Definition of Industrial Sociology

Industrial Sociology is a branch of sociology that studies the social relationships, institutions,
and practices within industrial organizations and industries.
👉 Simple ga cheppalante, it is the study of human behavior in the context of industries,
factories, organizations, and workplaces.

Nature of Industrial Sociology

1. Applied Science – It applies sociological principles to solve industrial and organizational

problems.

2. Interdisciplinary – It is connected with economics, management, psychology, and

political science.

3. Practical in Nature – It studies real-life industrial problems like labor disputes, worker
productivity, and management.

4. Dynamic – It changes with industrial development, modernization, and globalization.

5. Scientific – It uses systematic methods (observation, surveys, case studies) to study

industrial society.

Scope of Industrial Sociology

1. Industrial Relations – Study of employer–employee relationships, trade unions, and

collective bargaining.

2. Workplace Behavior – Worker attitudes, motivation, job satisfaction, and productivity.

3. Organization Structure – Hierarchy, division of labor, and management systems.

4. Industrial Disputes – Strikes, lockouts, conflicts, and methods of resolution.

5. Impact of Technology – Effect of automation, AI, and digitalization on workers and jobs.

6. Social Change – How industrialization changes society (urbanization, family structure,

lifestyle).

7. Labor Welfare & Legislation – Study of welfare measures, safety, and labor laws.
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Definition of Group Define group. Explain 1. Primary Groups
its features and discuss the types of
 Small, close, intimate relationships.
Groups
 Members share personal bonds,
A group is a collection of two or more
emotions.
individuals who interact with one another,
share common goals, and have a sense of  Examples: Family, close friends.
belonging.
2. Secondary Groups
👉 Simple ga cheppalante – “Okkasari kalisi
pani cheyyadam, matladadam, mariyu oka  Large, formal, impersonal
lakshyam tho undadam” ante Group. relationships.

 Goal-oriented, less emotional

attachment.
Features of a Group
 Examples: Workplace, political party,
1. Collection of People – Minimum two
school classroom.
or more individuals must be there.
3. Formal Groups
2. Interaction – Members interact and
communicate regularly.  Formed officially with rules and
structure.
3. Common Goals – They work
together to achieve shared  Members have defined roles.
objectives.
 Examples: Office team, committees.
4. Sense of Unity/Belongingness –
4. Informal Groups
Members feel they are part of the
group.  Formed naturally without official
structure.
5. Rules and Norms – Every group has
rules, traditions, and values.  Based on friendship, interests.

6. Continuity – A group exists for some  Examples: Friends circle in college,

period of time (temporary or hobby groups.
permanent).
5. Reference Groups
7. Organization/Structure – Every
A group that people compare themselves
group has roles, responsibilities, and
with, or take guidance from
positions.
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Concept of Social Change

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Types of Groups
  Definition: Social change refers to o Example: Internet, mobile
the transformation in the social phones → communication
structure, social institutions, values, revolution.
norms, and behavior of people over
4. Economic Factors
time.
o Agriculture, industry, trade,
 Simply cheppalante 👉 “society lo
employment economy ni
jarige samajika maarpulu”
maarustayi → social life lo
(economic, political, cultural,
impact.
technological reasons valla vastayi).
o Example: Industrialization →
 It is a continuous, universal, and
urbanization.
inevitable process.
5. Political Factors

o Governments, policies, laws,

Factors of Social Change
wars, revolutions social
1. Geographical / Environmental change ki reason.
Factors
o Example: Independence
o Climate, natural resources, movement → democratic
floods, droughts, changes in India.
earthquakes society ni
In short (exam answer outline)
impact chestayi.
 Social change = continuous
o Example: Droughts →
transformation in society.
migration of people.
 Factors:
2. Biological Factors
1. Geographical
o Population growth, health,
birth & death rates social 2. Biological
structure ni maarustayi.
3. Technological
o Example: Overpopulation →
4. Economic
unemployment → poverty.
5. Political
3. Technological Factors
6. Cultural
o New inventions & technology
society lo fast change 7. Ideological
3

teesukostayi.
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8. Social movements
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Group Decision Making – Meaning o Example: Last year’s fest
budget, sponsors details,
student suggestions.
Group decision making is the process 4. Developing Alternatives
where two or more individuals collectively
analyze a problem, discuss alternatives, o Multiple possible solutions
and choose the best solution. are generated.
👉 Simple ga cheppalante – “Oka samuham o Example: Sponsorship,
lo kalisi charcha chesi oka nirnayam ki student contribution, college
ravadam”. fund, or mixed approach.

5. Evaluating Alternatives
Steps in Group Decision Making Process o Pros and cons of each option
1. Identifying the Problem are discussed.

o Group members first o Group compares feasibility,

recognize that there is a cost, and effectiveness.
problem or issue.

o Clear definition of the Summary (for exams)

problem is very important.
Group decision making process steps →
o Example: “College fest ki
1. Problem Identification
budget ela allocate
cheyyali?” 2. Defining Objectives
2. Defining Objectives 3. Collecting Information
o Goals of decision should be 4. Developing Alternatives
fixed.
5. Evaluating Alternatives
o Example: Low cost lo, but
6. Selecting Best Alternative
maximum students
participate cheyadam. 7. Implementation

3. Collecting Information 8. Follow-up & Evaluation

o Gathering facts, data, and

opinions from members.
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Definition
Industrial Psychology (also called 6. Human Relations
Industrial-Organizational Psychology) is the
o Improves employer–
at the workplace to improve efficiency,
employee relationships,
satisfaction, and productivity.
teamwork, and
communication.

Role of Industrial Psychology in an 7. Leadership and Management

Organization
o Studies leadership styles and
1. Recruitment and Selection helps managers to adopt
suitable methods to guide
o Helps in designing tests,
employees.
interviews, and assessments
to select the right candidate 8. Work Environment
for the job.
o Designs safe, comfortable,
2. Training and Development and productive workplace
conditions (lighting, noise,
o Identifies skill gaps and
ergonomics).
designs effective training
programs to improve 9. Conflict Resolution
employee performance.
o Helps in handling disputes,
3. Work Motivation grievances, and stress
management.
o Studies employee needs and
develops strategies 10. Productivity Improvement
(rewards, incentives,
 Uses psychological techniques to
recognition) to keep workers
increase efficiency and reduce
motivated.
absenteeism.
4. Job Satisfaction

o Measures satisfaction levels

Summary (for exams)
and suggests ways to reduce
stress, frustration, and Industrial Psychology helps organizations
turnover. by:

5. Performance Appraisal  Selecting right people

o Develops fair methods to  Training & motivating employees

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evaluate employee
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 Improving satisfaction & relations

performance scientifically.
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 Definition o Analyzes leadership styles
and suggests effective
Industrial Psychology management practices.
(Industrial-Organizational
6. Workplace Environment
Psychology) = study of human
behavior in the workplace to o Designs safe, healthy, and
improve efficiency, comfortable working
conditions (lighting,
satisfaction, and productivity.
ventilation, ergonomics).

7. Industrial Relations
Scope of Industrial Psychology
o Improves relations between
1. Recruitment and Selection workers, supervisors, and
management to reduce
o Scientific methods (aptitude
conflicts.
tests, interviews, personality
tests) to select the right 8. Human Engineering / Ergonomics
candidate for the right job.
 Adjusts machines, tools, and
2. Training and Development workplace design to suit human
needs and reduce fatigue.
o Identifies training needs,
designs programs, and
evaluates training
Summary (for exams)
effectiveness.
Scope of Industrial Psychology
3. Performance Appraisal
covers:
o Develops fair and objective
 Recruitment & selection
systems to evaluate
employee performance.  Training & development

4. Motivation and Job Satisfaction  Performance appraisal

o Studies employee needs,  Motivation & satisfaction

morale, and motivation
 Leadership & supervision
techniques (rewards,
recognition).  Work environment

5. Leadership and Supervision  Industrial relations

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 Employee welfare