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Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (4th Edition)

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Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (4th Edition) by Frank J. Landy & Jeffrey M. Conte * Table 1.8: Practical Texts ... – PowerPoint PPT presentation

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Title: Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (4th Edition)


1
Work in the 21st Century An Introduction to
Industrial and Organizational Psychology (4th
Edition)
  • by Frank J. Landy
  • Jeffrey M. Conte

2
Work in the 21st Century Chapter 1
  • What is
  • Industrial and Organizational
  • Psychology?

3
Module 1.1 Fundamentals of I-O Psychology
  • Importance of I-O psychology
  • Importance of work in peoples lives
  • What is I-O psychology?
  • The application of psychological principles,
    theory, and research to the work setting.

4
Fundamentals of I-O Psychology (contd)
  • SIOP (Division 14 of APA)
  • Fields of I-O Psychology
  • Personnel psychology
  • Organizational psychology
  • Human engineering

5
Relatively New Topics of Interest to I-O
Psychology
  • Building sustainable and environmentally
    conscious organizations
  • I-O psychologists can guide organizations in
    measuring their eco-benefits and in promoting
    these benefits along with individual, team, and
    organizational performance.
  • Humanitarian work psychology (HWP) the
    application of I-O psychology to humanitarian
    arena, especially poverty reduction and promotion
    of decent work, aligned with local stakeholders
    needs, and in partnership with global
    aid/development groups.
  • Led by New Zealand I-O psychologist Stuart Carr,
    initial work in this field shows that I-O
    psychologists can make a difference in some of
    the major global problems of the 21st century.

6
SIOP as a Resource
  • www.siop.org
  • History of I-O psychology
  • Membership information (including students)
  • Quarterly newsletter TIP
  • JobNet
  • SIOP Journal I-O Psychology Perspectives on
    Science and Practice
  • Graduate training programs in I-O psychology
  • List of SIOP publications

7
Common Areas of Concentration for I-O
Psychologists
Table 1.1
8
Common Job Titles for I-O Psychologists
Table 1.2
9
Evidence-Based I-O Psychology
  • I-O psychologists have become increasingly
    focused on making evidence-based decisions in
    their work in organizations
  • This includes using a decision-making process
    that combines critical thinking with use of best
    available scientific evidence.
  • I-O psychologists are well positioned to develop
    and utilize evidence-based practices as they have
    adopted the scientist-practitioner model to guide
    the field.

10
How This Course Can Help You
  • Knowledge about 21st century workplace
  • Course will address issues such as work stress,
    work-family balance, workplace discrimination,
    leadership

11
Module 1.2 The past, present, and future of I-O
Psychology
  • The Past Important Dates/Events in I-O
    Psychology
  • The Present Demographics and Career Paths
  • Future Challenges to I-O Psychology

12
Titles of Research Articles in JAP (1917)
Table 1.3
13
Titles of Research Articles in JAP (2008)
Table 1.4
14
Brief History of I-O Psychology
  • 1876-1930
  • Hugo Munsterburg, James McKeen Cattell, Walter
    Dill Scott, Walter Van Dyke Bingham
  • World War 1 Army Alpha Army Beta Tests
  • 1917 First Ph.D. in Industrial Psychology
    awarded to Lillian Gilbreth
  • Research in time motion study ? Human
    Engineering

15
Brief History of I-O Psychology (cont'd)
  • 1930-1964
  • Hawthorne Studies, Human Relations
  • Human relations movement
  • Theories of motivation
  • Emotional world of the worker
  • Studies of job satisfaction
  • WWII
  • Civil Rights Act of 1964 Title VII

16
Civil Rights Act of 1964 Title VII
  • Title VII specified demographic groups to be
    protected from employment discrimination
  • Groups named in 1964
  • Race
  • Color
  • Gender
  • National origin
  • Religion
  • 2 additional protected groups added later
  • ADEA (age) 1967
  • ADA (disability) 1990

17
Important Dates in the Evolution of I-O Psychology
Figure 1.1
18
Demographics of I-O Psychologists
  • In 2000, I-O psychologists represented about 6
    of all APA members
  • In 2000, 30 of I-O psychologists in APA were
    women
  • Average salaries
  • Ph.D. in I-O psychology 90,000
  • Masters in I-O psychology 67,000

19
Figure 1.2 Where I-O Psychologists are Employed
20
Preparing for a Career in I-O Psychology
  • Education training
  • Getting into a graduate program
  • Consideration of GPA GRE score(s)
  • Relevant coursework (e.g., statistics)
  • More emphasis on coursework than major

21
Challenges to I-O in 21st Century
  • I-O psychology needs to be
  • Relevant
  • Useful
  • Grounded in scientific method

22
Changes in the Workplace Since 1980
  • Personal computing
  • Telecommuting virtual teams
  • Videoconferencing
  • Providing a service vs. manufacturing goods
  • Nature of work more fluid
  • Teams vs. the individual
  • Little stability
  • Family-friendly workplaces
  • Greater diversity
  • Global workplace

Milton Montenegro/Getty Images
23
Module 1.3 Multicultural Cross-Cultural Issues
in I-O Psychology
  • Multiculturalism
  • Culture defined
  • System in which individuals share meaning
    common ways of viewing events objects
  • Sharing of meanings interpretations

Royalty-Free/CORBIS
24
Cultural Determinants in the Workplace (Triandis)
Figure 1.3 The Dynamic of Top-Down-Bottom-Up
Processes across levels of culture
25
Multicultural Nature of Work in the 21st Century
  • Why should multiculturalism be important to you?
  • Why is multiculturalism important for I-O
    psychology?
  • Issues surrounding the global economy,
    expatriates, the West vs. the Rest mentality

26
Theory of Cultural Influence (Hofstede)
Table 1.5 The Five Dimensions of Hofstedes
Theory of Culture
27
Figure 1.4 Cultural Differences among Countries
(Hofstede, 1993)
28
Thoughts on Theories of Cultural Influence
  • Triandis variation on Hofstedes dimension of
    individualism/collectivism
  • Horizontal cultures those that minimize
    distances between individuals
  • Vertical cultures accept depend on distances
    between individuals

29
Implications of Cultural Dimensions for HRM
Table 1.6 The implications of Cultural Dimensions
for HRM
30
Cultural Determinants in the Workplace (Triandis)
Figure 1.5 Triandiss View of Cultural
Determinants in the Workplace
31
Module 1.4 Themes Course Structure
  • Themes
  • A) Unified Science
  • B) Holistic Approach
  • Parts of the book
  • Introduction
  • Industrial Psychology
  • Organizational Psychology
  • Work Environment

32
Module 1.4 (contd)
  • Resources
  • Paper (I-O Journals/Books)
  • Electronic I-O websites (e.g., www.siop.org)
  • Case study
  • Provides example of complexity of work behavior

33
Table 1.7 Scientific Journals in I-O Psychology
34
Table 1.8 Practical Texts in I-O Psychology
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