2 historyofio psych
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This document provides a historical overview of the development of industrial and organizational (I/O) psychology from pre-psychology times through the early 1900s. It discusses influential early thinkers like Aristotle, Machiavelli, Hobbes, Locke, and Rousseau and how they related to management concepts. It then focuses on the key founders of I/O psychology in the early 20th century like Munsterberg, Scott, Taylor, and Yerkes and their early applications of psychology to work, personnel selection, and motivation during World War I. It also discusses the establishment of important publications and organizations in this early period of the field.
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Aristotle developed early concepts of management such as specialization of labor and delegation of authority. In the 17th century, Hobbes advocated for autocratic leadership while Locke advocated for participatory management. Adam Smith's Wealth of Nations in 1776 revolutionized economic thought by suggesting centralization of labor and specialization in factories. The field of industrial/organizational psychology began emerging in the late 19th century with the founding of management schools and experiments applying psychology concepts to workplaces. Pioneers like Munsterberg, Scott, and Taylor made influential early contributions by applying findings from experimental psychology to practical workplace issues.
(Akerlof 2003) george a. akerlof, “writing the ‘the market for 'lemons’
George Akerlof wrote "The Market for 'Lemons'" in 1966-1967 while an assistant professor at Berkeley. The paper used the example of the used car market to show how asymmetric information between buyers and sellers can cause markets to collapse. It took multiple attempts to get the paper published, as it challenged existing economic theories. The paper was influential in establishing the field of studying how asymmetric information impacts markets. It helped shift economics away from only considering perfect competition with complete information.
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Industrial and Organizational Psychology
The document summarizes the development of industrial/organizational psychology from 3 key events:
1. The work of industrial engineers in the late 19th century who used experimental psychology to redesign workplaces and match individuals to suitable jobs, exemplified by Frederick Taylor.
2. Experiments in 1927 at a Western Electric plant that showed how working conditions affect productivity and job performance, known as the Hawthorne effect.
3. The human relations movement of the mid-20th century, which found that social and motivational factors like friendship and a sense of achievement strongly influence job satisfaction as much as physical work conditions.
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Industrial/organizational psychology is the scientific study and application of psychological principles to workplaces. It aims to improve talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance using methods from psychology. The field emerged in the early 20th century from the work of pioneers like Munsterberg, Scott, and Taylor and was influenced by experiments during World War I and the Hawthorne Studies. It blends psychology, management, and other disciplines to understand individuals and optimize organizations. Practitioners must follow ethical codes to prevent harm and respect people's rights and welfare.
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Industrial-organizational psychology applies principles of psychology to workplace issues like talent management, coaching, assessment, selection, training and organizational development. It emerged from studies like the Hawthorne Experiments and influences like scientific management. I/O psychologists work in academia conducting research and teaching or as practitioners in consulting, HR, and other organizational roles.
History of i/o psyhology
- Aristotle and others before 1879 discussed concepts relevant to modern I/O psychology like specialization of labor and leadership selection.
- Hugo Munsterberg is considered the father of industrial psychology; he pioneered applying psychological findings to practical work matters in the early 1900s.
- Frederick Taylor's scientific management philosophy in the early 1900s emphasized scientifically designing work and selecting/training best workers, which greatly impacted organizations.
- World War I saw psychologists like Robert Yerkes and Walter Dill Scott conduct testing and job placement of soldiers, advancing applied psychology.
- The landmark Hawthorne Studies in the 1920s revealed the importance of human factors like attention, attitudes, and informal groups in work productivity.
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Aristotle developed early concepts of management such as specialization of labor and delegation of authority. In the 17th century, Hobbes advocated for autocratic leadership while Locke advocated for participatory management. Adam Smith's Wealth of Nations in 1776 revolutionized economic thought by suggesting centralization of labor and specialization in factories. The field of industrial/organizational psychology began emerging in the late 19th century with the founding of management schools and experiments applying psychology concepts to workplaces. Pioneers like Munsterberg, Scott, and Taylor made influential early contributions by applying findings from experimental psychology to practical workplace issues.
(Akerlof 2003) george a. akerlof, “writing the ‘the market for 'lemons’
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The document summarizes several influential early management theorists including Sun Tzu, Machiavelli, Thomas Carlyle, Frederick Taylor, George Elton Mayo, Max Weber. It discusses Sun Tzu's book The Art of War and Machiavelli's The Prince. It then covers Thomas Carlyle's "Great Man Theory" and Frederick Taylor's scientific management approach. George Elton Mayo's Hawthorne Studies are summarized which showed the importance of social factors and work groups. Max Weber's principles of bureaucracy are outlined.
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Industrial and Organizational Psychology
The document summarizes the development of industrial/organizational psychology from 3 key events:
1. The work of industrial engineers in the late 19th century who used experimental psychology to redesign workplaces and match individuals to suitable jobs, exemplified by Frederick Taylor.
2. Experiments in 1927 at a Western Electric plant that showed how working conditions affect productivity and job performance, known as the Hawthorne effect.
3. The human relations movement of the mid-20th century, which found that social and motivational factors like friendship and a sense of achievement strongly influence job satisfaction as much as physical work conditions.
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Industrial/organizational psychology is the scientific study and application of psychological principles to workplaces. It aims to improve talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance using methods from psychology. The field emerged in the early 20th century from the work of pioneers like Munsterberg, Scott, and Taylor and was influenced by experiments during World War I and the Hawthorne Studies. It blends psychology, management, and other disciplines to understand individuals and optimize organizations. Practitioners must follow ethical codes to prevent harm and respect people's rights and welfare.
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Industrial-organizational psychology applies principles of psychology to workplace issues like talent management, coaching, assessment, selection, training and organizational development. It emerged from studies like the Hawthorne Experiments and influences like scientific management. I/O psychologists work in academia conducting research and teaching or as practitioners in consulting, HR, and other organizational roles.
History of i/o psyhology
- Aristotle and others before 1879 discussed concepts relevant to modern I/O psychology like specialization of labor and leadership selection.
- Hugo Munsterberg is considered the father of industrial psychology; he pioneered applying psychological findings to practical work matters in the early 1900s.
- Frederick Taylor's scientific management philosophy in the early 1900s emphasized scientifically designing work and selecting/training best workers, which greatly impacted organizations.
- World War I saw psychologists like Robert Yerkes and Walter Dill Scott conduct testing and job placement of soldiers, advancing applied psychology.
- The landmark Hawthorne Studies in the 1920s revealed the importance of human factors like attention, attitudes, and informal groups in work productivity.
Chapter 1 Intro to Industrial/Organizational Psychology
This document provides an introduction to teaching a course on I/O psychology. It outlines key learning objectives which are to describe I/O psychology, understand its history, and learn about important research methods. I/O psychology applies psychological principles in workplace settings, with the goals of enhancing employee performance and well-being. The document then covers major fields in I/O psychology, common job titles, educational requirements, and important research methods like experiments, surveys, and meta-analyses.
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This document discusses key lessons from corporate history and principles of management. It provides three short stories that convey moral lessons about managing change, the dangers of relying on superficial strategies, and knowing when to remain prudent. The document also summarizes the evolution of management thought from early theorists like Taylor to more modern contributors and discusses core management functions, skills, and goals of achieving objectives efficiently.
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This document discusses the evolution of management thought and principles of management. It covers several key contributors to early management theory, including Frederick Taylor's scientific management approach, Henri Fayol's identification of core management functions, and Max Weber's theories of bureaucracy. The document also summarizes lessons learned from corporate examples and discusses the importance of productivity, effectiveness, and efficiency in management.
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Thanks and Regards,
Rutuja Prabhune
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This document provides an overview of the evolution of approaches to human resource management. It discusses the classical approaches of scientific management, administrative management, and bureaucratic management from the early 20th century. It then covers the behavioral approaches of the mid-20th century exemplified by the Hawthorne Studies. Later approaches discussed include quantitative approaches incorporating management science, and modern approaches such as systems theory and contingency theory.
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This document provides an overview of organizational psychology and its history. It discusses how organizational psychology applies principles of psychology to the workplace to increase employee productivity and well-being. Some key pioneers discussed include Frederick Taylor who advocated scientific analysis of jobs and matching employees to tasks. The Hawthorne studies found that social factors like being observed influenced employee productivity more than physical changes like lighting levels. This challenged views of scientific management and emphasized the importance of human relationships in the workplace.
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321 SCIENTIFIC MANAGEMENT THEORY A CRITICAL REVIEW FROM.docx
321
SCIENTIFIC MANAGEMENT THEORY: A CRITICAL
REVIEW FROM ISLAMIC THEORIES OF
ADMINISTRATION1
Jafar Paramboor
Mohd Burhan Ibrahim
Abstract
Early management theory consisted of numerous attempts at getting
to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all fields of industry expected that they could open
a new way of pattern in the area of conceptualizing the management
field with new ideas and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915). This paper is a critical review on scientific
management theory looking from the descriptive and normative
angles of Islamic theories of administration. Starting from the
background of the author, and his theory, the paper highlights some
of the criticisms arose from the West, followed by Islamic dimensions
on the theory of administration, focusing on the individual and social
aspects. The paper argues that the values should be taken from
Islamic theories of administration which refers to the present world
as well as hereafter. Further, some of the implications and possible
areas of practicing Islamic theory of administration in higher
education management are presented.
Keywords: Scientific Management Theory, Islamic Theories of
Administration, Shurah, Adl, Itqan, Fard Kifayah, Khilafah
1 Article received: August 2018; Article submitted: November 2018; Article
accepted: December 2018
JAFAR PARAMBOOR
322
Introduction
The fundamental aim of management should be to ensure the
maximum prosperity for the employer as well as the employee. The
term “maximum prosperity” refers to not only large dividends for the
company or owner, but also the development of every branch of the
business to its highest state of quality, so that the prosperity may be
permanent. Likewise, maximum prosperity to the employee refers to
not only higher wages than are usually received by them, but also to
the development of each man to his state of maximum competence,
so that he may be capable of doing the highest grade of work
according to his natural potentials.2
Early management theory consisted of numerous attempts at
getting to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all the field of industry expected that they could
open a new pattern in the area of conceptualizing management field
with new ideas, and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915).3
Taylor rested his philosophy on four basic principles:
1. The development of a true scien ...
321 SCIENTIFIC MANAGEMENT THEORY A CRITICAL REVIEW FROM.docx
321
SCIENTIFIC MANAGEMENT THEORY: A CRITICAL
REVIEW FROM ISLAMIC THEORIES OF
ADMINISTRATION1
Jafar Paramboor
Mohd Burhan Ibrahim
Abstract
Early management theory consisted of numerous attempts at getting
to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all fields of industry expected that they could open
a new way of pattern in the area of conceptualizing the management
field with new ideas and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915). This paper is a critical review on scientific
management theory looking from the descriptive and normative
angles of Islamic theories of administration. Starting from the
background of the author, and his theory, the paper highlights some
of the criticisms arose from the West, followed by Islamic dimensions
on the theory of administration, focusing on the individual and social
aspects. The paper argues that the values should be taken from
Islamic theories of administration which refers to the present world
as well as hereafter. Further, some of the implications and possible
areas of practicing Islamic theory of administration in higher
education management are presented.
Keywords: Scientific Management Theory, Islamic Theories of
Administration, Shurah, Adl, Itqan, Fard Kifayah, Khilafah
1 Article received: August 2018; Article submitted: November 2018; Article
accepted: December 2018
JAFAR PARAMBOOR
322
Introduction
The fundamental aim of management should be to ensure the
maximum prosperity for the employer as well as the employee. The
term “maximum prosperity” refers to not only large dividends for the
company or owner, but also the development of every branch of the
business to its highest state of quality, so that the prosperity may be
permanent. Likewise, maximum prosperity to the employee refers to
not only higher wages than are usually received by them, but also to
the development of each man to his state of maximum competence,
so that he may be capable of doing the highest grade of work
according to his natural potentials.2
Early management theory consisted of numerous attempts at
getting to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all the field of industry expected that they could
open a new pattern in the area of conceptualizing management field
with new ideas, and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915).3
Taylor rested his philosophy on four basic principles:
1. The development of a true scien.
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Human resource management (HRM or HR) is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee-benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.Scientific Management Report
Frederick Taylor was an influential management theorist who developed the theory of scientific management in the early 20th century. His philosophy maintained that maximum efficiency could be attained through specialization of labor, improving organization, and implementing results from time and motion studies. While Taylorism aimed to improve efficiency, later theorists like Elton Mayo concluded that social and informal workplace factors have a greater influence on employee productivity. The essay argues that human relations theory, which takes these social factors into account, is more relevant to modern business compared to Taylor's scientific management approach.
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This document provides an introduction to teaching a course on I/O psychology. It outlines key learning objectives which are to describe I/O psychology, understand its history, and learn about important research methods. I/O psychology applies psychological principles in workplace settings, with the goals of enhancing employee performance and well-being. The document then covers major fields in I/O psychology, common job titles, educational requirements, and important research methods like experiments, surveys, and meta-analyses.
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This document discusses key lessons from corporate history and principles of management. It provides three short stories that convey moral lessons about managing change, the dangers of relying on superficial strategies, and knowing when to remain prudent. The document also summarizes the evolution of management thought from early theorists like Taylor to more modern contributors and discusses core management functions, skills, and goals of achieving objectives efficiently.
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This document provides an overview of industrial-organizational psychology, outlining the differences between industrial psychology which focuses on personnel selection and organizational psychology which examines work satisfaction and motivation. It discusses key areas of I/O work like selection, training, and performance appraisal. The document also summarizes important studies like the Hawthorne Experiments and influential early founders. Finally, it outlines some potential future trends as technology changes the nature of jobs and work.
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Thanks and Regards,
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This document provides an overview of the evolution of approaches to human resource management. It discusses the classical approaches of scientific management, administrative management, and bureaucratic management from the early 20th century. It then covers the behavioral approaches of the mid-20th century exemplified by the Hawthorne Studies. Later approaches discussed include quantitative approaches incorporating management science, and modern approaches such as systems theory and contingency theory.
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321 SCIENTIFIC MANAGEMENT THEORY A CRITICAL REVIEW FROM.docx
321
SCIENTIFIC MANAGEMENT THEORY: A CRITICAL
REVIEW FROM ISLAMIC THEORIES OF
ADMINISTRATION1
Jafar Paramboor
Mohd Burhan Ibrahim
Abstract
Early management theory consisted of numerous attempts at getting
to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all fields of industry expected that they could open
a new way of pattern in the area of conceptualizing the management
field with new ideas and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915). This paper is a critical review on scientific
management theory looking from the descriptive and normative
angles of Islamic theories of administration. Starting from the
background of the author, and his theory, the paper highlights some
of the criticisms arose from the West, followed by Islamic dimensions
on the theory of administration, focusing on the individual and social
aspects. The paper argues that the values should be taken from
Islamic theories of administration which refers to the present world
as well as hereafter. Further, some of the implications and possible
areas of practicing Islamic theory of administration in higher
education management are presented.
Keywords: Scientific Management Theory, Islamic Theories of
Administration, Shurah, Adl, Itqan, Fard Kifayah, Khilafah
1 Article received: August 2018; Article submitted: November 2018; Article
accepted: December 2018
JAFAR PARAMBOOR
322
Introduction
The fundamental aim of management should be to ensure the
maximum prosperity for the employer as well as the employee. The
term “maximum prosperity” refers to not only large dividends for the
company or owner, but also the development of every branch of the
business to its highest state of quality, so that the prosperity may be
permanent. Likewise, maximum prosperity to the employee refers to
not only higher wages than are usually received by them, but also to
the development of each man to his state of maximum competence,
so that he may be capable of doing the highest grade of work
according to his natural potentials.2
Early management theory consisted of numerous attempts at
getting to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all the field of industry expected that they could
open a new pattern in the area of conceptualizing management field
with new ideas, and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915).3
Taylor rested his philosophy on four basic principles:
1. The development of a true scien ...
321 SCIENTIFIC MANAGEMENT THEORY A CRITICAL REVIEW FROM.docx
321
SCIENTIFIC MANAGEMENT THEORY: A CRITICAL
REVIEW FROM ISLAMIC THEORIES OF
ADMINISTRATION1
Jafar Paramboor
Mohd Burhan Ibrahim
Abstract
Early management theory consisted of numerous attempts at getting
to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all fields of industry expected that they could open
a new way of pattern in the area of conceptualizing the management
field with new ideas and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915). This paper is a critical review on scientific
management theory looking from the descriptive and normative
angles of Islamic theories of administration. Starting from the
background of the author, and his theory, the paper highlights some
of the criticisms arose from the West, followed by Islamic dimensions
on the theory of administration, focusing on the individual and social
aspects. The paper argues that the values should be taken from
Islamic theories of administration which refers to the present world
as well as hereafter. Further, some of the implications and possible
areas of practicing Islamic theory of administration in higher
education management are presented.
Keywords: Scientific Management Theory, Islamic Theories of
Administration, Shurah, Adl, Itqan, Fard Kifayah, Khilafah
1 Article received: August 2018; Article submitted: November 2018; Article
accepted: December 2018
JAFAR PARAMBOOR
322
Introduction
The fundamental aim of management should be to ensure the
maximum prosperity for the employer as well as the employee. The
term “maximum prosperity” refers to not only large dividends for the
company or owner, but also the development of every branch of the
business to its highest state of quality, so that the prosperity may be
permanent. Likewise, maximum prosperity to the employee refers to
not only higher wages than are usually received by them, but also to
the development of each man to his state of maximum competence,
so that he may be capable of doing the highest grade of work
according to his natural potentials.2
Early management theory consisted of numerous attempts at
getting to know some newcomers to industrial life at the end of the
nineteenth century and the beginning of the twentieth century, in
Europe and United States. As far as these newcomers were
concerned, almost all the field of industry expected that they could
open a new pattern in the area of conceptualizing management field
with new ideas, and thoughts. One of these newcomers was the
scientific management theory, the theory of Frederic Winslow Taylor
(1896-1915).3
Taylor rested his philosophy on four basic principles:
1. The development of a true scien.
BS 76001 HR Professionals invited to shape development of British Standard fo...
BS 76001 HR Professionals invited to shape development of British Standard fo...demingcertificationa
Human resource management (HRM or HR) is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee-benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.Scientific Management Report
Frederick Taylor was an influential management theorist who developed the theory of scientific management in the early 20th century. His philosophy maintained that maximum efficiency could be attained through specialization of labor, improving organization, and implementing results from time and motion studies. While Taylorism aimed to improve efficiency, later theorists like Elton Mayo concluded that social and informal workplace factors have a greater influence on employee productivity. The essay argues that human relations theory, which takes these social factors into account, is more relevant to modern business compared to Taylor's scientific management approach.
Similar to 2 historyofio psych (20)
Chapter 1 Intro to Industrial/Organizational Psychology
Chapter 1 Intro to Industrial/Organizational Psychology
321 SCIENTIFIC MANAGEMENT THEORY A CRITICAL REVIEW FROM.docx
321 SCIENTIFIC MANAGEMENT THEORY A CRITICAL REVIEW FROM.docx
321 SCIENTIFIC MANAGEMENT THEORY A CRITICAL REVIEW FROM.docx
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Annulment Symposium
October 6, 2012. Annulment Symposium.
Center for Performing Arts, University of San Jose - Recoletos.
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the people have spoken, NO to the creation of Banawa-Englis.
by the way, Tony Cuenco (author of the Banawa-Englis law fiasco) has bowed out of the congressional race (or so he claims.) do we really need recycled politicians???
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みなさんこんにちはこれ何文字まで入るの？40文字以下不可とか本当に意味わからないけどこれ限界文字数書いてないからマジでやばい文字数いけるんじゃないの？えこ...
ここ3000字までしか入らないけどタイトルの方がたくさん文字入ると思います。
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みなさんこんにちはこれ何文字まで入るの？40文字以下不可とか本当に意味わからないけどこれ限界文字数書いてないからマジでやばい文字数いけるんじゃないの？えこ...
みなさんこんにちはこれ何文字まで入るの？40文字以下不可とか本当に意味わからないけどこれ限界文字数書いてないからマジでやばい文字数いけるんじゃないの？えこ...
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