Industrial/organizational Psychology

Industrial/Organizational Psychology

Industrial and organizational psychology is an area within psychology that pertains to ideas and beliefs of an organization. This area focuses in on extending the productivity of a workplace as well as relating to issues pertaining to the physical health and mental welfare of the employees of the company. Psychologists in this field carry out a broad assortment of tasks, which include learning about the attitudes of the workers, evaluate companies as well as carrying out management training.

Areas of Industrial and organizational psychology

Job analysis

The breakdown of a job is frequently depicted as the foundation of successfully selecting employees and making efforts to perform and manage ideas. An analysis includes the methodical gathering of data regarding any particular job. These methods are frequently depicted as fitting into two approaches. The first approach is oriented toward breaking down a job, includes examining the responsibilities, duties, and the competency necessary for the job (Hayduk, 1989, p. 171). Approach number two is the employee-based job analysis, which entails testing of the education, talents, capability, and other qualities which are necessary effectively out the goals of a company (Hayduk, 1989, p. 171). A variety of adjustment of job investigative systems to include aptitude models, which studies large groupings of duties connected to universal goals of the company. Investigative data is frequently accumulated through an array of methods to ensure the quality and quantity of the information. The data gained from an analysis is applied produce a job-related collection of procedures, teaching curriculum, and performance criteria.

Training and evaluations

The majority of people who are hired are not ready for the tasks necessary to carry out the work successfully. Comparable to a performance manager, an industrial and organization psychologist hire job analysts familiar with instructional design (Hayduk, 1989, p. 173). The psychologists are to produce a successful program to train the new employees of the company. The programs are likely to consist of collective evaluations at the close of the training. This is to make certain that new employees have completed the objectives of the training and may carry out the targeted tasks at suitable levels (Hayduk, 1989, p. 173). These training courses typically consist of influential evaluations to evaluate the level of influence that the trainings have as the training moves forward. These assessments maybe used to find problems within