Module 1: Overview

Psychomet review

Industrial Organizational Psychology

The scientific study of human behavior and cognition in the work setting, focused on improving employee performance and well-being.

Applied psychology

science of people at work

Individual Work Behaviors

Psychological processes that influence how an employee performs tasks at work.

Group Processes

Interactions among supervisors, subordinates, and peer groups that affect workplace dynamics and outcomes.

Human Resource Functions

Recruitment, selection, placement, training, development, and performance management activities within an organization.

Frederick Taylor

Pioneer of Scientific Management (1911) emphasizing efficiency and task standardization.

Scientific Management

Taylor’s approach that applies scientific principles to optimize work methods and productivity.

Robert Yerkes

Psychologist who developed the Army Alpha and Beta intelligence tests for World War I military recruitment.

Army Alpha Test

World War I test for reading recruits

Army Beta Test

World War I test for non-reading recruits

Hawthorne Effect

Improved performance resulting from employees’ awareness of being studied.

Kurt Lewin

Psychologist who promoted Participative Management and group dynamics research (1939).

Scientist-Practitioner Model

Dual role in IO psychology combining empirical research with applied workplace interventions.

Line

Unit directly responsible for achieving an organization’s primary goals.

Staff

Support unit that assists line functions (e.g., HR, IT, Finance).

Classical Organizational Theory

Early 20th-century view describing organizations by differentiated activities, people, cooperation toward goals, and authority.

Functional Principle

Structuring an organization into departments based on similar functions (e.g., Marketing, HR).

Scalar Principle

Clear chain of command from top management to the lowest levels.

Line and Staff Principle

Distinction between operational and supportive roles.

Span of Control

Number of subordinates directly supervised by a manager.

Neo-Classical Theory

1950s perspective recognizing emotional and social aspects of organizations as complex social systems.

Modern Organizational Theory

Dynamic view emphasizing interplay among members and adaptation to environmental factors.

Systems Theory

Concept that an organization is an interdependent system of individuals, groups, and environments.

Contingency Theory

Idea that no single management style fits all situations; effectiveness depends on contextual factors.

Human Resource Management (HRM)

Policies and practices influencing employee behavior, attitudes, and performance.

Human Resource Development (HRD)

Framework focused on enhancing employees’ skills, knowledge, and abilities.

Strategic Partner

Aligning HR initiatives with organizational strategy to achieve business goals.

Change Agent

HR role guiding organizational transformation to maintain competitiveness.

Administrative Expert

HR responsibility for building efficient policies and procedures.

Employee Champion

Advocating for employees’ needs to boost engagement and capability.

Human Resource Planning

Systematic forecasting of workforce needs and development of strategies to meet them.

Recruitment

Process of locating, identifying, and attracting qualified job applicants.

Selection

Choosing the best candidates from a pool of applicants.

Leadership Development

Activities that enhance leadership skills within individuals and organizations.

Succession Planning

Systematic identification and preparation of employees for future leadership roles.

Career Planning

Helping employees establish realistic career goals and paths.

Career Development

Guiding employee movement through organizational levels and roles.

Performance Management

Processes establishing expectations and managing people to achieve organizational goals (e.g., appraisals, feedback).

Compensation

All forms of financial returns, services, and benefits provided to employees.

Employee Relations

Practices aimed at maintaining productive and satisfying employer-employee relationships.

Employee Wellness

State of employees’ physical and mental health within the workplace.

Human Resource Information System

Computerized system for recording, storing, and analyzing HR data to support decision-making.

Job Analysis

Systematic study of job tasks and required KSAs (knowledge, skills, abilities).

Knowledge, Skills, Abilities

Competencies needed to perform a job successfully