine years have passed, and she has had another 8
    children. She and Frank perform groundbreaking work in
    process simplification, efficiency and employee motivation.
    She is the first to recognize the impact of stress and fatigue
    on time management. (go figure) Frank dies.
    Lillian continues to work full time until the age of 88, and
    makes tremendous contributions to how we work, which
    endure to this day. She puts all of her 12 children through
    college.
    2 of her children write a book modeled after her, called
    Cheaper By the Dozen.

    Lillian Gilbreth
    Some of her contributions:
    Designed the layout of keys on a typewriter
    keyboard
    Invented scaffolding
    Created the process hospitals use to organize
    instruments during surgery
    Designed the first continuous-surface-model
    kitchen (created to assist handicapped women
    work in the kitchen)
    Invented hospital corners to prevent back
    injuries in nurses
    Designed a myriad of household appliances and

    Industrial Organizational Psych.


    World War I
    Robert Yerkes was the most influential in getting
    psychology into the war
    He proposed ways of screening recruits for mental
    deficiency and assigning selected recruits to army
    jobs
    Committees of psychologists also investigated
    soldier motivation, morale, psychological problems
    of physical incapacity ("shell shock"), and discipline
    Army was skeptical and approved only a modest
    number of proposals, primarily in the assessment
    of recruits -- which Yerkes and others developed as
    a general intelligence test.
    Walter Dill Scott classified and placed enlistees,
    conducted performance evaluations of officers, and

    Industrial Organizational Psych.


    After World War I
    Psychological Corporation started by James
    Cattell in 1921
    Main purpose was to advance psychology and
    promote its usefulness to industry
    Also to maintain quality reputation of field by
    serving as a place for companies to get
    reference checks on prospective psychologists
    Helped companies weed out quacks from qualified
    professionals

    Mission has shifted: Today serves as one of


    largest publishers of psychological tests

    Industrial Organizational Psych.


    The Hawthorne Studies
    In 1924 a series of experiments began at the Hawthorne
    Works of the Western Electric Company
    Researchers from Harvard University set out to study the
    relation between lighting and efficiency
    Increased lighting resulted in increased efficiency, but to
    their surprise, efficiency continued to improve as the
    lighting dimmed to faint moonlight levels

    The Hawthorne Effect -- change in behavior


    following the onset of a novel treatment
    (generally new or increased attention). Effect
    eventually wears off (behavior returns to
    original) as the "novelty" dissipates

    Industrial Organizational Psych.


    The Hawthorne Studies
    In 1933 Elton Mayo made his interim report on
    the Hawthorne studies. It contains the first
    significant call for the human relations
    movement
    Mayo showed the existence of informal
    employee groups and their effects on
    production, the importance of employee
    attitudes, the value of a sympathetic and
    understanding supervisor, and the need to treat
    people as people -- not simply as human capital
    This was one of the benchmark events in the
    development of industrial psychology
    By this time, several Universities offered a PhD
    program in I/O Psychology.

    Industrial/Organization
    al Psychology
    CONCEPTS

    WHAT IS I/O PSYCHOLOGY?


    Psychology is the science of human behavior
    I/O psychology is the science of human behavior at
    work
    Dual focus
    Efficiency/productivity of organizations
    Health/well-being of employees

    Dual nature
    Application of the science of psychology to the workplace
    Development/discovery of scientific psychological
    principles at work

    SPECIFIC AREAS OF CONCERN


    Recruiting and selecting employees for jobs
    Training employees
    Assessing performance
    Defining and analyzing jobs
    Determining people feel about work
    Determining why people act as they do at work
    Effects work has on people
    Effects people have on one another
    How organizations are structured and function
    Designing work
    Designing tools and equipment
    Employee Health and Safety

    What is I-O psychology?


    The application of psychological
    principles to the workplace (anywhere
    people work)
    Helping people do their jobs
    helping employers treat employees fairly
    helping make jobs more interesting and
    satisfying
    helping workers be more productive

    Treating employees
    fairly
    Treating people from diverse
    backgrounds fairly
    selecting people for jobs
    providing training
    rewarding promotions/raises
    addressing harassment

    Assessing performance accurately

    Making jobs more


    interesting/satisfying
    Designing jobs people will find
    satisfying
    rewarding work
    safe, efficient work areas (Human Factors)

    Motivating employees to perform


    Creating teams that work well together
    combining diverse talents and perspectives

    Helping people be more


    productive
    Designing work patterns that enhance
    efficiency
    Providing skills training and
    development
    Helping to meet the challenges of
    competition
    Moving past downsizing

    Percentage of I/O Psychologists Who


    Work in Various Settings in 1960 and
    2001
    Setting

    2001

    1960

    Consulting firms

    32%

    28%

    Government

    7%

    11%

    Private companies

    15%

    35%

    Universities

    38%

    26%

    Other

    8%

    Note: Trend away from private companies in favor of consulting firms and academia.

    Mean Salaries of I/O Psychologists in the US in


    2000
    M.A.

    $67,000

    Ph.D.

    $90,000

    Top 10%

    $200,000 or more

    Professors

    $73,000

    Companies

    $100,000

    New Ph.D.

    $60,000

    Men

    $93,000

    Women

    $77,000

    Note: Gender difference mostly accounted for by women being more likely to be M.A.
    level and being younger. Source: Katkowski, D. A., & Medsker, G. J. (2001).

    I/O PSYCHOLOGY AROUND


    THE WORLD
    At one time I/O was almost entirely
    American
    I/O interest has exploded over the past 1015 years and accelerating
    American consulting firms have become
    international, reflected in names
    DDI--Developmental Decisions Inc. to
    International
    PDI--Personnel Decisions Inc. to International

    Number of graduate programs increasing


    rapidly around the world

    Countries With the Most I/O Graduate


    Programs
    Country
    U.S.
    Germany
    Australia
    Canada
    England
    Belgium
    China
    Netherlands

    Number of
    programs

    Country

    Number of
    programs

    124
    11

    France
    New Zealand

    4
    4

    Spain
    Turkey
    Korea
    Nigeria
    Puerto Rico

    4
    4
    3
    3
    3

    7
    7
    7
    5
    5
    5

    The Most Popular I/O Research Topics in Eight Countries

    Country
    Canada
    England
    Germany
    India
    Israel
    Japan
    Scandinavia
    United
    States

    Topics
    Career development, Employee selection,
    job stress, leadership
    Employee selection, gender, job stress,
    leadership, turnover
    Job Stress, motivation, training, work
    environment
    Job satisfaction, job stress, motivation,
    organizational level
    Career development, job satisfaction,
    motivation, performance appraisal, values
    Career development, job stress, leadership,
    motivation
    Gender, job stress, shift work,
    unemployment
    Career development, employee selection,
    leadership, performance appraisal

    References
    Books
    Cascio, W. F. (1997). Applied psychology in personnel management (5th ed.).
    Upper Saddle River, NJ: Prentice Hall.
    Munchinsky, P.M.(2002): Psychology Applied to Work: An Introduction to
    Industrial and Organizational Psychology
    Spector, P. E. (2000). Industrial and organizational psychology: Research and
    practice (2nd ed.). New York, NY: John Wiley & Sons

    Websites
    www.SIOP.org
    www.wcupa.edu/_Academics/sch_cas.psy/Career_Paths/Industrial/Career06.htm
    www.sdsc.edu/ScienceWomen/gilbreth.html

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