Briefly define I/O psychology
The Definition Industrial/Organizational Psychology
Before embarking on any long-term scholarly pursuit of a discipline, it is useful to consider its definition. Exploring the key questions of what I/O psychology is and what I/O psychologists do, you will gain an understanding of the type of specialized discipline I/O psychology is within the study of psychology. I/O psychology has its own distinct historical origins, career paths, and practices that occur primarily in organizational, rather than therapeutic settings.
Learning Resources
Required Readings:
Introduction to I/O Psychology: History and Theories
1. Campbell, J. P. & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology (IWOP). In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site. (2nd ed., Vol. 1, pp. 3-38). London, UK: SAGE Publications, Ltd.
Note: Volume 1, Chapter 1, Read pages 3-14 only
Time Estimate: 60 minutes
2. Zickar, M., & Austin, J. (2018). History of industrial work and organizational psychology in North America. In D. S. Ones, N. Anderson, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work and organizational psychologyLinks to an external site. (2nd ed., Vol. 3, pp. 3-42). London, UK: SAGE Publications, Ltd.
Note: Volume 2, Chapter 1
Time Estimate: 85 minutes
I/O PSYCHOLOGY CAREER INFORMATION
3. Society for Industrial Organizational Psychology (SIOP). (n.d.). Career paths for industrial-organizational psychologistsLinks to an external site.. Retrieved from https://www.siop.org/Career-Center/I-O-Career-Paths
Time Estimate: 15 minutes
Society for Industrial Organizational Psychology (SIOP). (n.d.). SIOP surveysLinks to an external site.. https://www.siop.org/Membership/Surveys
Time Estimate: 20 minutes
Required Media:
1. Walden University, LLC. (2015). Defining I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com
TRANSCRIPT: [music playing] DONNA DIMATTEO
GIBSON: Industrial organizational psychology is the application of the study of human behavior within the workplace. What sets us apart from management or business careers is the application of research and theory, and the study of human behavior within the workplace. With I/O psychology It’s an evidence-based approach where we use data, and statistics, and research in order to investigate organizational issues and determine solutions. It’s a lot of what I do. And I feel strong when I go into organizations, evaluating organizational issues and making recommendations. In my background, I do a lot of organizational assessment work, evaluating the effectiveness of organizations and make suggested improvements. I do a lot of focus groups. And by the time I’ve left an 0rganization, I always feel strong about leaving it in a much better place than when I started. So the opportunities within this field are vast. In my own experience, there are so many things that I have been able to do. And so many things that I am excited, even with my experience, that lie ahead.
Note: The approximate length of this media piece is 1 minute.
2. Walden University, LLC. (2015). I v. O in I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com
TRANSCRIPT:
[music playing] DONNA DIMATTEO-GIBSON, PHD: When we look at industrial
organizational psychology, often it’s important to look at what we mean from the I
versus the O side. The I is the industrial side. The O is the organizational piece. And really, the way that I differentiate the two is the I, or the industrial, is more the statistics, the
data-driven, the research pieces. So a lot of this selection work,assessment work that we do, is a part of that I side. A lot of the statistics that I run, and things of that nature, are based on the industrial side. Even things like ergonomics and evaluating how people work would fall into that area. The O side is more of taking that data, and then working with the people. So the O side is more organizational development, training, just working with people to make improvements. So it’s getting out there. It’s using those people skills, things of that nature. Really, in order to be a strong industrial organizational psychologist, in my opinion, having a background or strengths in both areas is really beneficial. So I would suggest working on your skills in both areas, because really, being a good practitioner requires both. [music playing]
Note: The approximate length of this media piece is 1 minute.
3. Walden University, LLC. (2015). Pathways to the I/O psychology profession [Video]. Walden University Canvas. https://waldenu.instructure.com
TRANSCRIPT:
DONNA DIMATTEO-GIBSON,
PHD: My advice as a student working within this field, and really trying to get the most that you can out of the opportunities, involve being involved as a student affiliate in different types of professional organizations. The one I recommend the most is SIOP, the Society of Industrial Organizational Psychology. As a student, the opportunities in research, practice, and application are extensive. And the cost of being involved in a professional organization such as SIOP is so minimal. And the opportunities to network, gain new experience and skills in research and application, are enormous. As a practitioner and who got my start back in the late ’90s, it’s been huge with my abilities to get into the field. As a student, networking is so important– to determine different opportunities that you have available, and also to connect with other professionals in the field. I’ve had a few different opportunities that really helped to lay the foundation of my work as an industrial organizational psychologist. In graduate school, I had the opportunity to work on a research project in performance management with one of my professors. And it was a government-based project. So we were all—a few students working with him were able to gain a lot of research experience. Other opportunities that I’ve had included developing workforce planning systems for organizations and career path training systems. And just having a few
projects like that, where I was working internally on project-based assignments, was enough to open the door to my next step, which involved being an internal consultant for a LA and San Diego-based organization. It was actually Sempra Energy where I was able to work as a consultant for the different affiliate companies. The value of that was I got to do so many different types of industrial organizational psychology projects as an internal consultant, and learned different skill sets, and really got to determine what my interests and where my strengths lie from that type of experience. I don’t know if I would suggest
one career path over another, but I have found in my own experience that being an internal consultant and working on varying projects really helped to determine my strengths. And then it has allowed me currently to do what I do now, which is to have my own consulting company, and to have more control of my own career and career path. So I’m able to utilize a lot of my skills and strengths, and have applied that to my own consulting practice, which I’ve had since 2005. Some of the opportunities that I had as an internal consultant just starting off that I really recommend any student that’s going into the field to obtain, would involve doing job analysis-type projects. That’s really where you get a lot of specific skills that are important to industrial organizational psychology. You learn about the tools that are available, and then you learn how to apply job analysis-type results in a variety of situations, from training, selection, determining of compensation. So there’s a lot of different ways of just learning that particular skill set. I also was able to do organizational effectiveness research, and then use that data in order to make suggested managerial improvements and department-level improvements. Another opportunity that I had was to develop HR metrics. But it was by company. And so I created different dashboards that I gave to the vice presidents within the company. And then they used the different benchmarks and metrics in order to make decisions. All these are just examples of how industrial organizational psychology is evidence based. And we do create. And we examine. And we utilize data in order to make informed decisions. And as a practitioner, I’d much rather have data in order to support the suggestions and the points that I’m making. That’s really what sets industrial organizational psychology apart from other fields.
Note: The approximate length of this media piece is 5 minutes.
To prepare for this Discussion:
· Review the video TRANSCRIPTS, “Defining I/O Psychology.” Consider the definition of I/O psychology and how it is distinct from management and business.
· Read the first 14 pages of Chapter 1 in Volume 1 of The SAGE Handbook. Pay particular attention to how organizations benefit from I/O psychology theory, research, and practice.
· Review the media resources about the field and profession of I/O psychology and the web article, “Career Paths for Industrial-Organizational Psychologists.” Review the career paths in I/O psychology.
· Review the web article, “SIOP Surveys.” Click on the most recent survey conducted and review the income information related to different I/O psychology career paths and credentials.
· Based on your review of the Learning Resources, reflect on the career path you might like to pursue and why.
INSTRUCTIONS:
By Day 3 of Week 1
Post a response to the following APA 7th Edition:
· Briefly define I/O psychology. Then summarize how I/O practitioners benefit organizations.
· Use at least one specific example to illustrate your response.
· Describe the career in I/O psychology you would like to pursue and explain why.
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