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.

2. Human Factor
Psychology- studies ways
to improve the design
and function of machines
and the work
environment to better
meet the needs of human
users

3. Personnel
Psychology- involves
in
recruitment, selectio
n, training and
evaluation of workers

4. Development of
Industrial/Organiza
tional Psychology
1.) The work of the
industrial engineers
who used the methods
of Experimental
Psychology to redesign
the workplace.
FREDERICK TAYLOR
HUGO MUNSTERBERG

5. -emphasized making production
more efficient by matching people
to the jobs for which they were
suited. He believed that individual
qualities can contribute to
people’s performance in various
jobs.

6. 2.) Another approach
was done by the
industrial psychologists
in 1927 wherein they
conducted a series of
experiments at a
Western Electric Plant
in Illinois to discover the
effect of working
conditions on
productivity. But the
result of the experiment
led them to conclude
that workers’ feelings
affect their job
performance which is
known as “Hathorne
Effect”

7. 3.) The human relations
movement focuses on job
motivation and work
satisfaction. Researchers
concluded that human
considerations such as
friendship and sense of
achievement are as
powerful as the structural
factors such as rest
periods and other
physical aspects of the
work situation.

8. The problems with machines is that people have to use them. It is not
difficult for an engineer to design a machine that functions efficiently by
itself or when run by an engineer. The difficulty arises when an ordinary
person and the machine must work together as one unit to become a
HUMAN-MACHINE SYSTEM (is an arrangement of people and
machines, tools and other devices that produce a product or service.)

9. <How do personnel psychologists make employee selection?>
Personnel selection begins with JOB ANALYSIS (a detailed description of the
skills, knowledge and activities required by a particular job.
CRITICAL INCIDENTS - are situations with which competent employees must
be able to cope in a particular situation

10. 1. Bio-data – which is a detailed biographical
information about an applicant particularly
containing useful items
2. Interviews – which are done on a one-on-one or panel interview basis to gauge
the suitability of the applicant to the job
3. Psychological Testing
*general mental ability test (intelligence test) – person’s chances of
succeeding in various jobs
*vocational-interest test – assesses people’s interests and match them to
interests found among successful workers in various occupations
*multi-media computerized test – which use computers to present
realistic work situations
4. Work samples – assessment device that require a person to demonstrate how
well he or she can perform the tasks involved in the job under standardized
conditions
5. Assessment Centers – designed to measure how well a person is able to perform
the task of a specific job

11. #apple_polsci