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Essay / Research Paper Abstract
This 3-page paper discusses tasks of industrial-organizational psychologists and how they help add to an organization's bottom line. Bibliography lists 1 source.
Page Count:
3 pages (~225 words per page)
File: AS43_MTindupsyc.doc
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Unformatted sample text from the term paper:
this question (and the question below) it would be helpful to understand what, exactly, an industrial/organizational psychologist is and what he/she does. According to the Society for Industrial and Organizational
Psychology, the association that educates and provides resources for industrial-organizational psychologists (or I-O as its sometimes dubbed), industrial-organizational psychology "is the scientific study of the workplace." Moving deeper into this
definition, I-O psychologists analyze and study issues that are relevant to the effective functioning of a business or organization, such as talent management, assessment, employee selection and training, work-life balance
and overall organizational development (SIOP, 2012). As such, I-O psychologists are involved with employees (through testing, selection/promotion, training and development, employee attitude,
stress management and motivation); organizational development (change management, team building, diversity and cross-cultural issues, customer service issues and job design/evaluation); human resource management (legal, workplace health, performance evaluations and assessments
and employee behavior) and ethics. An I-O psychologist will do everything from research an organization to determine both effectiveness and where its weak
points might lie; to working with employees to better determine work-life balances and job satisfaction; to working with human resources on job design and training so the best employees are
attracted and can be retained; to analyzing the effectiveness of performance appraisals and feedback to facilitate overall organizational improvement. Because I-O psychologists are trained to observe organizational behavior, they can
often determine a "big picture" situation and recommend analyses and solutions to improve the effectiveness of organizations and their members. Organizations often
consider on-staff industrial/organizational psychologists as cost with no revenue return. What might industrial/organizational psychologists do to demonstrate their value to organizational leaders? The problem with I-O psychologists is that there
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