INTRODUCTION Unit 2:

TO INDIVIDUAL FRAMEWORKS FOR

THOUGHT AND
DIFFERENCES PRACTICE IN I-O
PSYCHOLOGY
INTRODUCTION TO INDIVIDUAL DIFFERENCES
SECTION 1:

INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY (I-O PSYCHOLOGY)

UNIT 1: INTRODUCTION TO I-O UNIT 2: FRAMEWORKS FOR THINKING AND

PSYCHOLOGY PRACTICE IN I-O PSYCHOLOGY
(Chapter 1) (Chapter 2)

SECTION 2:

THE INDIVIDUAL AS PART OF THE ORGANISATION

UNIT 3: PERSONALITY UNIT 4: SENSORY AND PERCEPTUAL

(In the study guide) PROCESSES IN WORK BEHAVIOUR
(Chapter 5)

UNIT 5: COGNITIVE UNIT 6: WORKPLACE UNIT 7: WORK-RELATED

PROCESSES MOTIVATION ATTITUDES AND VAULES
(Chapter 6) (Chapter 8) (Chapter 10)

SECTION 3:

SOCIAL PROCESSES IN THE WORKPLACE

UNIT 8: THE ORGANISATION AS A SYSTEM UNIT 9: GROUPS

(Chapter 9) (Chapter 9)

SUSTAINING T&D CAPABILITY

 LEARNING OUTCOMES
Learning outcome
1. Discuss the various
psychological schools of thought.
2. Demonstrate understanding of 2.1. Explain the utilisation of multiple perspectives
contemporary thinking.
3. Discuss approaches unique to
I-O Psychology.
Assessment criteria
1.1. Describe an eco-systemic perspective with
specific reference to:
 Personality.
 Organisations as socio-technical living
systems.
1.2. Sketch the organisation as socio-technical
living system.
with specific reference to:
 Meta-psychology.
 Postmodernism.
3.1. Categorise the thinking frameworks related to
the nature of work and employees.
3.2. Distinguish between the thinking frameworks
related to employee and organisational
management.
VARIOUS PSYCHOLOGICAL SCHOOLS OF THOUGHT
An eco-systemic perspective
•An eco-systemic perspective, is way to study and think about phenomena like human
psyche or mind and related behaviours and phenomena.
•A combination of the knowledge base from general systems theory, cybernetics and
ecology, which all share some similar ways of thinking.
– General systems theory- based on holism, in which all systems consist of
subsystems, but are interconnected (Ludwig von Bertalanffy, 1950)
– Cybernetics- based on how information is controlled/regulated, processed and
exchanged
– Ecology- states all things in nature and the cosmos are related or connected in
a complex but systemic way
•Principles in an eco-systemic paradigm based on the above thinking, can be applied to
any living organism.
•An eco-systemic approach in psychological disciplines is important in order to
understand and consider the interaction and relationships between all possible factors
that define, explain and influence the context of functioning of a system (e.g. person,
family, organisation or work group).
VARIOUS PSYCHOLOGICAL SCHOOLS OF THOUGHT
An eco-systemic perspective (…cont)

•The eco-systemic approach is said to emphasise a number of principles; Gestalt,

holism, connectedness or interrelatedness and contextualisation.
•Contextualisation context in eco-systemic approach means that phenomena such as
human behaviour and experiences can be understood fully if contexts, environments or
influencing factors within which they take place are considered.
 AN ECO-SYSTEMIC PERSPECTIVE

Personality:
•The systems perspective view personality as fluid concept because the view of the
world and human beings will depend on how psychologists defines personality in
relationship to the individual’s constructions of him/herself, which is the psychologist
construction of reality.
•Personality structure in systems view does not exist as elements, but in synergy and
Gestalt that all elements form.
•All influences of subsystems on individual as a personality/self-system.
•The self-system consists of the individual, immediate close relationships, family and other
groups, community, culture, country and world.
•In addition, a person’s self-system also consists of various subsystems, which influence
him/her and other subsystems.
 AN ECO-SYSTEMIC PERSPECTIVE

Personality (…cont):

•The dynamic or motivation and development of a system (personality or group) is a

function- organised and structured, which influence flexibility & potential to change.
•The balance or homeostasis in a system (person/family/org.) is regulated by a continuous
or circular feedback system (e.g. complaints or praise) that may be positive or negative.
•When there is need for change in a system:
– Positive feedback- support need for changes (flexible system) then achieve new
balance or growth.
– Negative feedback- inability to react to the need for change (rigid system) then
imbalance or incongruence remain.
•Systems well-being depend on balance and integration that satisfies both the collective
and parts of the system.
 AN ECO-SYSTEMIC PERSPECTIVE

Organisations as socio-technical living systems:

•Systems theory is mostly integrated in the theory and practice of I-O psychology and HRM
practices.
•Work organisations are seen as socio-technical living systems, where;
– People and other resources are utilised and developed optimally,
– Serve as inputs in the many dynamic work and production processes,
– Which eventually lead to certain outputs or consequences for employees and
employers.
•Organisation structure is a pattern of interactions and coordination that links technology,
tasks, and human components of the organisation to ensure that organisations
accomplishes its purpose.
•I-O psychologists and HR practitioners main task: optimise the fit between employees and
work environments.
– In the process consider all influencing factors in the interaction.
•An eclectic or meta-psychological approach is taken.
AN ECO-SYSTEMIC PERSPECTIVE
Organisations as socio-technical living systems:

Social
processes

 Individual Org. processes

processes Output
Input & structures
 Personality

External Environment
Work & task
processes

Feedback
UTILISATION OF MULTIPLE PERSPECTIVES
UTILISATION OF MULTIPLE PERSPECTIVES

Meta-psychology:

•Psychology is interdisciplinary and moved beyond using certain explanations or

theories, or using assumptions and concepts rigidly.
•Rationale is to use multiple-theories- in combination and flexibly in ways that
ensure best meaning and use.
•Meta-psychology aims to present psychological phenomena in as a holistic,
organised and integrated manner as possible.
•This means that all influencing factors should be considered.
 UTILISATION OF MULTIPLE PERSPECTIVES
Postmodernism:
•Refers to a broad cultural approach in which other disciplines and methods are
also used to interpret psychological phenomena or to find new meaning in existing
knowledge.
•Asserts that so-called universal truths do not apply to all individuals and groups
– E.g. SA subgroups (have own meaning and realities based on experience
and social context).
•Constructivism: people cognitively, socially and emotionally create and change
their own personal constructs, which will give meaning and validity to their
experiences and help them understand themselves, others and the world.
•Deconstructivism: existing meaning in the written or spoken word, can be
changed by interpreting it.
•Social constructivism: knowledge and meaning is derived from culture, social
interactions & relationships between people & groups.
APPROACHES UNIQUE TO I-O PSYCHOLOGY
 APPROACHES UNIQUE TO I-O PSYCHOLOGY
Thinking frameworks related to the nature of work and employees:
APPROACHES UNIQUE TO I-O PSYCHOLOGY

THINKING FRAMEWORKS RELATED TO EMPLOYEE AND

ORGANISATIONAL MANAGEMENT:

1. Scientific/classical organisational management approach

•Emphasised the technical and structural.
•Management was mechanical, impersonal and prescriptive and
control processes and
•Regulations were designed to render work processes and
procedures rational, efficient, predictable, ordered and effective.
APPROACHES UNIQUE TO I-O PSYCHOLOGY

THINKING FRAMEWORKS RELATED TO EMPLOYEE AND

ORGANISATIONAL MANAGEMENT:
2. Complex living socio-technical systems
•All elements and behaviours are related and influential.
•The social, emotional and cognitive needs of employees, relationships in
workplace and social considerations by management are important.
•Employees are considered human capital and most important, all their
internal resources must be developed to be used effectively in business, in
conjunction with the technical and economic resources in business.
•• Employees and organisations must be able to change and adapt
quickly and use modern information or intelligence and communication
technology effectively in order to function and remain relevant in the
modern world of work and business.