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Organisational Psychology Notes
23/07/24
Psychology applied to work = Study of mental and
behavioural processes applied to people at work in orgs
Industrial and organization psych as an applied division of
psych is both an academic and applied field concerned w

Staff psychs develop scientific knowledge and apply it to

solutions at work.

What do I/O psychs facilitate in orgs?

-treating ppl fairly (diverse backgrounds)

- making jobs more interesting/ satisfying (motivation, designing satisfying

jobs)

- helping ppl be more productive (design work patterns to enhance

efficiency, skill training, help meet challenges of competition

¬ Mergers sometimes fail bc of diverse cultures not numbers

due to being unable to work together.
¬ I/O psych is varied: specialisation in ppl, process, or
organizationally focused areas.
¬ transformative work task ->to make work fair, engaging and
productive
¬
29/07/24

Shovelling coal
Taylorism- taylor’s methods led to charges for inhumanely exploiting
workers for higher wages, less workers needed therefore more
unemployment (unemployment high at this time. But his intention was to
make them ‘happier’
Applied to making cars

Taylor was not a psychologist

¬Lillian Gilbreth (1878-1972), ‘first woman to have it all’. Focused on human
motion/welfare, broke down jobs to most basic elements, called the motions
‘therbligs’. The shelves in the fridge were her ideas.
¬Hugo Munsterberg (1863-1916). Havard Psych prof. employee testing and
validation, equip. design, pysch & industrial efficiency. Told managers to
concerned w stress and fatigues, etc. Aimed to sketch…
¬Robert Yerkes (1917-1918 WW1) pushed for recognition
¬Walter Dill Scott (1869-1955).
¬James Cattell established psychological corporations

30/07/24
Flawed study/research: Hawthorne effect that
I-O divide:
Industrial focuses more on idv diff.
Ways to improve, evaluate, and predict employee performance. What the person
brings to the job. Capitalise on idc diff to predict performance
Organisational comprised of topics related to idv w/I a context
Tends to focus on how orgs affect idv. what job the person does
31/07/24

SA follows global trend of Taylorism

 .
IP in SA key events
 1943: 1st IP course at uni
 1946: National Institute for Personnel Research (under Simon
Biesheuvel) est.
 1957: Mr Steyn obtains a D. Com on IP topic (stellies) -1st PHD in IOP in
SA
 1960: Ip starts to move from Psych departments to eco and
management Science Departments at Afrikaans unis
 1963: first department of IP
 1969: 1st IP HoD, human Science Research Council est.
 1970: HRM starts to crowd IP in Afrikaans unis, Ip cont. but career
oriented way
Early context of IOP in SA
 Historical divide btw “afrikaans” (“I”) and “English”
 Preference for “Industrial” oriented research
 Focus on “science” not “context”
 Lack of philosophical reasoning
 Excessive orientation twds EuroAmerican theories
 Managerialist, reactive and collaborative orientation
 Most research by small group of w male academics little research by
practitioners
Fragmented vision: Selections from JIP
 Kriek, Schreuder and Moalusi

 Sensitivity to SA context
 To develop truly indigenous IOP

Questions to be asked
What is Industrial Psychology?
Diff. btw IP and human R management?
HR IO divide
Read van zyl et al. (2016) pg8
hR is operations focused
o

IOP more focus on developing ppl

Read Coetzee & Botha (2021) pg7-13
Section B
07/08/24
Generational cohort
 Org psych is an applied field of psych focusing on emp in
workplace. Psych principles and research applied to
improve work environment, influence employees as well.

What is industrial revolution?
A significant period, where inventions, tech, and discoveries
changed the status quo.

Key advancements in the 1st, 2nd and 3rd

Dates are estimated -> 1st industrial revolution in 17-1800s
 Was deemed mechanical era/ era of mechanisation
 Intro of machinery
For example, a spinning jenny (cotton spinning machine “spinning
Jenny”), the steam train c was 3x faster, telegraph
 Factories operating coal
2nd industrial revolution
 Intro of mass production (like Ford)
1908 ford manufactures 11 vehicles, 1916 500,000, 1961
15mill cars per year
 Oil started being used as fuel source
Alexander Graham Bell invented a telephone
 Job creation such as the ‘middle class’
3rd industrial revolution
 Watch; the imitation game and hidden figures
 Computors invented, robots, energy sources and transport
 1950-2000
12/08/24

Core reading examinable

4th industrial revolution (2000s/2016)
6 advancements to ‘’help the population’’
Mobile supercomputing -> like phones now compared to pagers (greys
anatomy)
Intelligent robots
3D printing
Self-driving cars
Neurotechnilogical brain implants -> previously paralysed ppl put the device in
their brain and they start to move because it replaces broken nerves
Genetic editing -> can change baby’s hair or eye colour

What are the benefits?

Customer expectations
Product enhancement
Collaborative innovation -> you can use yor pick and pay card at BP
Organisation forms -> the structure is getting flatter
Continuous change- increased productivity
Information worker -> talent worker

Lecture 13/08/24

Industry 5.0
Group 1: Argues tech is most important component of workplace in industry 5.0
Group 2: argues human values and skills are most important component

Diff btn 4th and 5th IR

 4th IR is focused on smart tech, automation and Ai
 5th IR aims to emphasise collaboration btn human and AI, robots, etc.
  Some say 5th IR will focus human
Dates? There is an estimation on when the 5 th IR will start or started.
>some ppl w disabilities can now do work that they weren’t able to do before
because of Ai or robots. Some robots don’t do all the work in manufacturing, ppl
are still
need to do certain things down the production line or just simply pressing a
button too.

Trends
Brain computer interfaces
advantages of tech
 Job transformation
 Greater innovation
 Enhanced productivity:
1. faster than humans
2. constant monitoring, can identify when maintenance or repairs needed
 Improved work conditions
Ethical consideration
 Job displacement- job loss and need for retraining and upskillling
 Privacy and security-safeguard personal data
 Human dignity- trying not to dehumanise the workplace

lecture 14/08/24

specific changes/factors of 4th IR affecting the WOW from an IOP

exam Q 2 factors affecting WOW(world of work + different industrial revolutions

Globalisation
 Increased connectedness and interdependence of glob markets and eco
 Benefits:
Expansion into new markets
Quality is key
excellence in th norm
Increased sales and manu
International teamworking
Headhunting at a global scale
Access to more competitors but still need to have the best products.
More opportunities for staff to be innovatives
Orgs can have a union. Will unions be a thing in the next decade? What will that mean for
exploitation and right in the future? Some things in the UK may not apply to you bc you
are not a UK citizen so what does that mean for you?
 Dissolution of unity in work
 Changing jobs and careers
  Increased complexity of work
 A focus on personal initiative an adaptability

Lecture 19/08/24

Flexible working conditions now

Benefits
 Staff can work from home
 Saves employees money, no need to buy fuel. For org fewer work offices needed
Challenges
 Needs to be an increase of trust, monitoring staff is now harder. Reduces
supervison
 How do you ctrl for unethical behaviour/misconduct? How to prove misconduct
 Will errors increase w/o supervision
 Coordinating joint projects willm tak some getting used to and a different styke of
working
 Home also has distractions
 Loneliness(loss of relationships), well-being, work-life balance concerns (always
on)
Changing careers and jobs concepts
Jobs will change and some will become automated(checkers, mcdonalds)
Benefits
 opens opportunities to grow and develop
 Increased opportunities for entrepreneurs

Challenges
 Job loss vs opportunity debate(supply and demand)
SA is faced w skills shortages and unemployment
There is also continued popu growth and ltd growth emp
 Companies may need to increase labour costs ro attract and retain talent and
think about
Increase in automation may not wrk sab c there are many ppl who cant already
read their own language
 Given uncertainty of market -may mean less permanent work-more contracts
 If humans are made redundant- it means retrenchments
Increased complexity
o Fast rate of change in a system
o No more Taylorism (no one role, no complex skills required)

Benefits
o Work can be more stimulating
Disadvantages
o Jobs can be more demanding0 emp wellness
o Again, issue of job opportunities- linked to sa’s skills shortage

Personal initiative and adaptability

What sets one apart? Knowledge workers (analytical and innovative thinkers needed)
9 most needed skills in SA
1) Critical thinking and analysis
2) Troubleshooting and user experience docused (handle pressure)
3) Leadership and soc influence (good interpersonal skills)
4) Complex problem solving
5) Systems analysis and evaluation
6) Creaticity, originality and initiative
7) Tech use, monitoring and ctrling (proactive)
8) Quality ctrl and safety
9) Persuasion and negotiation (challengers of status quo

Personal in itiative and adaptability

Bef

LECTURE 20/08/24

SUSTAINABILITY

Cultural diversity
 Demographic trends will continue to diversify (gender, race, age, generational
cohorts
 Diversity must be emerged
 Disadvantages
Need of sensitivity training for emp and managers
Need to eliminate prejudice and animosities, need to recognise privilege

*find your own future focus areas for iop for assignment

VUCA
 Volatality-constant change
 Uncertainty- don’t when and how long shange is what its is
 Complexity-complex env, diff departmants and effects
 Ambiguity- can have a sense of where were going but not so clear

1. Change Manager
Have to embrace change
Managing internal change: Diagnose problem/need, develop change strategies,
communicate change, train and develop, support leaders, manage issues that
arise(including resistance), monitor and evaluate change effectiveness
 2. Recruitment and selection strategies
To have optimal identification of talent- we need to understand
Need a business strategy
Attract and grow talent in org, retain people by engaging

3. Training and development

Prioritising leadership: leadership development is key, not only to lead change but
also in terms of strategic planning
‘healthy leadership’ – leaders must create cond to promote lifelong learning
-training also required for career progression, prepare emp for tech workplaces
Ppl in south Africa are failing to work due to lack of experience
70n-30 – 10
70% - knowledge from job-related experiences
20%- from interactions w other
10% -from formal educational events
4. Diversity and inclusion strategies
Benefits if our diversity and inclusion practes are succesful:
¬improved corpotate/org cultyre
¬ improved competitive:ppl feel like they can speak up, more innovation
¬ improved emp engagement, more moral
¬better retention,

5. Diversifying employment
Adapting to the new normal, health and wellness
Changes may include: org work design (flatter hierarc), changing infrastructure,
internal workspace (breast feeding for new mom)

6. Research
Need research to inform practice

Guest lecture 21/08/24

*superside show reel on youtube

She is in ppl ex, under ppl care
-whether ppl are enjoying their work, if they’re okay etc
Equal access to opportunities all around the world. You just need a computer at home to
work for superside
Motivate ppl to work -delightful ppl journey
Engagement- ppl recommending it to other ppl
Retention- allowing ppl who want to leave to leave as not expected to stay there forever

Sometimes customers don’t want ppl to use AI

All independent contractors- not an actual emp but a worker on contract that never
expires. Helps w tax as well. But they are still full-time workers
Its harder when org is in the office then switch to online. Their company has always been
online and don’t feel alienated bc they build personal connections online. They have
social channels where they can talk to their colleagues about things that are work related
Online gaming site like ‘luna park’ for coffee chats
Socially would rather meet in person with ppl but not productivity wise, thinks that she’d
be less productive in person
They accommodate the ppl who are in different time-zones

2 main challenges
I. Silos> keeping us scattered and less laser-focused on our single shared mission
 Product methodology- thinking about what the user wants and testing
things until it eventually works for the whole team

II. Hyper Growth>managers not taking accountability for their teams

 Developed manager tool kit
 Automated messages and reminders to managers so that the manager is
held accountable
Entire album made by AI

Section C
Why research is a critical skill in I/O psychology
Different groups: idv, grouped and –
How do you ensure you hire the right people?
 Personal assessments
 16 personality measures based on 60 years of research
Insights discovery-
Work cultue
Why are many ppl taking sick leave?
 The work environment may not be conducive to emp, like a work space in an old
building with no air

Section D 25/09/24
Emotions and moods in workplace
What are emotions?
 Emotions and feelings play a big role in how we think and do things
 Physiological, behavioural, and psychological episodes experienced twd an obj,
person, or event that create a state of readiness
4 key elemts of definition:
1 emotions are brief events / ‘epeisode
2 are often directed twd something/someone, Contracts w moods which are
general
3 emotions are experiences
4 emo allow us to be in state of readiness
Emotions vs moods
Affect
Defined as broad range of feelings that ppl exp. Affect can be exp in form of emotions or
moods

Sources of emotions
 Stress
In workplace

 Sleep and exercise

 Social activities

 Age and gender

Older ppl can ctrl their emotions better than younger ppl
Women are more expressive than men

 Personality
Affect intensity. How strongly ppl exp their emotions

Emotional intelligence
4 key compounds
 Self-awareness

 Self-regulation/management

 Social empathy
Ability to understand emotions of others, showing emp, and understanding
  Relationship management
Hi
Working with example of the manager and the employee
Self-awareness
The manager
 Could have recognised rising frustrationsof employee and realised that their
emotion
Employee
 Could have recognoded confrontational attitude, employee could have remained
calm and explained why they were late/ frustrated in a respectful manner.
Self-regulation would help maintain professionalis
Empathy
Manager
 Could have tried to understand why emp was acting out, maybe emp was going
through personal issues
 Showing empathy
Relationaship management
Manager
 Instead of reacting emotional and maentionaing not being paid enough, could
have calmy explained job description
Employee
 Could have recognised where she was wrong for being late

Outcomes of emotions and moods

Affective events theory
 Framework designed to understand and describe idv feelings and emotions
connected to theor workplace, job satisfaction, job performance, and behaviours
How does this connect to EI?
o AET doesn’t stoop at emotions- it goes further by explaining how these emo
events can influence long term outcomes like job satisfaction and attituvdes
twds work
o For instance, if these types of -ive emo events happen repeatedly, they might
cause trauma to the employees
Key take aways
 Apply 4 key compounds of EI.