What is Application on psychology to industrial relations?

Answer 1

Industrial-Organizational (called I-O) Psychologists recognize the interdependence of individuals, organizations, and society, and they recognize the impact of factors such as increasing government influences, growing consumer awareness, skill shortages, and the changing nature of the workforce. I-O Psychologists facilitate responses to issues and problems involving people at work by serving as advisors and catalysts for business, industry, labor, public, academic, community, and health organizations.

They are:

• Scientists who derive principles of individual, group, and organizational behavior through research;
• Consultants and staff psychologists who develop scientific knowledge and apply it to the solution of problems at work; and
• Teachers who train in the research and application of Industrial-Organizational Psychology.

I-0 PSYCHOLOGISTS AS SCIENTISTS AND PROFESSIONALSScientific aspects of I-O Psychology include both applied and basic science.

• Applied aspects are oriented around scientific solutions to human problems at work.
• Basic aspects are quite variable, following the investigator's interests. Examples include research on methods of behavioral measurement, communication, motivation, social interaction, and leadership. Professional aspects of I-O Psychology include personnel research, training and development, psychological testing research, counseling and consulting, advising management, setting personnel policy, human resource planning, organizational development and analysis, and other human resource functions.

I-0 PSYCHOLOGISTS WORK WITH ORGANIZATIONS IN THE AREAS OF:Selection and Placement

• Developing assessment tools for selection, placement, classification, and promotion of employees
• Validating test instruments
• Analyzing job content
• Developing and implementing selection programs
• Optimizing placement of personnel
• Identifying management potential

Training and Development

• Identifying training and development needs
• Formulating and implementing technical training and management development programs
• Evaluating the effectiveness of training and development programs relative to productivity and satisfaction
• Planning careers

Organizational Development

• Analyzing organizational structure
• Maximizing the satisfaction and the effectiveness of individuals and work groups
• Facilitating organizational change

Performance Measurement

• Developing criteria
• Measuring utility
• Evaluating organizational effectiveness

Quality of Worklife

• Enhancing the productive outputs of individuals
• Identifying factors associated with job satisfaction
• Redesigning jobs to make them more meaningful

Consumer Psychology

• Assessing consumer preferences
• Identifying consumer reactions to new products
• Developing market segmentation strategies

Engineering Psychology

• Designing work environments
• Optimizing person-machine effectiveness
• Developing systems technologies

JOB TITLES OF I-0 PSYCHOLOGISTS INCLUDE:

Staffmember, Manager, Director, Vice President of:

Personnel, Human Resources, Organizational Planning, Personnel Development, Organizational Development, Management Development, Personnel Research, Employee Relations, Training, Affirmative Action

Assistant, Associate, Full Professor of: Psychology, Management, Organizational Behavior, Industrial Relations

Management Consultant

Behavioral Scientist

WORKING WITH INDUSTRIAL ORGANIZATIONAL PSYCHOLOGISTSTYPICAL APPROACH OF CONSULTING I-0 PSYCHOLOGISTS

I-O Psychologists will want to have their own look at the situation, usually on the premises of the organization. Their diagnosis may include a redefinition of the problem.

Their preliminary inquiries should enable them to estimate the time the project will take on their part and on the part of the organization' s staff, after which they will present an estimate of the cost.

They should discuss the steps they plan to take, what organizational resources they may have to use, and the outline of methods and procedures to be employed.

They should check over the results of their program and plan the organization's follow-up procedures as well.

Qualified psychologists avoid making extravagant promises of overnight miracles or short-cut cures. They are more likely to underestimate outcomes than to guarantee results.

EVALUATING A PSYCHOLOGIST'S EXPERIENCE

To help in the selection of a psychologist, review his or her professional services or research projects performed.

When were they performed?

Are the references appropriate, reputable, discriminating? Has the psychologist in fact conducted the research projects, or did other members of the psychologist's firm complete them?

SUPPORT I-0 PSYCHOLOGISTS WILL NEED FROM THE ORGANIZATION

Whether as consultants or staff members, I-O psychologists will need a realistic budget, supporting personnel, and cooperation from the organization.

Less obvious are certain organizational conditions for the effective practice of psychology. I-O psychologists will operate best in an organizational setting that:

• has broad and realistic expectations for the role of psychology;
• situates psychologists where they have effective communications with key executives;
• enables psychologists to report to an organizationally effective manager, one who is open to contributions from the application of psychology; and
• recognizes staff members' professional obligations, such as publication and participation in professional activities.

CREDENTIALS

Most qualified Industrial-Organizational Psychologists in the U.S. are members of the American Psychological Association (APA) or the American Psychological Society (APS). Over 2,000 are associated with the Society for Industrial and Organizational Psychology, a division of APA and an organizational affiliate of APS, as Associates, Members, Fellows, or Student or Foreign Affiliates. To become a Fellow in the Society, the psychologist must have made unusual and outstanding contributions to the field in the judgment of his or her colleagues.

Some I-O Psychologists also have a Diploma from the American Board of Professional Psychology, a non-statutory credentialing organization. A Diplomate in I-O Psychology has had at least five years of relevant experience and has passed examinations developed by senior members of the profession. Most states require certification or licensing of anyone using the title "psychologist." Information on licensing is available from the state department of registration and licensing or the state psychological association.

Answer 2

The application of psychology to industrial relations involves using psychological principles to understand and improve workplace dynamics, communication, conflict resolution, and employee behavior within organizations. This can include areas such as employee motivation, job satisfaction, leadership styles, team dynamics, and organizational culture. Psychology can also be used to design training programs, assess job performance, and manage stress and well-being in the workplace.