INDUSTRIAL PSYCHOLOGY

Applying Industrial/Organizational Psychology

Abstract

Industrial/Organizational Psychology is the application of psychological facts, methods and research onto work settings of organizations. I/O psychologists often tend to be well-versed in behavioural and interdependence aspects of human beings in professional environments and they measure the impact of factors such as government influences, inflation, skill sets, consumer behaviour on human psyche. The results gathered from this research are then utilized in an effective way to increase productivity and motivation of workers. This may be done through regular training and development programs, motivational reward systems, and performance management. In this paper, I will attempt to decipher the behavioural tendencies of employees mentioned in this particular case study and amalgamate my knowledge of organizational/industrial psychology to the issues found in the work setting of said employees. As there are cultural as well as intellectual diversities in the fictional employees of this case study, I will attempt to resolve through the various issues with the help of the theories often associated with I/O Psychology and create a hypothesis to implement said strategies in the workplace, achieving the best possible results (Hofstede, 1984).

Table of Contents

Introduction4

Discussion5

Workplace Conflict5

Reduction of non-verbal and verbal communication barriers6

Motivating Employees7

Promoting Cultural Diversity8

Group Decision Making9

Barriers to Communication10

Conclusion11

Applying Industrial/Organizational Psychology

Introduction

Industrial/organizational psychology is the application of psychological theories and practices in dealing with problems concerning the professional workplace environment. It is a way to analyze and decipher the most effective approach towards solving work-related conflict and provide appropriate measures for the motivation and culture of either an organization or an industry (Roloff, 2010).

There are several research based techniques that are used to apply psychological facts on I/O psychology, with the outcome of improved motivation among employees as well as increment in the level of productivity found among workers. In order to provide employees with a professional and helpful working environment, employers must also play their part through I/O Psychology based procedures and techniques that have been proven to work in certain conflicting situations. Research strategies in I/O psychology include experimental research, quasi-experimental research and non-experimental/random research. Often, Industrial/Organizational psychologists refer to diverse sources of data ranging from human behaviour and judgements to factual databases, questionnaires and surveys (Goodwin, 2004).

In studying Industrial/Organizational psychology, one must recognize that there are two sides to this branch, the industrial side talks of how an individual can approach a job that is best fitted to them specifically, whereas organizational psychology tries to decipher an understanding of the organization itself on its employees. Industrial Psychology is often also referred to as personnel psychology, as it assesses certain relevant characteristics of employees and proceeds to matching them to the favoured position in a particular organization. Training programs also fall under the industrial aspect of I/O Psychology, as well as the development of job performance standards and measurement of job performance and its features. Organizational psychology forms a structure of social norms, specific behaviors, expectations or goals of certain employees and tries to come up with a factual assessment that may deliver responses to the employee on ...