Abstract

This paper examines recent changes in the field of Industrial Organization Psychology (I/O) practices. Particular reference as to why such practices have increased in importance in the workplace and the benefits that can be derived. The context of the historical background and evolution of this approach is examined, together with the scientific approaches that are used.

INTRODUCTION

Industrial Organizational Psychology may be considered as a branch of the science of Psychology. The field examines the physical and mental well-being of employees in the workplace. The main focus is geared towards looking at employee’s attitudes and behaviours at work and the evaluation of company leadership and training profiles. This has become of increasing importance to modern business as they strive towards the maintenance of a happy and contended workforce and the provision of a good environmental workplace. One of the best examples being the innovative ideas placed behind the Corporate Head Office of Google and how they made it a fun environment to work and stimulated the creative and innovative side of their employees whilst creating a relaxing informal work environment. It is well known that a happy and contented workforce is more creative, innovative and productive. Some key I-O Psychologists have included that of Hugo Munsterberg, F.W. Taylor, Robert Yerks, Jane McKean Cattell, Elton Mayo and Kurt Lewin. (Cherry, 2010).

HISTORICAL BACKGROUND

Much of the advances in this branch of psychology emerged after the end of World War 1 with the need to assign troops to new duty stations. As such it was necessary to assess the performance potential of the men after being exposed to the traumas in the trenches. The work gained further prominence after World War 2 with the psychologists Kurt Lewin and Mazafa Sherit. There were earlier developments dating back to 1883 when F.W.Taylor developed his scientific management philosophy and the publication in 1903 by Walter Dill Scott informing business leaders about the applicability of psychology to advertising. In 1911 Hugo Munsterberg, nicknamed “the father of industrial psychology” (McCarthy, 2002).

FOUNDATION ELEMENTS

People work in order to obtain a sense of identity and status. In this manner they contribute to building individual self-esteem and the ability to fulfil a meaningful life. In addition there is also the satisfaction of the social need to the belonging of a group and being accepted for your contribution. This also provides the opportunity to bond and form friendships; the avoidance of being lonely. Maslow understood this when developing his ‘Hierarchy of Needs’.

Work can also be harmful to us by introducing levels of stress, bringing anger and discontent from the workplace to the family home and equally being exposed to a dangerous work environment or environmentally unfriendly work environment e.g. An Electro Plating Works, Machine Shop etc. Modern day industrial psychologists are playing an important role in helping to define work/life balance. The concept however “serves two masters, the organization and the individual” (Leon, 2005). Industrial Psychologists conduct a great deal of empirical research based upon the observations and movements of individuals. They focus upon patterns of overt behaviour and study. Looking at factors of causation that include such items as motivation, emotions, thoughts and feelings… The psychologists do not interfere with the work environment but rather sit and observe the behavioural responses of the people at work. “Social psychologists use correlational research to look for relationships between variables. Conducting surveys, directly observing behaviours, or compiling research from earlier studies” (Cherry, Research Methods in Social Psychology, 2010)