Introduction
Many definitions are used to describe industrial/ organizational psychology. According to Brain, industrial psychology is the process of using a psychological approach to explaining corporate behaviors and also formulating solutions that help workers in their places to work to increase productivity (p. 45). According to Marks et al, industrial and organizational psychology (I-O Psychology) involves the scientific study of employees, the workplaces they work in, and the larger organizations they work for (p. 37). He adds that I-O Psychology is critical in improving the performance of employees, and the wellbeing of stakeholders. Through research and analysis of behaviors and attitudes, organizational psychology is able to accordingly advise organizations on how they can improve through the human resource process of recruitment, learning, training, and development
The Focus of Organizational Psychology
The core focuses of organizational psychology are the groups in offices that critically need workplace psychology. The existing theories of psychology, research, communication, and intervention strategies are applied to these groups in and out of workplaces to help in organizational development. Organizational psychologists work with workers to solve their problems to improve interactions among themselves effectively improving productivity.
It’s important to note that organizational psychologists are trained behavioral scientists who apply versatility to their work in light of the increasing interdependence between organizations and workers as well as society (Theron et al. 90). Additionally, there are problems in the workplaces that have been brought by factors such as increasing consumer awareness, government influences, shortage of the right skill in the job market, and the dynamics associated with the contemporary workplace. Another critical point to note here is that organizational behavior psychologists facilitate the solving of these problems and issues that affect organizations and their employees. Effectively, they facilitate the provision of advisory services for business, government, health and community organizations, and as well as academia. The knowledge that is needed in this specialty is wide and included both theoretical and scientific knowledge.
For effective solving of the above-mentioned problems, theoretical knowledge equips organizational psychologists with knowledge on research and theories of social classes, cognitive and affective dimensions of behaviors, and differences in individual theory. According to Theron et al., sociological theories such as cognitive development, developmental, and learning still play an important role in the development of Besides theory, there are other areas in organizational psychology that demand specific scientific knowledge for success to be guaranteed (Brain 104). They include research methods, training, in theory, program design, and evaluation, and small group theory and team processes (Brain, p. 105).
Research Methods
According to Marks et al, the domain of research methods in organizational psychology is composed of the methods, procedures, techniques, and tools that help min empirical research on organizational research programs (p. 87). Research methods commonly used in this field include scientific methods, both inductive and deductive reasoning, statements of the problems, and research questions. There is also the manipulation of variables which commonly occur at the operational level, sampling methods, and statistical methods that help in establishing a relationship between variables and formulating conclusions based on research. It’s important for organizational psychologists’ master precise knowledge about different research methods, including their strengths and weaknesses besides understanding qualitative research methods (Aamodt, p. 205). Organizational psychologists will find it useful to learn alternative research strategies and more importantly embracing information technology in research methodology. Another element in research methods that organizational psychologists need to grasp is the ethical standards that guide the researches they are involved in. Ethical conduct in doing research especially where human beings are involved is essential.
Small-Group Theory and Team Processes
Cooper and Locke say that human activities that are carried out in organizations are done in the presence of people. Work behavior especially and the pervasiveness that is associated with both interpersonal and task dependence requires organizational psychologists to have a thorough grip on workgroup behavior. Many experts assert that organizational psychologists need to familiarize themselves with literature on teamwork as well as the understanding in theory and research on small group behavior. On that note, organizational psychologists will find useful social and organizational psychology, sociology, and organizational behavior in understanding the operations of small groups. Undertaking in general group dynamics including formation, motivation, effectiveness, conflict, role-taking, and decision making will come in handy (Cooper and Locke, p. 136).
Training: Theory, Program Design, and Evaluation
These include the techniques that organizational psychologists use to come up with instructional programs for employee training. According to Aamodt, it’s necessary that any training that organizational psychologists design include a needs assessment (p. 67). According to Sharma, and Chandra, organizational psychologists must master the various phenomena of training that exist besides mastering the different approaches that are used (p. 134). To effectively help in solving the organizational problems, he/she must be able to draw effective training objectives that will aid in the transfer of knowledge. An important element of training and learning is the development of an evaluation program that will help determine if the objectives of the training were met or not.
Works Cited
- Aamodt, Michael. Industrial/Organizational Psychology: An Applied Approach. New Jersey: Cengage Learning, 2009. Print.
- Brain, Christine. Advanced psychology: applications, issues and perspectives. Cheltenham: Nelson Thornes, 2002. Print.
- Cooper, Cary and Locke, Edwin. Industrial and organizational psychology: linking theory with practice. London: Sage Publishers, 2000. Print.
- Marks, D.F. et al. Health Psychology: Theory, Research & Practice. London, England: Sage Publications, 2005. Print.
- Sharma, Ram Nath and Chandra, Shan. Advanced Industrial Psychology: Volume 1. Burlington: Thomsons Learning, 2004. Print.
- Theron, R. et al. Industrial psychology: Fresh perspectives. New York: Routledge, 2006. Print.