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Myers’ EXPLORING PSYCHOLOGY (6th Ed)

This text outlines essential principles and practices in Industrial/Organizational (I/O) Psychology, focusing on how psychological concepts can optimize workplace behavior. It dives into various aspects, including personnel psychology for recruitment, training, and employee development, as well as organizational psychology that enhances worker satisfaction and productivity. The text also addresses human factors in collaborative environments and motivational theories, emphasizing the importance of effective leadership styles. It aims to promote a deeper understanding of psychological applications in enhancing employee engagement and organizational success.

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Myers’ EXPLORING PSYCHOLOGY (6th Ed)

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  1. Myers’ EXPLORING PSYCHOLOGY (6th Ed) Appendix B Psychology at Work Modified from: James A. McCubbin, PhD Clemson University Worth Publishers

  2. Psychology at Work

  3. Psychology at Work • Flow • Completely, involved, focused state of consciousness, with diminished awareness of self & time, resulting from optimal engagement of one’s skills

  4. Industrial/Organizational (I/O) Psychology • Application of psychological concepts & methods to optimizing behavior in workplaces • Personnel Psychology • Focuses on employee recruitment, selection, placement, training, appraisal & development • Organizational Psychology • Examines organizational influences on worker satisfaction & productivity & facilitates organizational change • Human Factors Psychology

  5. Personnel Psychology • Personnel psychologists’ tasks • Strength-based selection system

  6. Personnel Psychology • Unstructured interviewing & the interviewer illusion • Why the interviewer illusion exists? • Interviews disclose good intentions • Interviewers more often follow successful careers of those hired • Interviewers presume people are what they seem in interview • Interviewers’ preconceptions & moods color how they perceive interviewees’ responses.

  7. Personnel Psychology • Structured Interview (reliability/validity) • Asks same job-relevant questions of all applicants • Rated on established scales • Performance Appraisal • Who to retain • How to reward & pay • How to better harness strengths • Affirms strengths & helps motivate improvements

  8. Performance Appraisal • 360-degree feedback

  9. Organizational Psychology • Seek ways to engage & motivate ordinary people doing ordinary jobs • Employee satisfaction • Effective leadership • Harness job-relevant strengths • Set specific, challenging goals • Choose appropriate leadership style

  10. Leadership Styles • Task Leadership • Goal-oriented leadership that sets standards, organizes work, & focuses attention on goals • Social Leadership • Group-oriented leadership that builds teamwork, mediates conflict, & offers support

  11. Motivation Theories • Theory X • Assumes workers basically lazy, error-prone, & extrinsically motivated by money • Workers should be directed from above • Theory Y • Assumes that, given challenge & freedom, workers motivated to achieve self-esteem & demonstrate competence & creativity

  12. Human Factors • Human Factors Psychology • Explores how people & machines interact • Explores how machines & physical environments can be adapted to human behaviors

  13. THE END

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