2. It is a division in which
processing of raw materials
and manufacturing & trade of
goods take place.

3. Organization is a group
of people who work
interdependently towards
some purpose

4.  Industrial organizational psychology is the
scientific study of the work place.
 Methods of psychology are applied to
issues of critical relevance to business,
including,

5. i. Talent management,
ii. coaching,
iii. assessment,
iv. selection,
v. training,
vi. Organizational development,
vii. performance,
viii. work-life balance.

6.  Usage of psychological principles
and theories to the workplace.
OR
 Study of how people get along at
work and are able to perform
effectively”

7.  Industrial and Personnel psychology:
i. HR stuff: recruitment, job analysis,
selection, training, performance
appraisal, compensation, employment
law

8. ii. KSAOs Knowledge, Skills, Abilities and
other aspects related to job performance
 Organizational psychology:
i. Micro: motivation, leadership, teams, worker
attitudes, safety & well-being, work-family.
ii. Macro: organizational theory, culture,
organizational development & change

9.  Human factors & ergonomics:
i. Modifying equipment
ii. Environmental Changes
iii. To fit workers needs

10.  Experimental Psychology
 Social Psychology
 Sociology
 Management
 Industrial Engineering

11. I/O psychologist can be classified in two general
groups:
1. Academics:
 Professors in research- and teaching-
oriented universities and colleges. Example in
psychology, management, industrial relations,
quantitative sciences, occupational health & safety

12.  Their major activities; teaching courses, conducting
research, writing and presenting research papers,
attending conferences, mentoring students, performing
university and professional service
2. Practioners:
 HR and organizational specialists in
consulting, private, and public organizations
 Their major activities; Job analysis, diagnosis,
surveying employees, designing and administering
selection & performance appraisal systems, training,
developing psychological tests, implementing and
evaluating OD & change, data analysis

13. 8% Universities
21% 36%
Consulting Firms
7% Government
29% Private
Companies

15. Country Topics
Canada Career development, Employee
selection, job stress, leadership
England Employee selection, gender, job stress,
leadership, turnover
Germany Job Stress, motivation, training, work
environment
India Job satisfaction, job stress, motivation,
organizational level
Israel Career development, job satisfaction,
motivation, performance appraisal,
values
Japan Career development, job stress,
leadership, motivation
Scandinavi Gender, job stress, shift work,
a unemployment
United Career development, employee
States selection, leadership, performance
appraisal

16. 1991- American Disability Act passed
1970- APA adopts the name I/O Psy
1964- Civil Rights Act Passed
1941- World War II war efforts begin
1924- Hawthorne Studies begin
1921- First I O PhD awarded
Psychological Corporation Founded
1917- Mental Tests for Job Placement Developed
1913- First I O text book published
1904-The term industrial Psychology used for
the first time by W L Bryan who had
written a paper in 1899

17.  W. L. Bryan
 Stressed importance of studying “concrete activities
and functions as they appear in daily life.”
 Butnot really considered father of I/O Psych
because he was a originator, before the field was
established

18.  Frank and Lillian Gilbreth
Interested in improving productivity and
efficiency of industrial engineers.
Argued for the use of psychology in the
work lives of industrial engineers.

19.  Led to the merger of psychology with applied
interests.
 The nameless was crowned industrial
psychology in 1910.
 The “organizational” bit came in the 1970s.
Lillian Gilbreth is called the mother of
management

20.  Walter Dill Scott (American Psychologist)
 Hugo Munsterberg (German)
 Frederick Taylor (American Engineer)

21.  Firstto apply the principles of psychology to
motivation and productivity in the workplace.
 Would later become instrumental in the
application of personnel procedures within the
army during World War I.
 He boosted industrial psychology

22.  Father of industrial psychology
1. Applied psychological method to practical industrial
problems.
2. Psychology and Industrial Efficiency (1913)
 View of I/O psychology:
1. People need to fit the organization -- training!
2. Applied behavioral sciences should help organizations
to shape people to serve as replacement parts for
organizational machines. Mechanistic.

23. Principles of Scientific Management (1911)
 Management and workers should cooperatively share
responsibility for the design and conduct of work.
E.g.: Showed that workers who handle heavy iron ingots
were more productive when allowed work rests.
 Training when to work and when to rest raised
productivity from 12.5 to 47.0 tons moved per day.
 Company increase efficiency. Costs dropped from 9.2 to
3.9 cents per ton.

24.  Robert Yerkes and Walter Dill Scott:
◦ Screening recruits for mental deficiency—Army
Alpha and Beta intelligence tests developed.
◦ Classification of selected recruits into jobs
◦ Performance evaluations of officers
◦ Job Analysis
◦ soldier motivation and morale
◦ Discipline
First journal of applied psychology began in 1917

25. Robert Yerkes created the WW-I Army Alpha
and Beta intelligence tests for the war recruits.
Army Alpha: five alternate forms of the verbal
test,
Army Beta: a nonverbal test for illiterate and
non-English speaking recruits
Individual Examination: An individual verbal
examination for those who failed Beta
Administered on approximately two million men

26. The test was criticized by Gould, S. J. as
being culturally unfair;
 Many of alpha test participants were not
familiar with language
 Many were not familiar with the use of
pencil
 Questions inappropriate for recent
immigrants (e.g. question about TV
star, Tennis Player etc).

27. An example of
Army Beta Test
Picture Completion

28.  Began in 1920 for more than 10 years at the Hawthorne plant
of Western Electric Company.
 Initially designed to study the effect of working conditions on
performance such as lighting, and room temperature.
 Later studied the impact of supervisory styles, arrangement
of work groups, length of work breaks, and the length of
work day.
 Established the “Hawthorne Effect”: An effect on behavior
that is due to getting any treatment and not necessarily to the
nature of the treatment per se.

29. A concentrated effort by managers and
their advisors to become more sensitive to
the needs of employees or to treat them in
a more humanistic manner, i.e. social
factors boost worker morale.

30.  Hawthorne Studies
 Threat of Unionization
 Philosophy of Humanism
Human Relations
Movement
Philosophy of
Hawthorne Threat of
Industrial
Studies Unionization
Humanism

31. It is essential for the psychologists in the
profession to follow the Ethical Code
developed by American Psychological
Association (APA), in order prevent any
harm to the client.
The code includes both ethical principles
and statements of appropriate professional
conduct.

32. 1. Competence: A psychologist only does work that he/she is
competent to perform.
2. Integrity: Psychologists are fair and honest in their professional
dealing with others.
3. Professional and Scientific Responsibility: Psychologists
maintain high standards of professional behavior.
4. Respect for People’s Rights and Dignity: Psychologists respect
the rights of confidentiality and privacy of others.
5. Concern for Other’s Welfare: Psychologists attempt to help others
through their professional work.
6. Social Responsibility: Psychologists have a responsibility to use
their skills to benefit society.

33. QURRAT-UL-AIN SHAFIQUE
ABID
FAHEEM
HUSSAIN
MOHAMMAD MATEEN
NARESH KUMAR
TARIQ JAWAID
SHAHERYAR HUSSAIN
ZUHAIB
AVEENASH KUMAR