I/O Psychology: Functionalism, Technology, Training, and Cognitive Psychology
The purpose of this paper is to evaluate how functionalism and cognitive psychology align with Industrial/Organizational (I/O) psychology, and defend the use functionalism and cognitive psychology, schools of thought to support the research topic on the effect of technological advancements, such as avatars, holograms, and computer/web-based instruction in employee training and development. In addition this paper serves as a call to action for those in the I/O psychology field to become leaders in research and the development of theories that practical applications in the work environment.
Schools of Thought: Functionalism and Cognitive Psychology
I/O psychology in the United States is the result of shifts in the cultural trends of society from the emergence of Darwinism, paradigm transfer to functionalism, the industrial revolution, capitalism, and scientific advancement (Bingham, 1953; Katzell & Austin, 1992; Koppes & Pickren, 2007; Landy, 1997). I/O psychology studies the how and why of living organisms to adapt their mental processes and behaviors, which is a central tenet of functionalism in the work environment and functionalism with its beliefs in experimental research allows I/O psychologists to conduct mental tests, experiments, and quasi experiments on human and animal subjects; thereby, allowing industrialism and capitalism to flourish by helping organizations to secure and maintain their competitive advantage (Hergenhahn & Henley, 2014; Katzell and Austin, 1992; Koppes & Pickren, 2007; Landy, 1997). Functionalism aligns with the research paper on technological advances in the work environment as it applies to training and development of ...
... middle of paper ...
...al and Organizational Psychology, 5(2), 128-148. doi:10.1111/j.1754-9434.2012.01419.
Turnage, J. J. (1990). The challenge of new workplace technology for psychology. American Psychologist, 45(2), 171-178. doi:10.1037/0003-066X.45.2.171
Tzei, L., Su-Mae, T., & Jayothisa, C. (2013). The Effects of Peer-Like and Expert-Like Pedagogical Agents on Learners' Agent Perceptions, Task-Related Attitudes, and Learning Achievement. Journal Of Educational Technology & Society, 16(4), 275-286.
Wan, Z., Compeau, D., & Haggerty, N. (2012). The effects of self-regulated learning processes on e-learning outcomes in organizational settings. Journal of Management Information Systems, 29(1), 307-339. doi:10.2753/MIS0742-1222290109
Wankel, C. (2009). Management education using social media. Organization Management Journal (Palgrave Macmillan Ltd.), 6(4), 251-262. doi:10.1057/omj.2009.34
Aamodt, M.G. (2010). Industrial / Organizational Psychology: An Applied Approach. Belmont, CA: Wadsworth Cengage Learning
The origins of Industrial/Organizational Psychology (I/O) can be traced back to 1921 with the formation of the Association of Consulting Psychologist (ACP), a branch off from the American Psychological Association (APA). In 1945 I/O psychology was formally recognized as Division 14 underneath the APA. (Koppes, 1996). Although, founded a little over a half century ago the discipline is still relatively new compared to other disciplines within the APA. The articles to be discussed cover the origination issues of licensure as well as appropriation of licensure for I/O psychologists. The lack of consistency as well as appropriate and adequate requirements for obtaining a professional license as an I/O psychologist has resulted in many ramifications that ultimately threaten the profession.
Weiten, W., Lloyd, Margaret A., Dunn, Dana S., Yost-Hammer, Elizabeth. (2009). Psychology Applied to Modern Life; Adjustment in the 21st Century. (9th ed). Belmont, CA: Wadsworth Cengage Learning.
The study of psychology began as a theoretical subject a branch of ancient philosophy, and later as a part of biological sciences and physiology. However, over the years, it has grown into a rigorous science and a separate discipline, with its own sets of guidance and experimental techniques. This paper aims to study the various stages that the science of psychology passed through to reach its contemporary status, and their effects on its development. It begins with an overview of the historical and philosophical basis of psychology, discusses the development of the various schools of thought, and highlights their effects on contemporary personal and professional decision-making.
The Social Psychology Network (SNL) is a professional organization with a large number of members. The organization is found online through a website. The purpose of the (SNL) is research, educate, and the promote psychology (Social Psychology Network, 2016). In this essay I will discuss the theoretical perspectives of social psychology with information obtained from the website. I will look at and discuss psychologist’s studies as they relate to each subject.
Watson, J. B. (1994). Psychology as the behaviourist views it. The Centennial Issue of the
Lloyd, Margaret A., Dana S. Dunn, and Elizabeth Y. Hammer. Psychology Applied to Modern Life: Adjustment in the 21st Century. By Wayne Weiten. 9th ed. Australia: Wadsworth Cengage Learning, 2009. 75-137. Print.
Although Piaget and his famed clinical method started within the realm of cognitive psychology, in the 1920’s, Piaget became a prime influence toward the beginning of organizational psychology. In the United States during the industrial revolution, there was a series of experiments with about 20,000 workers at Western Electric Company in Hawthorne, Illinois. A company who was already known for caring about the welfare of their employees wanted to run a trial of two sets of offices: one room as the control group, and the other to run experiments. The goal of the experiments was to see how the illumination of the light fixtures would increase or reduce work productivity. What made the research so interesting was that no matter how the lights
Conte, J., Landy, F. (2010). Work in the 21 Century: An introduction to industrial and organizational psychology (3rd ed). USA: Wiley and Blackwell Publishings
Levy, Paul E. Industrial Organizational Psychology. New York: Worth, 2013. Print. The. Laird, Dugan, Sharon S. Naquin, and Elwood F. Holton.
middle of paper ... ... Cherry, Kendra. What Is Industrial Organizational Psychology? About.com - Psychology. About.com, 13 Feb. 2014.
Neuropsychology, includes the following job practices: administering neurological tests, assessing if the patient has a neurological problem, treating patients that have had traumatic brain injuries or illnesses such as alzheimer’s and parkinson’s disease, administering cognitive functioning tests, testifying in the court of law, consulting with companies in order to further develop medicine for neurological disorder treatments, and conduction of research. In industrial psychology psychologists apply theories and research through principles in order to improve the workplace such as: increasing productivity, management, work ethic,and aid companies in order to focus on problems by instructing employees, cultivate performance evaluation criteria and gauge market strategies. Specialists in this field must have knowledge of ethical considerations, administrative regulations and case law relating to workplace
The career of business psychology is more vast than what meets the eye. There are a lot of jobs and career fields that a person who is already in business psychology could fall into. For example, a business psychologist could work with advertising and/or marketing. Understanding psychology will improve the effectiveness of an advertisement, not to mention with the business savvy knowledge, it can be marketed fast and efficiently. Another example of the opportunities business psychology brings is a human resource specialist. With all the recruiting, screening, interviewing and hiring of employees, all the experience and information gained from business psychology can really narrow down who the best people are for the job. These, among many others, are all the opportunities business psychology can be a career worth working toward. However, even though this field has many opportunities and beneficial aspects to it, there has been a voice against psychology. A big reason psychology has not always held a g...
To remain competitive and employable in the twenty-first century workplace, society today must conform to the changing demands. Technology is one of the principal driving forces of the future; it is transforming our lives and shaping our future at rates unprecedented in history, with profound implications, which we cannot even begin to see or understand.