L1: Intro

W&O Psychology

W&O Psychology

Specialization focused on applying psychological principles to understand people in the workplace.

Scientist-Practitioner Model

Combines research and practice in W&O psychology, emphasizing both scientific inquiry and practical application.

General Purpose Technologies (GPTs)

Technologies that significantly impact the economy and society; 23 true GPTs have been invented, with 9 in the last 125 years.

Definition of W&OP

Focuses on individual-group dynamics, organizational interactions, and environmental relationships, emphasizing descriptive analysis.

Early Years of W&O Psychology

Traced back to Wilhelm Wundt’s lab, with key figures like Hugo Munsterberg and Walter Dill Scott promoting psychology in industry.

World War I Testing

Introduced Army Alpha and Beta tests for personnel selection, emphasizing productivity and efficiency.

Scientific Management

Frederick Taylor's approach to management using logical principles, advocating for the best person for the job based on efficiency.

World War II Contributions

W&O psychology aided in selecting enlistees and redesigning airplane cockpits for standardization.

Cheaper by the Dozen

Frank and Lillian Gilbreth's time and motion studies using film to improve work efficiency; first Ph.D. in industrial psychology.

Bureaucracy

Max Weber's rational approach to organizational structure, emphasizing hierarchy, clear rules, and technical skills.

Principles of Organization

Henri Fayol's rational design principles, including planning, hierarchy, and communication, with criticisms of overlooking employee influence.

Human Relations Era

Focused on workers' feelings and attitudes, emphasizing the importance of social needs and relationships in productivity.

Neo-Human Relations Movement

Chris Argyris and Douglas McGregor's focus on motivation and leadership, contrasting earlier industrial psychology views.

Systems Theory

Fred Emery and Eric Trist's model viewing organizations as open systems with input, transformation, output, and feedback.

Contingency Theory Approach

Paul Lawrence and Jay Lorsch's theory that organizational structure depends on situational contingencies and environmental factors.

Civil Rights Era

Focus on fairness in hiring practices post-1964 Civil Rights Act, leading to diversity management in organizations.

High-Tech HR Era

Transformation of HR processes through technology, enabling electronic applications and immediate testing results.