-Prabhjot

Kaur

LECTURE PLAN Lecture 1: Introduction of Industrial Psychology Definitions of Industrial Psychology Lecture 2: Key pillars of Industrial Psychology Major Fields and Role of Industrial Psychology

Lecture 3:
Aims or Objectives of Industrial Psychology Scope of Industrial Psychology Lecture 4: Applications of Industrial Psychology Problems of Industrial Psychology

Lecture 5: Major Influences on Industrial Psychology Lecture 6: Scientific Management Approach or Theory

OBJECTIVES of Lecture 1 To explain the need of the paper i.e. Industrial Psychology To describe why it is being taught in Technical field (B. Tech) To give introduction of the subject

To tell the relevance of Management subject

OBJECTIVES of Lecture 3 To explain the aims or objectives of Industrial Psychology To describe the work of Industrial Psychologists To tell the scope of Industrial Psychology

OBJECTIVES of Lecture 6 To explain the Scientific Management Approach in detail

OBJECTIVES of Lecture 5 To explain the Major Influences on Industrial Psychology

OBJECTIVES of Lecture 4 To explain the applications of Industrial Psychology To describe the problems of Industrial Psychology

OBJECTIVES of Lecture 2 To explain the basis or foundations Industrial Psychology To describe the four key pillars of Industrial Psychology To tell the role of Industrial Psychology

To explain the major fields of Industrial Psychology

Contents 1) Introduction 2) Definitions - Blum

- Thomas W. Harrell - C.S. Myres - Tiffin and McCormick - Guion

Contents 1) Key Pillars

Individual Differences Causation of Behaviour - Whole Person - Human Dignity

2) Major fields
Personnel Psychology - Organisational Psychology Human Engineering or Ergonomics or Human factors -

Contents 1) Aim 2) Scope

- Individual Differences Employee Attitude and Morale - Employee - Human Engineering - Human Relations - Industrial Safety

Contents Applications
- Employment Testing - Designing Training and Development Programmes - Vocational Guidance and Counselling

Contents

Major Influences
- Administrative or Classical Approach
- Scientific Management Approach - Human Relations Approach - Behavioural Science Approach

Contents Scientific Management Approach or Theory

Introduction
Industrial and organizational psychology (also known as I/O psychology or work psychology) is the scientific study of employees, workplaces, and organizations. Industrial and organizational

psychologists contribute to an organization's success by improving the workplace and the performance, satisfaction and well-being of its people. An I/O psychologist researches and identifies how employee behaviors and attitudes can be improved through hiring practices, training programs, and feedback and management system. I/O psychologists also help organizations transition among periods of change and development. Industrial and organizational psychology is related to the concepts of organizational behavior and human capital.

Definitions
According to C.S. Myres, The aim of industrial psychology is primarily not to obtain greater production or output but to give the worker greater ease at his work. According to Thomas W. Harrell, Industrial psychology may be defined as the study of people as individuals and in groups and of the relationship between individual and group. Industrial psychology is simply the application or extension of psychology facts and principles to the problem concerning human beings operating within the context of business and industry, says Blum and Naylor. According to Tiffin and McCormick, 'Industrial psychology is concerned with the study of human behaviour in those aspects of life that are related to production, distribution and use of goods and services of our civilization. The scientific study of the relationship between man and the world at work: The study of adjustment people make to the place they go, the people they meet and the things they do in the process of making a living, says Guion.

Key Pillars
1) Individual Differences Individual differences both in physical
and psychological characteristics of the individuals from the very basis of industrial psychology.

2) Causation of behaviour The first principle of psychology is

that all the activities of human beings are not random but are always brought about by some stimulating factors or conditions that make a person to behave in a certain fashion.

3) Whole person 4) Human Dignity

Aims

Major fields
Personnel Psychology
involves looking at how to best match individuals to specific job roles. This segment of I/O psychology is also sometimes referred to as personnel psychology. People who work in this area might assess employee characteristics and then match these individuals to jobs in which they are likely to perform well. Other functions that fall on the industrial side of I/O psychology include training employees, developing job performance standards, and measuring job performance.

Organisational Psychology

The organizational side of psychology is more focused on understanding how organizations affect individual behavior. Organizational - Recruitment at factory gate structures, social norms, management styles, and role expectations are all factors that can influence how people behavior within an organization. By understanding such factors, I/O psychologists hope to improve individual performance and health while at the same time benefiting the organization as a whole.

External Sources

- Human Engineering / Ergonomics

It studies the varied methods of performing manual operations for the better utilization and the least waste of effort through human engineering.

Scope

Applications

Major Influences
1) Administrative Theory focused on structural factors, that are: clear division of labor, a chain of command, and communication between the chains (example: Henri Fayols remarkable book Administration industrielle- This was the first very influential management book by Henri Fayol in 1916). 2) Scientific Management Theory This theory was supported by mechanical engineer Frederick Taylor who brought up scientific management which was concerned with putting into practice a specific theory of management that its proponents accepted as valid 3) Human Relations Theory Human relations movement emphasized psychological and social aspects of the organization rather than the structural or mechanistic as classical theory did. 4) Behavioral Theory