History of IO (Development of IOP)
19th century Organizational Psychology
-they gave look to industrial psychology -to understand how organization affect
20th century individual behavior
-established independent field industrial
psychology
1913 Factors:
-hugo munsterberg • Organizational Structure
-Established and written the book • Social norms
"psychology and industrial efficiency" • Management styles
-father of Industrial psych • Role expectation
1914 Industrial-Organizational Psychology
- psychological testing- selection sa • Pursuing a Career in I/O Psychology.
employees Industrial and organizational (I/O)
. army alpha and army beta (IQ TEST) psychologists focus on the behavior of
1917 employees in the workplace. They apply
-publication of the journal Industrial psychological principles and research
Psychology methods to improve the overall work
1919 environment, including performance,
-psychologist scott started the communication, professional satisfaction
counseling center specializing to look and safety.
after the industrial psychology • I-O psychology can be divided into the
(counseling but focused to look on three subfields of industrial psychology,
Industrial psychology) organizational psychology, and human
1921 factors psychology. Industrial
-association of psychology is psychology studies job characteristics,
established applicant traits, and how to match the
1927 two
-Elton Mayo he conducted the hotorn Psychology Applied to Work
experiment (they look for the behavioral Paul Muchinsky
study on how magkakaroon ng change Key Concepts
yung behavior onece they were being 1.Employee Selection Assessment
observe) -Screening tests
1930 2. Ergonomics
-end of hotorn experiment -designing procedures to maximize
1940 performance and minimize injury
-after the world war 2 Industrial 3.Organizational Development
psychology nagkaroon ng monitoring Improvement=increasing profits
1960-1980 Redesigning products
(Expansion) Industrial Organizational Improve Organizational Structure
psychology 4.Performance Management
5. Training and Development
Industrial/Personnel Psychology This determines if it is necessary to
-to match employees to a specific job perform a specific job as well as
roles develop
-Training employees 6. Work-Life Balance
-Developing job performance standard Focuses employees satisfaction and
-Measuring job performance maximizing productivity and workforce
3. James McKeen Cattell
Important People in IO 4. Robert Yerkes (WWI Assessment -
1. Frederick W. Taylor Army Alpha, Armyy Beta)
2. Hugo Munsterberg 5. Kurt Lewin
Maslow's Hierarchy of Needs (Humanistic Perspective/Psychology)
Holistic Dynamic Theory (Maslow)
Focus: Motivation (comes from needs)
(Maslow's Assumptions) Holistic Dynamic Theory under Hierarchy of Needs Theory
Assumption #1: Motivation is Holistic - the whole person, not any single part or
function, is motivated
Assumption #2: Motivation is Complex - meaning that a person's behavior may
spring from several separate motives (different resources of motivation)
Assumption #3: People are always motivated
Assumption #4: People have similar needs and motivation (just on different levels)
Assumption #5: People needs have hierarchy
Physiological Needs- Recurring - Needs are need to be met 100% (the rest 80%)
Safety Needs - Security in finances, property, employment, resources, health, and
environment
Love and Belongingness - Sense of Connection and Belonging in friendships, family
and intimacy (to give, love, receive love and feel loved)
Barely Loved/ Lack of Love = Desperate for love and affection
Esteem Needs - Self Esteem, Achievements and Recognition,
Respect from others, status, Public Recognition
Respect for self:
Self Actualization - Reach full potential (Not everyone is able to achieve this stage)
Self Transcendence - involves the expansion or evaporation of personal boundaries.
This may potentially include spiritual experiences
