Thursday, February 14, 2019
I/O psychology :: essays research papers
-I/O psychology is the psychology use to survey-The bearing of an individual in the formulate place-Motivation to gain and feelings near workpsychological science- scientific study of the behavior of people-I/O is made up of two parts1)Research methodology utilize to discover things about work2)Put them into work apply-Three study sub field power, organizational and human factors/ergonomics1)Personnel psychology deals with the natural selection of personnel-Performance appraisal, subscriber line analysis (backbone of I/O psychology)-Training taste the job intumesce enough to know who to hire and how well they ar doing.-Job attitudes whether or non the employees are satisfied and committed.2)Organizational Psychology-Deals with leadership and work motive-Divide into teams and see how the group affects individuals.3)Human Factors/ Ergonomics Psychology-Human Ergonomics- study of the work place fitting the human-studies the workplace and job devises, the safety and the usability of equipment.-Where do I/O psychologists work?-Academia (scientists) doing question and article of faith-Production such as a teacher producing knowledge-Researchers publish projects in journals-Important to get research seen by the people who it would benefit.-Industry (practitioners)-Government is the largest employer-Office of personnel management is staffed with I/O psychologists to check off who to hire.-The military, consulting firms (go to clients) and in-house consultants are employers.-Salary for PhD I/O psychologist $40-$50k a yr Industry traverse or PhD $35-65k a yr PhD for higher direct makes $50-$80k a yr. biography1900-1917 (about 10 I/O psychologists in the U.S.)-Topics of enliven in psychology1)Skill acquisition how do people take in to be straightaway and efficient at their job2)Personnel selection- what index individual indifferences designate when it comes while to hiring people (interests).3)Important Job design efficiency maximation (most frequently studied).Two parties studied this area azoic on1) wienerwurst and Lillian Gilberths-Wanted to find most efficiency with activity-Pioneered sentence and motion studies.-Called units of time therbligs (their last name backwards).2)Fredrick Taylor-Focused more about productivity ( launched how taking breaks is important)-Wrote scientific Management.-Scientific management is the breaking down of jobs into little and smaller parts.-Bad results from small jobs boredom, trauma and fatigue-Good results from small jobs increased productivity-At this time all psychologists were running(a) in academic settings.WWI 1929 (about 50 I/O psychologists working in the U.S.)-Two separate groups of psychologists approached the military.-Selection of officers using psychological intelligence tests (Alpha and beta units).-Psychoanalysis of recruits.-Selection tests are not totally effective (only educated people show intelligence)-Minorities are infract by the test (and uneducat ed people)-Two main groups create1)The Scott Company create by Walter Dill Scott and focused on selection testing.I/O psychology essays research papers -I/O psychology is the psychology applied to work-The behavior of an individual in the work place-Motivation to work and feelings about workPsychology- scientific study of the behavior of people-I/O is made up of two parts1)Research methodology used to discover things about work2)Put them into work apply-Three major sub fields personnel, organizational and human factors/ergonomics1)Personnel Psychology deals with the selection of personnel-Performance appraisal, job analysis (backbone of I/O psychology)-Training understanding the job well enough to know who to hire and how well they are doing.-Job attitudes whether or not the employees are satisfied and committed.2)Organizational Psychology-Deals with leadership and work motivation-Divide into teams and see how the group affects individuals.3)Human Factors/ Ergonomics Psycholog y-Human Ergonomics- study of the work place fitting the human-studies the workplace and job designs, the safety and the usability of equipment.-Where do I/O psychologists work?-Academia (scientists) doing research and teaching-Production such as a teacher producing knowledge-Researchers publish projects in journals-Important to get research seen by the people who it would benefit.-Industry (practitioners)-Government is the largest employer-Office of personnel management is staffed with I/O psychologists to determine who to hire.-The military, consulting firms (go to clients) and in-house consultants are employers.-Salary for PhD I/O psychologist $40-$50k a yr Industry Master or PhD $35-65k a yr PhD for higher level makes $50-$80k a yr.HISTORY1900-1917 (about 10 I/O psychologists in the U.S.)-Topics of interest in psychology1)Skill acquisition how do people learn to be quick and efficient at their job2)Personnel selection- what might individual indifferences mean when it comes time to hiring people (interests).3)Important Job design efficiency maximization (most frequently studied).Two parties studied this area early on1)Frank and Lillian Gilberths-Wanted to find most efficiency with activity-Pioneered time and motion studies.-Called units of time therbligs (their last name backwards).2)Fredrick Taylor-Focused more about productivity (showed how taking breaks is important)-Wrote Scientific Management.-Scientific management is the breaking down of jobs into smaller and smaller parts.-Bad results from small jobs boredom, injury and fatigue-Good results from small jobs increased productivity-At this time all psychologists were working in academic settings.WWI 1929 (about 50 I/O psychologists working in the U.S.)-Two separate groups of psychologists approached the military.-Selection of officers using psychological intelligence tests (Alpha and Beta units).-Psychoanalysis of recruits.-Selection tests are not totally effective (only educated people show intellige nce)-Minorities are hurt by the test (and uneducated people)-Two main groups formed1)The Scott Company formed by Walter Dill Scott and focused on selection testing.
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