CRITICAL EVALUATION

Industrial and Organizational Psychology

Table of Contents

Introduction3

Discussion3

What is the work of the industrial and organizational psychology?4

When organizations are invited to industrial psychologist for advice?7

Conclusion8

Industrial and Organizational Psychology

Introduction

The study by Koppes shows that the industrial and organizational psychology aims to find answers to the numerous and complicated problems arising in the workplace, enable the performance potential of the human factor, promote the welfare and worker satisfaction and contribute to the development of organizations.

Important issues for the study of industrial and organizational psychology include analysis and job evaluation, recruitment, performance appraisal, training and development, job satisfaction, organizational climate, leadership and supervision, communications, psychology engineering and others. It can be seen that almost all these areas of study are also studied and applied by industrial relations, so there you have a body of knowledge that are exploited by intersecting professionals in these fields.

Discussion

The text shows that, in industrial and organizational psychology, those who are professionally engaged in industrial and organizational psychology, it is versatile professionals in the behavioral sciences that deal with human behavior in the workplace. By definition, the Society for Industrial and Organizational Psychology, the so-called industrial psychologists, the specialists that put the principles of individual, group and organizational behavior on the basis of scientific research. In addition, they are consultants and staff psychologists who are improving scientific knowledge and apply it to solve the current problems in the company or organization (Koppes, 2007).

Another discipline whose field of study intersects significantly and becomes integrated with the industrial and organizational psychology is organizational behavior. These are subjects of study of this discipline as follows: Personality, perception, learning, attitudes and values, motivation, decision making, career development, communications, group behavior, leadership, power and politics, conflict and negotiation, organizational culture, job stress, change and organizational development and others. It is important to note that organizational behavior raised by the study of their areas of interest in four levels: the individual, group, the organizational and the relationship between business and environment.

From the text, it can be understood that the industrial and organizational psychology, organizational behavior and industrial relations are not yet in our professional development level with other professional specialties due to limitations in training, research and application, but it is obvious that there is a path traveled by outstanding professionals with remarkable work is necessary to recognize and encourage. In any case, it is only in recent years progress has made to traditional themes hottest topics supported by a conception of the worker who valued as human potential in organizations (Koppes, 2007).

What is the work of the industrial and organizational psychology?

The text shows that some industrial psychologists working in the field of internal consultants, human resources for any organization; these people are developing software for organizations of recruitment and oversee their implementation, and regularly evaluate their effectiveness. For these organizations, they develop and monitor the system of promotion of staff in the service, for succession planning and for any primary system, which will affect the scope of human ...