Industrial/organizational psychology involves studying workplace psychology, personnel selection, training, and worker motivation. Key aspects include job analysis to understand job requirements, selecting candidates based on hard and soft criteria, structured interviews, training employees, and understanding motivation using need, cognitive, and reinforcement theories. The overall goal is to fit the right people to jobs and fit jobs to people, in order to improve job satisfaction, performance, safety, and quality of work life.

2.  The branch of psychology that
investigates the psychology of the
workplace.

3.  How best to fit the right person to a given
job.
 How best to fit the job to the person

4.  How best to fit the right person to a given
job
 What does “doing a good job,” mean?
 Personnel selection: How to select people
who do the job well?
 Training: How to train them so that they do
the job well?

5.  How best to fit the job to the person?
 Quality of work life
 Job satisfaction
 Worker safety

6.  It involves the following:
a. Job analysis
b. Personnel selection
c. Personnel training
d. Worker’s motivation

8. • Job analysis is to prepare a specific
description of a job. It encompasses the
qualities and behaviours required of a
person to do the job properly.
• It is “the systematic study of the tasks,
duties, and responsibilities of a job and the
knowledge, skills, and abilities needed to
perform it” (Riggio, 1990).
•

9.  Step 1
 Preparing a detailed description of what
a person to be selected for a particular
job is expected to do.
• The job analysis has to be specific.
 Instead of stating general duties it should
describe actual behaviours that the
person has to perform

10.  Determining the performance criteria
needed for the proper performance of a
job.
• The specified duties and responsibilities
have to be translated into measurable
personal characteristics.

11.  Hard Criteria
 These are the objective criteria.
 These criteria are obtained from the
available data e.g. salary, number of
units sold

12.  Soft Criteria
 Soft criteria have a personal touch and
require a degree of judgment i.e., sense
of humour, congeniality, creativity etc.
• For example the best student of your
college may be selected on the basis of
her grades, or her
interaction with fellow students, or both i.e.,
soft as well as hard criteria.

13.  Personnel selection includes:
 Devising ways of selecting the best applicant.
 Making decisions regarding retention.
 Making decisions regarding promotion.
 Making decisions regarding termination

14.  It can be a rough screening device.
 It can supplement, or provide cues for,
interviewing.
 The information contained in the
application form may be used as a
predictor of future performance e.g.
academic record and job history can be
indicative of a person’s ability and
potential.

15. Employment interviews can be structured
or unstructured.
 Structured interviews are preferred over
the unstructured interviews.
 These consist of carefully phrased,
prescribed, uniform, and fixed-ordered
questions for all applicants.
 Structured interviews are considered
more valid than the unstructured ones.

16.  At times the data obtained through
application form and interviews may
need to be supplemented by
psychological assessment.
 Intelligence, ability, aptitude,
achievement, or personality tests may
be used.

17.  Proper training is a requirement and a
partial guarantee that the selected
person will do the job well

18.  It can be done in various ways;
 Taking trainees’ ratings
 Assessment by the organization i.e.,
measuring effectiveness with reference
to training objectives

19.  Workers’ motivation affects efficiency and
productivity of the organization.
 A team comprising unmotivated workers
will not be able to attain the desired goals.

20.  For an organizational psychologist, what
motivates a person to carry on or not his
work is much dependent on three
explanations. They are;
 Need theories
 Cognitive theories and
 Reinforcement theories

21. Stooooooooo
op
for heaven
sake plz stop.
You have
already
taken 10
minutes
hmmmm