Professional Documents
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Industrial Psychology
Industrial Psychology
Industrial Psychology
INDUSTRIAL
PSYCHOLOGY
PSYCHOLOGY
Dr. R.L. NARAYANA SIMHA
INDUSTRIAL
INDUSTRIALPSYCHOLOGY
PSYCHOLOGY
AS
ASAASCIENCE
SCIENCE
Acc. To American Psychological
Association (API), The specialty of industrialorganizational psychology (also called I/O
psychology) is characterized by the scientific
study of human behavior in organizations
and the work place. The specialty focuses on
deriving principles of individual, group and
organizational behavior and applying this
knowledge to the solution of problems at
work.
.
METHODS
OF
UNDERSTANDING
METHODS OF UNDERSTANDING
BEHAVIOUR
BEHAVIOUR
1. INTROSPECTION
2. OBSERVATION [PARTICIPATIVE &
NON-PARTICIPATIVE]
3. INTERVIEW
4. CASE STUDY
5. SURVEY METHOD
6. CLINICAL METHOD
7. EXPERIMENTAL METHOD
SCOPE
SCOPEOF
OFI/O
I/OPSYCHOLOGY
PSYCHOLOGY
Acc. Mc. Collom
1. PERSONAL SELECTION:- Selection of employees,
executives for various jobs and developing the
instruments of personal selection by conducting
relevant research.
2. PERSONAL DEVELOPMENT:- Developing the methods
of the appraisal of the performance of the
employees, executives etc. Helping employees for
better adjustment themselves or their environment.
3. HUMAN ENGINEERING:- Setting and suggesting
changing innovations in the designs of machines,
equipment and operations, with a view to achieving
greater ease in operation, with least possible
expenditure of human energy.
HISTORICAL
HISTORICALPERSPICTIVE
PERSPICTIVE
It is exceedingly difficulty to apply a date to
the founding of any discipline. However,
industrial psychology may have gotten its start
on December 20, 1901 by Dr. Walter Dill Scott.
But the honor first industrial psychologist been
awarded to Hugo Munsterberg.
During World War 1 (1914-18)psychologists
were quite active in the war effort, developing
group tests for army recruits and aiding in the
development of procedures for the selection 0f
officer personal.
UNIT-2
PERSONAL SELECTION
AND EVALUATION
METHODS OF PERSONAL
SELECTION
INFORMATION
ABOUT
JOB
INTERVIEW
DEFINITION
The interview is a conversation with a purpose.
There are three purposes that may be served1. Obtaining information
2. Giving information
3. Motivation
The employment interview should serve each of
these three purposes. It should provide an
appraisal of personality by obtaining relevant
information about the prospective employees
background, his training, work history, education
and interests.
Obtaining information has been the primary
objective of the interview rather than giving
information or motivating.
TYPES OF
INTERVIEWS
1. STRUCTURED
2. NON-STRUCTURE
THE SELECTION
INTERVIEW
CHARACTERISTICS
CHARACTERISTICSOF
OFTHE
THESELECTION
SELECTION
INTERVIEW
INTERVIEW
Interview is a verbal and visual
interaction between two individuals.
Thus many of the cues available to the
interviewer will be based upon the
language and appearance of the
interviewee.
It is a conversation with a purpose. The
task of the interviewer is to use this
conversational tool to elicit as much
relevant information as possible (and
generally within specified time span).
FORMAT OF THE
SELECTION
INTERVIEW
1. Both interviewers could examine each
candidate together, working as a team
and arriving at a joint decision as to
hire or not.
2. Each interviewer could examine each
candidate separately and then only
hire those whom both interviewers
agreed should be hired(multiple cutoff
approach)
INTERVIEW
INTERVIEW
VALIDITY
VALIDITY
Ulrich and Trumbo in their reviews
subdivided all validity studies into three
classifications depending upon the
criterion used. There were1. Predictions of proficiency ratings
2. Predictions of success in training
3. Predictions of psychiatric rating of
discharge
LIMITATIONS
The interviewer cant judge from a
mans face such personality and
character traits honesty. There is no
evidence to support popular notions that
personality and character traits agree
with the contour of the face, the height
of the forehead, the closeness of the
eyes and the like.
HALO:- The interviewer is apt to like one
or more traits, not necessarily connect to
job success, and transfer his favorable
impression to his final evaluation of the
applicant.
PERSONAL
PERSONALDATA
DATA(OR)
(OR)APPLICATION
APPLICATIONBLANK
BLANK
Application Blanks/Personal Data generally have two
functions.
1. They provide pertinent information about the
employee which the company will need if the
individual is hired. Ex, name, age, sex, number of
dependent etc.
2. Application blanks are designed to gather
information about job applicants which the
personal officer feels are pertinent to the hiring
process.
In a sense an application blank is a highly
structured interview in which the questions have been
standardized and determined in advance.
VALIDITY
VALIDITYOF
OFAPPLICATION
APPLICATIONBLANK
BLANK
As with other types of predictors, one
must always be concerned with the
stability of a predictive relationship over
time. How likely is it that scoring keys,
developed at one point in time, are going
to successfully predict at some later time
period.
SOURCES OF
INFORMATION ABOUT
JOB CANDIDATES
PERSONALITY
ASSESMENT
SUBJECTIVE
METHODS
OBSERVATION
OBSERVATION
INTERVIEW
INTERVIEW
CASE STUDY
CASE STUDY
OBJECTIVE
METHODS
RATING SCALE
RATING SCALE
INVENTORY or
INVENTORY or
QUESTIONNAIR
QUESTIONNAIR
E
E
SITUATION
SITUATION
TESTS
PROJECTIVE
METHODS
ASSOCIATION
ASSOCIATION
CONSTRUCTIO
CONSTRUCTIO
N
N
COMPLETION
COMPLETION
ORDERING
ORDERING
EXPRESSION
EXPRESSION
SUBJECTIVE METHODS
1. OBSERVATION:- Observation is a
popular method to study the
behaviour pattern of an individual in
actual life situation. What personality
traits or characteristics the observer
needs to know are first decided by him
and then he observes relevant
activities of the subject in real life
situation. It can be done in two ways.
i) Non participative observation
ii) Participative observation
OBJECTIVE METHODS
1. RATING SCALE:- Rating scale is used to
know from others where an individual
stands in terms of certain personality traits
2. INVENTORY OR QUESTIONNARE:- In general
the word questionnaire refers to a device
for securing answers to questions by using
a form which the respondent fills in himself.
Personality inventory is specially designed
to seek answers about the person and his
personality
E.g. Do you enjoy being alone? Yes/No
Do you enjoy seeing others success?
Yes/No
3. PROJECTIVE
METHODS
These techniques are based on the
phenomenon of projection. In this
techniques relatively indefinite and
unstructured stimuli(like vague pictures,
ink blots, incomplete sentence etc.) are
provided to the subject and he is asked to
structured them in any way he likes.
In doing so he unconsciously projects
his own desires, hopes, fears, repressed
wishes etc. and thus not only reveals his
inner or private world but gives a proper
clue to estimate his total personality.
THEMATIC APPERCEPTION
TEST
Developed by Murray and Morgan.
It consists of 30 pictures which portray
human beings in a variety of actual life
situation. 10 for male, 10 for female and
10 for both.
GENERAL
GENERAL
PRINCIPLES
PRINCIPLES OF
OF
PERSONAL
PERSONAL TESTING
TESTING
PSYCHOLOGICAL TESTS AND THERE USES
TYPES OF
TESTS
Tests were used in industry prior to 1910 by
Hugo Munstenberg in connection with
various problems in his research for the
Boston Elevated Railway Company.
TYPES OF PSYCHOLOGICALTESTS
PSYCHOLOGICAL TESTS
VERBAL/LANGUAGE
TESTS
GROUP TESTS
INDIVIDUAL TESTS
NON-VERBAL/
PERFORMANCE
GROUP TESTS
INDIVIDUAL TESTS
CLASSIFICATION OF
PSYCHOLOGICAL TESTS
As for as the administrative point of
view is concerned the tests can be
classified into two broad categories
namelyi) INDIVIDUAL TESTS:- In which only one
individual is tested at a time.
ii) GROUP TESTS:- In which a group of
individuals is tested at a time.
USES
USES OF
OF
PSYCHOLOGICAL
TESTS
PSYCHOLOGICAL
TESTS
HUMAN
HUMAN ABILITIES
ABILITIES AND
AND
THEIR
THEIR MEASUREMENT
MEASUREMENT
MENTAL ABILITY/INTELLIGENCE
TESTS
Intelligence consists of an individuals those
mental or cognitive abilities which help him in
solving his actual life-problems and leading a happy
and well-contented life.
120.
INTELLIGENCE QUOTIENT
(I.Q.)
This term was initiated by German
psychologist William Stern and put into
wide practice by Terman.
It appeared to Stern that if a child was 6
years old (chronologically) but could do
when an 8 years old normally does he
would be 8/6 = 1.33 as bright as the
average. And in this way he made the ratio
M.A./C.A., measure or the rate of mental
development of an individual. To do away
with the decimal point, the ratio was a
gain multiplied by 100.
IQ= MA/CA*100
CLASSIFACATION OF I.Q.
I.Q.
140 and above
120-140
110-120
90-110
75-90
50-75
25-50
Bellow 25
LEVEL OF
INTELLIGENCE
Gifted or Genius
Very Superior
Superior
Normal or Average
Border line & Dull
Morons
Imbeciles
Idiods
MECHANICAL
MECHANICALAPTITUDE
APTITUDETESTS
TESTS
Tests dealing with mechanical aptitude
can be classified into two subgroupsmeasures of mechanical reasoning and/or
information, and measures of spatial
relations.
Ex- Minnesota Spatial Relation Test.
TESTS OF VISION
TESTS OF HEARING
Eye of span
Ear span
INTEREST
INVENTORIES
UNIT-3
ORGANIZATIONAL & SOCIAL
CONTEXT OF HUMAN-WORK
[A]
[A] NATURE
NATURE AND
AND FRAMEFRAMEWORK
WORK OF
OF GROUPS
GROUPS