What Is Organizational Psychology

What is Organizational Psychology Cindy Hachtel Psychology 570 Dr. D’Marie Hanson May 06, 2013 What is Organizational Psychology? Defining Organizational Psychology is comprised of various elements such as the form in which it has evolved, comparisons of other related disciplines, and the way in the role of research and statistics in the field of organizational psychology has progressed and impacts employees and employers in the work place environment.

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The definition of Psychology is outlined by the comprehensive treatment in relation to the science and practice of organizational psychology. The evolution of the field of psychology is comprised of applications, methods, and principals of psychology in the working environment. The comparison of organizational Psychology and contrasting of personality and cognitive psychology are essential to the understanding of the effect of motives as well as understanding organizational structure.

Analyzing the role of research and statistics in the field of organizational psychology gives a more defined approach to the qualitative and quantitative research in organizational structure in relation to the dynamics of employees. Define organizational psychology The definition of organizational Psychology is defined according to (Jex and Britt, 2008) as the study of individual and group behavior in formal organizational settings.

In more general terms, Organizational Psychology is the scientific study of how relationships are obtained and sustained in the individual and group based behavioral sectors of formal organizational settings. Organizational Psychology is concerned with the components of how individuals establish and maintain relationships, the adjustment process, the people he or she meets, and the way people behave in relation to the process of working for a living. The evolution of the field of organizational psychology The evolution of the field of Organizational Psychology is efined according to (Jex and Britt, 2008) to have begun as far back as the early part of the twentieth century. Pioneers such as Hugo Munsterberg, Walter Dill Scott, and Walter Bingham were some of the main contributing pioneers in the field of I/O psychology. Some of the main topics addressed at that time were skill acquisition and personal selection. There was not much work attended to in relation to the organizational aspect of the field. There were some major defined events that shaped the development of the field as we now know it.

Major Defined Events Beginning in the early 1900’s was marked by the Scientific Management and the beginning of the scientific study in relation to organizational structure designed by Frederick Winslow Taylor. From the 1920s–1930s was the time of Hawthorne Studies, which entailed the growth of unionization and immigration of Kurt Lewin to the United States. The next frame from the 1940s–1950s was marked by the WWII publication of Vitele’s book. This book was written encompassing motivation and morale in the area of industry.

This was the considered the “Human Relations” perspective (Jex and Britt, 2008). The next event dating from 1960s–1970s is marked by the U. S. involvement in Vietnam. Increasing attention was dedicated to stress, work-family conflict, and retirement. The next major era dating from 1980s—1990s is marked by the increasing concern for the global economy. Changes in the workforce demographics, increasing reliance on temporary or dependent employees, and revising what people have known as the concept of a real job, are primary elements addressed during this era.

Finally the 2000-Present era is marked by the advances that are made through communication technology, the increase in globalization, the flexibility in relation to work provisions, and the boundaries between (work ) and (non-work) less clear (Jex and Britt, 2008). According to (Jex and Britt, 2008) the organizational aspect of the field of I/O psychology was essentially developed by Frederick Winslow Taylor. Frederick Winslow Taylor was responsible for developing the principals of scientific management.

Three primary principles emerged from Frederick Winslow Taylor’s studies such as the workers who perform or design work tasks should be separate. The second principal states that workers are reasonable beings and that people work harder when there are economic incentives. The third principal is that when problems arise in the workplace they should be studied and addressed. Another well-known non-psychologist that impacted the development of organizational psychology was a man by the name of Max Weber. Max Weber’s specialty was in organizational design.

Max Weber believed that employees should be aware of exactly what is expected of them, and there is a defined line of authority. The mentioned pioneers were responsible for the foundation laid for todays I/O psychology parameters. Compare and contrast organizational psychology with two related disciplines. Analyze the role of research and statistics in the field of organizational psychology. Your paper should include at least two references from peer-reviewed sources Conclusion References Jex, S. M. & Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach (2nd ed. ). Hoboken, NJ: Wiley.


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