Io Psychology

CHAPTER# 1

The first chapter of our Industrial/Organizational psychology text book serves as an introduction to the world of I/O psych. This chapter clearly explained how I/O psych is a branch of psychology which clearly shows the application of the principles of psychology to the workplace. Any industrial psychologist would have the means to apply certain psychological theories to clarify and/or improve human behavior and dynamic in an employment setting.

The initial chapter identifies the major fields of I/O psychology. The major fields consist of personnel psychology, organizational psychology, and human factors/ergonomics. Personnel psychologists study and practice in aspects such as analyzing jobs, recruiting applicants, selecting employees, determining salaries, training employees, and evaluating employee performance. In this field of psychology test are utilized and/or created to assess and ensure the appropriate selection and promotion of employees. This area of psychology also examines several methods of training and developing quality employees, in order to develop training programs and evaluate success.

Organizational psychology is a division of psychology which delves into the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization. In order to assess a company's strengths and weaknesses, organizational psychologists frequently conduct surveys of employee attitudes. Organizational psychologists are usually hired as consultants in order to improve certain problem areas and aspects of a company. A professional in this field would be capable of designing and implementing organization-wide programs for the improvement of employee performance.

Human Factors/Ergonomics specialists focus on workplace design. Psychologists in this field are often referred to as engineers who are bad at math. These professionals design and improve aspects of the work environment in order to make it more efficient. Psychologists in this field simply concentrate on ergonomics in the workplace and reducing or eliminating physical fatigue or stress for employees, which in turn boosts efficiency.

In addition to the discussion of the variety fields of I/O psychology, this chapter concentrated on the history, possible salary ranges, and research aspects of the field. I/O psych was impacted by several events and factors over history. WWI, WWII, the Hawthorne studies, civil rights legislation, and changing demographics have made major impacts on I/O psychology.

CHAPTER #2

Chapter two was about job analysis and evaluation. The main concentration was on job analysis, job description, job evaluation, internal equity, external equity, and comparable worth. Job analysis is the undeniable foundation for areas such as performance appraisal, employee selection, employee training and job design features. A meticulous job analysis is basically required for almost all human resource activities. The job analysis entails a concise description and summary of all task, requirements, and conditions of certain job or position at an organization. It is easy to understand how important a well conducted job analysis is to employee selection, training, and employee pay/classification. A thorough job analysis provides information to proficiently select employees based on their adherence to the requirements set forth by a well thought out and assembled job description. In order for a job analysis to be written, one must first determine all of the work activities and requirements for a specified job/position. In order to select and train employees, a job analysis must be created.

A job description is the description of the responsibilities associated with a given job or position of employment. The chapter explains what a well written job description must consist of and/or include. A job description must explain in great detail so that decisions can be made about tasks or activities such as employee selection and training. The chapter then goes into detail how to properly right a job description effectively. A key element that was expressed was the importance of including KSAOs in sections clarifying job competencies. KSAO is an acronym: knowledge, skills, abilities, and other characteristics. A well written job description consists of eight key elements. The eight elements comprising job description are a brief summary, work activities, tools & equipment used, job context, work performance, compensation info, and job competencies.

Job evaluation is a process or step which is performed once a job analysis has been completed and a thorough job description has been created and written. Job evaluation is basically a process of determining what a job is worth. The process is utilized by companies to figure out the salary or pay that an employee would deserve. A superior job evaluation would almost certainly create an ideal compensation system. Determining internal pay equity is a must when producing a new compensation system. Internal pay equity is the juxtaposing of jobs within a company to make sure that people employed with jobs worth the most are paid accordingly. External pay equity is equally important, it compares jobs with external markets. An ideal compensation system would attract and retain desired and qualified employees. A fair an ideal system would also serve as motivation for current employees while also providing them with a sense of job security. The system would be equitable and more importantly, it would be in compliance with legal guidelines.

Job analysis, job description, job evaluation, internal equity, external equity, and comparable worth are the main issues discussed. A meticulous job analysis is basically required for virtually all human resource activities, as aforementioned.

CHAPTER #3

Chapter three dealt with the legal issues regarding employee selection. An explanation was given as to how discrimination complaints are filed with the EEOC. The variety of federal laws which forbid discrimination based on sex, race, national origin, color, religion, disability, age, pregnancy, and Vietnam veteran status were elucidated. Legalities of employment practices were mentioned in this chapter as well as the adverse impact of the four-fifths rule. There was also a section which was very interesting, covering affirmative action and sexual harassment.

The Equal Employment Opportunity Commission or EEOC is a federal agency which is responsible for the task of eliminating employment discrimination. Prior to being filed with the EEOC, an employee's discrimination complaints must first be attempted to be solved using all available forms of internal resolution