In today’s society jobs are very important to any community .Jobs are necessary to obtain a society and for people to prosper and advance in society .When we look at Industrial organizational psychology to a specific job we muse analysis a specific job in a particular work organization. First, we must understand the meaning of industrial/organizational psychology In the book ). Handbook of industrial, work and organizational psychology, author: Anderson, describes I-O psychology as a study that focuses on the indivuail and groups at work..the report studies the attitudes ,thoughts and actions ,of the employees .Invest aging companies .when someone thinks of industrial organizational psychology there are two components to this there is the industrial side to this that ma job performance . Secondly, we must look at the organizational soda of psychology, which deals with the individuals instead of a group, it shows how an organization can affect a person working there .The organization is measured by the structures social norms and management style that would influence people working in a certain company. After reviewing these factors this paper will explain how work organization and industrial psychology help structure a company and how it can improve one. For someone to understand the impact that industrial/organizational psychology has on a job, the job that we will analysis is an ordinary teaching position in Mecklenburg school system. We must identify explain the job description .the responsibilities that the teacher has is to prepare lesson plans, within the required curriculum objectives. The teacher must help the children develop social skills, problem saving skills, and must create actives that are in line with the ... ... middle of paper ... ...ts .The interview is a way the employer can meet the candidate and get to know them beyond their resume .The interview is 30 mines give or take. The candidate will be questions on their poor jobs and what can they contribute to this job. =If a candidate is considered for hire, they must attend training .Training is a way the employer can show and train the candidate to understand the task that they do, and learn the role that he or she will be expected to do .Training last for 2 weeks, then the teacher assistant is placed in a class and monitored month .the evolution process .this allows the employer to correct the employee and effort the employee to know what they improved on. The teacher assistant will be monitored by the other teacher that is head of the class .This done because the other teacher is always there and able to critic the teacher assistant more.
The intentions of this paper are first to establish a personal statement for the Carney Sandoe institute: a Global Faculty Recruitment, Leadership Search and Strategic Consulting Service for Independent and Like-Kind Schools. With over 35 years of experience, Carney Sandoe is a leader in Independent School recruiting. My personal statement both markets me to Independent schools as well as reveals my stance on educational psychology. The rest of this paper will extrapolate my educational psychology stance by first identifying the context in which I will be an educator and then defining my developed understanding of the role of teacher and learner.
Aamodt, M.G. (2010). Industrial / Organizational Psychology: An Applied Approach. Belmont, CA: Wadsworth Cengage Learning
Currently, human beings are thinking more on the line of they need work in order to make a living. For that reason, work has become meaningless, disagreeable, and unnatural. Many view work as a way to obtain money and not a meaningful human activity that one does for themselves. The author states that there are two reactions of the alienated and profoundly unsatisfactory character of the modern industrial work. One being the ideal of complete laziness and the other, hostility towards work. Fromm believes the reason why people have animosity regarding work is due to their unconscious mind. Subconsciously, a person has “a deep-seated, hostility towards work and all that is connected to it” says Fromm. I believe what Fromm is saying to be true, after all I witness it everyday. Millions of people each day goes to a work which they are dissatisfied with and that can negatively impact their attitude
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.
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
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.
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...
According to Aamodt, industrial-organizational psychology is a “branch of psychology that applies the principles of psychology to the workplace…to explain and enhance the effectiveness of human behavior and cognition” (Aamodt, 2007). Researchers are working with humans and evaluating each of them regarding what it is like being on the job and how they deal with the new changes of technology. The aspect of industrial-organizational psychology advises individuals to leave their current job and search for a new one due to technological advancement—if technology can do the work more prudently and faster than humans, there is no need to employ them or give a raise. This expresses the “Going Green” movement because Industrial Organizational Psychologists address how technology has an impact on one’s current job. Technology not only does the work for employees but it puts them at greater risk of losing their jobs or having a lowered income. “Going Green” involves the technological advancement in saving energy (i.e. solar panels, dryers), saving money (i.e. less paper, fewer workers) and saving natural resources (i.e. machines operating on making coal, oil, copper). However, the main negative effect of the “Going Green” movement has on human beings is job
By conducting the Hawthorne studies, various assumptions were discovered. A person's work behaviour is not easily determined as a cause and effect relationship; however it is determined by a complex set of attributes. Informal groups that were present in the organisation form a social structure which was preserved through job related symbols of prestige and power. Change in the organisation can be avoided by being more aware of the employees' sentiments and their participation. The findings of the experiments led to the discovery that the workplace is a close knit social system and not just a production system.
The distinctions between industrial psychology and organizational psychology are not always clear. Thus, the two areas are often referred to jointly as industrial/organizational psychology, or I/O psychology. I/O psychologists work for businesses, consulting firms, government departments, and colleges and universities.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
Structural theories try to describe characteristics of both the person and the work place. A systematic examination of these characteristics is undertaken to help individual’s “match” their characteristics to the most suitable environment. The following structural theories are discussed briefly:
Most people find that going to a job interview can be one of the most stressful events in a person’s life. For some, a job interview is vital to one’s future, therefore the outcome of the interview can be of great importance to that person’s life. However, with a few helpful steps, a job interview can be quite simple. In order to succeed at a job interview you need to: conduct research on the employer and the job opportunity, review common interview questions and prepare responses, dress for success, arrive on time for the interview and be prepared, ask questions, make good first impressions, and thank your interviewer(s) in person and by email or postal mail.