Summary Industrial Psychology 114 notes and summaries
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Cours
Industrial Psychology 114
Établissement
Stellenbosch University (SUN)
Book
The Psychology of Work and Organizations
Industrial Psychology 114 notes and summaries that include all 8 themes, the textbook The Psychology of Work and Organisation and lecture PowerPoint slides
Samenvatting Inleiding tot Bedrijfspsychologie (The Psychology of Work and Organizations)
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Stellenbosch University (SUN)
Industrial Psychology 114
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1
,Psychology – scientific study of human behavior and all mental processes that
underpin it. Done through scientific enquiry.
Industrial psychology – scientific study of human behavior in the workplace through
the use psychology theory and methodology for the purpose of ensuring optimal
organizational performance.
IMPORTANCE OF Industrial psychology in organisations
- Organizations transform scarce production factors into goods and services.
- To be sustainable this must be done in profitable manner.
- Attempts to influence human behavior to improve work performance.
- People play important role in this [as production factor, labor and by acting as
entrepreneurs].
- Enhancing the behavior and functioning of people / groups to assist people
pursuing meaningful and enriching work.
Knowledge of IP is relevant for following careers
- Registered Industrial Psychologist working as internal / external consultant.
- Human Resources Specialist.
- General Manager.
- Scientist / Researchers.
ORGANIZATIONAL PSYCHOLOGY
Deals w. organization as a system involving individuals and groups, and structure and
dynamics of the organization.
Aim: facilitate worker adjustment, satisfaction and productivity as well as organization
efficiency.
Main focus activities:
- Leadership and motivation.
- Organizational climate, culture and trust.
- Organizational change and transformation.
PERSONNEL PSYCHOLOGY
Focuses on scientific study and application of individual differences in workplace. Main
focus activities;
- Assessment and appraisal of employees.
- Selection, placement and promotion of employees.
- Training and development.
- Reward systems.
- Construction and validation of assessment processes and instruments etc.
CAREER PSYCHOLOGY
Focus is on issues to do w. nature of work, career development, nature of employment
[and unemployment] and any other career related issues at work.
Special interest is on factors influencing individuals in their careers.
2
,CONSUMER PSYCHOLOGY
Also referred to as “economic” and “market” psychology.
Concerned w. understanding, explaining and predicting the psychological aspects and
behavior of consumers / buyers.
Focus is on needs, values, beliefs, attitudes, interests and other personal attributes
that facilitate decision-making and motivation in buyers are they search for, purchase,
use and evaluate goods and services.
ERGONOMICS
Also referred to as “engineering and human factors psychology”.
Focus on optimal fit and interaction btwn. characteristics of employees [human factors]
and work-environment [technical, social and physical].
Through designing work, equipment and workplace w. consideration of human factors.
Generally, the field also informs the design of homes, buildings and various forms of
transport.
EMPLOYMENT RELATIONS
Also known as Labor Relations or Industrial Relations.
Deals w. dynamics, communication processes and conflict resolution issues
principally among three parties:
- Employees [as individuals and / or as a group].
- Employers [management and organizations / industries].
- Government [directly / through legal mechanisms].
RESEARCH METHOLOGY
I-O research is scientific in nature.
Basic / applied research. Research contribution considered a major part of any I-O.
Psychology academics and professionals in SA.
PSYCHOLOGICAL ASSESSMENT / PSYCHOMETRICS
Acts as support discipline for the various applied sub-fields. Defined as:
- Development and utilization of various types of assessment instruments
- To measure attributes and behaviors of employees
- In various work applications [e.g. selection and development].
Key aspects:
- Validity and reliability.
- Measurement bias and fairness.
EMPLOYEE AND ORGANISATIONAL WELL-BEING
Deals w. issues like:
- Work stress and conflict.
- Positive and disruptive employee and organizational behavior.
- Work dysfunction.
- Employee counselling.
Draws mainly from other fields [e.g. health psychology, abnormal psychology, clinical
psychology and consulting psychology].
3
, HUMAN RESOURCES MANAGEMENT
Entails the running and management of employees [human resources]. Main activities:
- Acquiring.
- Training.
- Appraising.
- Motivating.
- Rewarding.
- Discipling employees.
- Providing and ensuring a safe, ethical and fair working environment for
employees.
Shift from administrative to strategic role.
DIFFERENCE BETWEEN I-O PSYCHOLOGY AND HRM
- HRM more about application / management of personnel, business and
administrative processes.
- I-O psychologist is expert in human behavior and related influencing processes
that inform HRM processes.
- Different training and accreditation requirements.
- Both critically important and complementary.
PERSONAL TRAINING, REGISTRATION AND PRACTICE ISSUES IN SA
Training governed by various bodies in SA:
- Academic I-O psychology departments at universities.
- Society for industrial organization psychology of SA [SIOPSA].
- Professional board for psychology [PBP], as subsection of HPCSA.
Health professions council of South Africa [HPCSA] is statutory body for all health
professions in SA.
- PBP carters for issues to do w. training, practice and conduct of psychologists.
All professional psychologists, psychometrists and counsellors must register w.
PBP.
PRACTICE FRAMEWORK: REGISTRATION CATEGORIES
Practice framework at HPCSA:
- Psychologist.
- Psychometrist.
- Counsellor.
- Intern psychologist.
- Student psychologist.
Minimum qualifications for registration are as follows:
- Honours and approved 6 months practicum and success in board entrance
examination qualifies for registration as:
o Psychometrist.
o Counsellor.
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