Difference between Industrial Psychology and
Organizational Psychology
Industrial psychology is concerned with people at work.
Industrial psychology provides theory and research methods to personnel
management. It is also called personnel psychology. A closely related field is
known as organizational psychology.
Traditionally, industrial psychologists have assessed
differences among individual workers and have evaluated individual jobs.
Organizational psychologists generally seek to understand how workers function
in an organization, and how the organization functions in society.The
distinctions between industrial psychology and organizational psychology are
not always clear. Thus, the two areas are often referred to jointly as
industrial/organizational psychology, or I/O psychology. I/O psychologists work
for businesses, consulting firms, government departments, and colleges and
universities.
Both industrial and organizational psychologists help
determine fair pay scales, generally based on the levels of skill and education
a job requires and any hazards it poses. I/O psychologists also research causes
of industrial accidents and ways of reducing them.
Industrial psychologists typically help employers find the
best person for a job, evaluate job performance, and train employees. In
developing a system for matching an individual to a job, an industrial
psychologist must first determine what special knowledge, skills, and abilities
the job demands.
The psychologist then designs a selection system to judge an
applicant’s qualifications for the job. The objective of such a system is to
predict a person’s performance in the workplace. Commonly used selection tools
include interviews, letters of reference, work samples, and tests of aptitudes,
abilities, knowledge, interests, and personality.
Developing methods of evaluating job performance is a major
function of an industrial psychologist. Psychologists often create a numerical
scale to use in rating an employee’s performance. To have value, a system
should maximize the accuracy with which people rate performance, and minimize
bias.
Industrial psychologists commonly develop training
programmes. This function involves identifying performance or technical needs
of employees that can be met by training. It also deals with evaluating the
effectiveness of the training programme.
Training needs may include ways to:
(1) help new employees get used to the organization,
(2) update technical skills of current employees, and
(3) prepare employees for new responsibilities.
Techniques used in training include classroom lectures, work
simulators, computer-assisted instruction, and role playing. Organizational
psychologists devote much time to job satisfaction. They investigate factors
that have been found to relate to satisfaction, including employee turnover,
absenteeism, age, pay, and attitudes toward unions.
Organizational psychologists also study motivation because
evidence suggests that both motivation and ability are necessary for employees
to succeed in their jobs. Thus, psychologists develop systems for rewarding
good performance, and they redesign jobs for greater interest and challenge.
Another important concern of organizational psychologists is
what makes an effective leader. The psychologists help identify the personality
traits of a good leader and the types of leaders who should be selected for a
particular position.
Organizational psychologists also help maximize efficiency
by redesigning the lines of authority or communication in an organization.
Organizational psychologists may also work to improve an organization’s
efficiency by addressing such physical factors as its work schedules, layout,
design of its tools and equipment, and levels of heat, light, and noise.
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