Assignment 1 Saikoloji
Assignment 1 Saikoloji
Assignment 1 Saikoloji
ORGAZATIONAL PSYCHOLOGY
MODULE CODE:
BHU07210
ASSIGNMENT:
LECTURER NAME:
Dr MISAFI
SUBMISSION DATE:
9th, September2016
STUDENT NAME:
GIBSON GWIGILIYE
REG NUMBER:
NIT/BHRM/2015/146
QUESTION
Describe application of industrial Organization Psychology to
Psychology is the scientific study of the mind and behavior, Psychology is multifaceted
discipline and includes many sub-fields of study such as human Development ,clinical ,social
,and cognitive processes, It helps to explain how we feel, Think and act. Here bellow is to
describe how application of Industrial Organization Psychology,
Increase Motivation and Team work, Different scholars discussed this through different theories
of motivation where they developed numbers of theories concerning motivation, which are
The Two-Factor Theory of motivation (otherwise known as dual-factor theory or motivationhygiene theory) was developed by psychologist Frederick Herzberg in the 1950s.
Analyzing the responses of 200 accountants and engineers who were asked about their
positive and negative feelings about their work, Herzberg found 2 factors that influence
employee motivation and satisfaction, this theory implies that for the happiest and most
productive workforce, you need to work on improving both motivator and hygiene factors
Maslows Hierarchy of Needs The crux of the theory is that individuals most basic needs
must be met before they become motivated to achieve higher level needs, where this theory
explain five hierarchy levels means attitude of the employees will let you know what they prefer
that will make increase in production after satisfaction.
Theory X and Theory Y are theories of human motivation created and developed by Douglas
McGregor at the MIT Sloan School of Management in the 1960s that have been used in human
resource
management,
organizational
behavior, organizational
communication and organizational development. They describe two contrasting models of
workforce motivation.
Theory X and Theory Y have to do with the perceptions managers hold on their employees, not
the way they generally behave. It is attitude not attributes. Where assumes employees are
inherently lazy and will avoid work if they can and that they inherently dislike work.
As a result of this, management believes that workers need to be closely and if based in this
group Industrial organization psychology will increase this through stick motivation Theory X.
assumes employees may be ambitious and self-motivated and exercise self-control. this theory Y
will be motivated by carrots
Team work. Means that people cooperate, using their individual skills and providing
constructive feedback, despite any personal conflict between individuals. The study of teamwork
began with the emergence of social psychology and an interest in how groups behave,
particularly as against another group. This is the idea of having an in group that youre a
member of and that becomes part of your social identity, and then the out group against which
you discriminate and define yourself. It has developed into its own field of organisational
psychology
Personnel Selection Industrial Organizational psychologists are helping organizations to
develop selection methods (tests, structured interviews, biodata, etc.) that are valid predictors of
job performance in team-based environments. Industrial Organizational psychology have also
made contributions in the area of team staffing, based on the research into group composition.
Training - Industrial Organizational psychology have a long history of making contributions in
the areas of team development (e.g. models such as forming, norming, storming and performing),
decision-making (when are team decisions more effective than individual decisions?), problemsolving, conflict management (not all conflict is maladaptive) and goal-setting (are team goals
more appropriate than individual goals?)
Performance Appraisal - Industrial Organizational psychology have helped organizations to
answer the questions of how teamwork should be measured and evaluated.
Compensation - Industrial Organizational psychology have helped organizations to determine
how much teamwork should be worth, and what the proper mix between individual and teambased incentives is.
The process usually includes a job analysis ) that results in job description and personnel
specification in order to uncover all the qualities that are necessary to perform the job
successful , an initial recognition of the need for new staff (see also Chapter 6), recruitment
advertising, followed by pre-screening applicants, and final selection decisions and induction of
new employees into the organization.
This systems view is generally based on the traditional predictivist perspective on selection,
which views the job as a given and stable entity into which the most suitable candidate needs to
be recruited.Industrial Organizational Psychology will improve recruitment through the
following stages,
Recruitment, to attract a suitable quality and quantity of applicant.
Pre-screening to reduce applicant numbers to manageable proportions
Assessment to conduct in depth assessments and reach suitability decision
Induction to facilitate transaction into new work role.
The advantage of taking such a systems view of selection is that it provides a holistic overview
of the entire process underlying two pertinent issues: bilateral decision-making and validation
feedback loops. First, decisions are made by both the recruiter and the candidate at several points
in the process,
REFFERENCE
Management Principles Handout by Dr Khadudu Chisuligwe.NIT
www.eschool.com/