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Introductory Psychology

Module 13:

Industrial-Organizational Psychology

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Affirmations

I do not give up, I find solutions
I continually improve my time management skills
I am building my future

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Recall

What is the difference between intrinsic and extrinsic motivation?
What are the major theories of emotion?

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Key Integrative Theme

Theme E: Our perceptions and biases filter our experiences of the world through an imperfect personal lens.

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Two Truths and a Lie

Which of these is the lie?

C. A goal of I-O psychology is to align the goals and well-being of both employees and organizations

B. I/O psychology has strong connections to work in human resources.

A. Job satisfaction is typically the most significant factor in predicting an organization's profitability.

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Section 1 Learning Goals

1 Describe the field of industrial and organizational psychology

2 Describe the history of industrial and organizational psychology

Deepen your understanding and form connections within these skills:

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What Does Industrial-Organizational Psychology Study?

Attributes of jobs, applicants of those jobs, and methods for assessing fit to a job
Orientation of new employees and ongoing training of employees
Process of hiring employees
Performance appraisal systems

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Discussion

If you could work in industrial-organizational psychology, what type of work would you like to do?

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Apply It

What would your ideal office look like?

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On the Apply It page, students watch a video and identify examples of industrial psychology and organizational psychology. The content also discusses the differences between these two branches of psychology, focusing on understanding human behavior in the workplace, and provides examples of concerns related to employee treatment and working conditions in mega-corporations like Facebook, Apple, Amazon, and Google.

Activity #1 from the Instructor Resources:

Background

Students had the opportunity to view the video, Inside Google’s Massive Headquarters, and consider the applicable industrial and organizational psychology principles. This activity gives students the opportunity to discuss the strengths and drawbacks of Google’s Headquarters. Students will also design their own ideal office.

Topic Alignment: Industrial-Organizational Psychology Basics
Learning Outcome: Describe the field of industrial and organizational psychology.
APA Learning Outcome: Integrative Theme F: Applying psychological principles can change our lives, organizations, and communities in positive ways.
Source: Jessica Traylor for Lumen Learning, CC-BY.

Time Estimate: 60-70 minutes

Instructions

Google Headquarters video �Show the video, Inside Google’s Massive Headquarters, so that it is fresh in students’ minds for this activity.
Whole-class discussion

How does the video showcase elements of an ideal office environment according to Google's approach? What specific features or amenities contribute to creating a positive work environment?

Example answer: The video showcases Google's emphasis on employee satisfaction and well-being through various amenities and features. Some specific elements include fun and creative spaces like lava lamps and giant screens displaying live Google search terms, which promote a vibrant and stimulating work environment. Additionally, the presence of collaborative workspaces, pianos in the lobbies, and oversized whiteboards fosters creativity and idea sharing. These features contribute to an ideal office environment that values employee engagement, innovation, and a positive work culture.

Reflecting on the video, what aspects of Google's office environment do you think would enhance employee satisfaction and well-being? How might these elements impact productivity and creativity within the organization?

Example answer: Several aspects of Google's office environment would likely enhance employee satisfaction and well-being. For instance, the availability of on-site gyms, swim-in-place swimming pools, and recreational spaces like ping pong and foosball tables promote physical health, stress reduction, and work-life balance. Moreover, the inclusion of mindfulness spaces and access to outdoor areas can positively impact mental well-being and creativity. These elements contribute to a positive employee experience, increased motivation, and potentially higher levels of productivity and innovation.

Considering the portrayal of Google's office environment, what potential challenges or drawbacks do you foresee in implementing similar features in other workplaces? How might the cost, practicality, or cultural differences affect the feasibility of creating an ideal office environment like Google's?

Example answer: While Google's office environment seems highly appealing, there are challenges and drawbacks to consider in implementing similar features elsewhere. One major consideration is the cost associated with creating and maintaining such elaborate facilities. Not every organization may have the financial resources to provide extensive amenities like on-site gyms, swimming pools, or recreational areas. Additionally, practicality can be a concern, as the size, layout, and existing infrastructure of different workplaces may not easily accommodate all of these features. Cultural differences and varying employee preferences should also be taken into account, as what works for one organization may not necessarily be suitable or desired by employees in another. Balancing the need for an ideal office environment with practicality, cost-effectiveness, and cultural fit becomes crucial when considering implementation in different workplaces.

Split class into groups of 3-5 students�Students will need to work together to design their ideal office environment.
Design your ideal office�Think about the various theories, principles, and best practices in industrial and organizational psychology. Focus on topics such as employee satisfaction, motivation, work environment design, organizational culture, and employee well-being.

Based on your analysis, create a design proposal for your ideal office environment. Consider the following aspects:

Physical Environment: Determine the layout, lighting, and arrangement of workspaces. Consider factors such as comfort, ergonomics, natural light, and the incorporation of nature elements.
Amenities and Facilities: Identify amenities that promote employee well-being, work-life balance, and collaboration. Examples may include recreational areas, fitness facilities, relaxation spaces, and access to nature.
Organizational Culture: Describe the desired organizational culture and values that will shape the office environment. Consider aspects such as communication, teamwork, innovation, and employee recognition.
Employee Engagement: Propose strategies to enhance employee engagement and motivation. This can include ideas for employee involvement in decision-making, feedback mechanisms, and opportunities for personal and professional growth.

Share your design with the class�Present a summary of the key elements and principles that make your office environment design ideal from both industrial and organizational psychology perspectives. Reflect on the potential impact of your proposed design on employee satisfaction, productivity, and overall organizational success.

Key Points

The ideal office environment design should reflect key elements and principles from industrial and organizational psychology perspectives. It should consider employee satisfaction, productivity, and overall organizational success. By incorporating these elements, the design can have a positive impact on employee well-being, motivation, satisfaction, and ultimately contribute to organizational success.

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Section 2 Learning Goals

1 Describe job analysis and the initial steps in employee selection

2 Understand how employees are assessed and selected

3 Describe types of job training and performance assessment

Deepen your understanding and form connections within these skills:

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Training New Employees

Many organizations have orientation which includes information about:

Company history, policies, and rules
Organizational culture
How to use new tools
Job-specific training

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Training New Employees

Mentoring is a form of informal training in which an experienced employee guides the work of a new employee

Significant but small positive effects on performance, motivation and satisfaction, and actual�career outcomes
May be especially important for women

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Mentoring at Work

Mentoring is a form of informal training in which an experienced employee guides the work of a new employee

Significant but small positive effects on performance, motivation and satisfaction, and actual career outcomes
May be especially important for women

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Evaluating Employees

Performance appraisals are a formal process with an annual face-to-face meeting between an employee and their supervisor at which they discuss:

progress on meeting goals
concerns about employee performance
positive aspects of performance
performance rewards or consequences of poor performance

Part of the function of performance appraisals for the organization is to document poor performance to bolster decisions to terminate an employee

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360 Degree Performance Appraisal

Supervisors, customers, direct reports, peers, and the employee rate the employee’s performance

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Problems with Performance Evaluations

Many performance evaluations are disliked by organizations, employees, or both
Few of them have been tested to see if they improve performance or motivate employees

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Federal Laws on Hiring

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Apply It: Interviewing

What are the KSAs required for success in your future job?
What are 5 interview questions you might be asked for this job?

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Activity #2 from Instructor Resources:

Background

Students have reviewed the O*Net website and considered other strategies to leverage technology in preparation for an interview. This activity gives students the opportunity to create interview questions and engage in a mock interview.

Topic Alignment: Hiring and Evaluating Employees
Learning Outcome: Understand how employees are assessed and selected
APA Learning Outcome: Integrative Theme F: Applying psychological principles can change our lives, organizations, and communities in positive ways.
Source: Jessica Traylor for Lumen Learning, CC-BY.

Time Estimate: 60-70 minutes

Instructions

Conversation starter�Have you ever wondered what it takes to excel in your dream career? Do you know the key knowledge, skills, and abilities (KSAs) required for success?
Review ONet and develop interview questions

Use the O*Net website to determine key knowledge, skills, and abilities (KSAs) of one career you are interested in.

Develop two generic interview questions.
Develop five interview questions based on the KSAs for the career you researched. Try to include behavioral and/or situational questions. Here are some examples:

Behavioral Question: "Tell me about a time when you encountered a challenging client or individual in a work setting. How did you handle the situation, and what was the outcome?"
Situational Question: "Imagine you are working in a team-based environment in an organization, and a conflict arises between two team members. How would you approach resolving this conflict and promoting positive collaboration?"
Behavioral Question: "Share an example of a time when you had to make a difficult ethical decision in your previous role. How did you navigate the situation, and what factors did you consider in your decision-making process?"

Conduct a mock interview

Partner with someone else and trade interview questions. Role play a mock interview with your partner. They will ask you the interview questions you developed and vice versa. After the first mock interview is complete, switch roles.

Debrief the activity with the class

Encourage students to share their reflections. Consider using the follwoing discussion questions.

How did it feel to participate in the mock interview? Did it simulate a real interview experience? Why or why not?
What were some of the strengths you observed in your partner's interview performance? How did they effectively showcase their qualifications and skills?
Were there any areas for improvement in your partner's interview? How could they enhance their responses or presentation in future interviews?
Did you encounter any unexpected or challenging questions during the mock interview? How did you handle them? What strategies did you use to think on your feet?
Did you observe any nonverbal communication or body language cues that could have been improved upon during the interview? How important do you think nonverbal communication is in an interview setting?
What were some valuable feedback or suggestions you received from your partner or the instructor during the mock interview? How could you incorporate this feedback to enhance your future interview performance?
How did the mock interview experience help you gain a better understanding of the interview process? What insights or lessons did you take away from the role play?
Reflecting on the entire mock interview exercise, what are some key strategies or techniques you plan to implement in future interviews to improve your chances of success?

Key Points

The mock interview exercise is a valuable tool for students to gain practical experience and enhance their interview skills. It offers a realistic simulation that allows students to understand the challenges and pressures of a real interview setting. During the activity, students should be encouraged to effectively showcase their qualifications and skills by providing specific examples. Instructors should emphasize the importance of concise and focused answers, active listening, and the ability to think on one's feet when faced with unexpected or challenging questions. Additionally, instructors should highlight the significance of nonverbal communication and body language cues in leaving a positive impression. Feedback and suggestions provided by peers and instructors are crucial for students to enhance their interview performance. Encourage students to conduct thorough research on the company and job requirements, practice active listening, and adapt to unexpected situations. By incorporating these strategies and continuing to practice, students can improve their chances of success in future interviews.

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Section 3 Learning Goals

1 Describe the factors that contribute to job satisfaction

2 Describe key theories about management

3 Describe leadership styles

4 Explain why organizational culture is important

Deepen your understanding and form connections within these skills:

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Theory X and Theory Y Management

Theory X	Theory Y
People dislike work and avoid it	People enjoy work and find it natural
People avoid responsibility	People are more satisfied when given responsibility
People want to be told what to do	People want to take part in setting their own work goals
Goals are achieved through rules and punishments	Goals are achieved through enticements and rewards

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Leadership Styles

Transactional

Focus is on supervision and organizational goals, which are achieved through a system of rewards and punishments (i.e., transactions)
Maintain the status quo
Are managers

Transformational

Charismatic (role models)
Inspirational (optimistic about goal attainment)
Intellectually stimulating (encourage critical thinking and problem solving)
Considerate

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Organizational Culture

Values
Visions
Hierarchies
Norms
Interactions between its employees
How an organization is run
How it operates
How it makes decisions

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Apply It

Reflecting on the results of the Pew Research job satisfaction survey, what are the most notable aspects that contribute to satisfaction or dissatisfaction at work?
How do these findings align with your personal values and expectations?
What actions or changes can you propose to enhance your overall job satisfaction based on these insights?
How do you envision your ideal work environment in terms of factors such as work-life balance, growth opportunities, recognition, and supportive management?
How can you leverage your strengths and address any areas of concern to shape your future work experiences and improve your overall job satisfaction?

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Section 4 Learning Goals

1 Identify types of bias and discrimination that occur in the workplace

2 Describe the laws designed to prevent bias and discrimination in hiring

3 Describe the field of human factors psychology

Deepen your understanding and form connections within these skills:

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Bias and Protections in Hiring and Promotion

It is illegal for a potential employer to ask your age, whether you are married, a U.S. citizen, have disabilities, or your race or religion

Pay must be equal for men and women who perform equal work
Employers cannot discriminate against pregnant women or people with obesity, psychiatric disabilities, or a history of substance abuse
Retaliation for making a civil rights claim is illegal
Some states and cities protect LGBT people from discrimination

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Exceptions to Federal Law

Bona fide occupational qualifications (BFOQs) are requirements of certain occupations that would otherwise be discriminatory

Examples: gender might be a qualification to teach breastfeeding or religion is a qualification for a minister

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Where to Report Discrimination

When people feel they have been discriminated against at work, they can inform the Equal Employment Opportunity Commission (EEOC)

The EEOC received more than 94,000 charges of various kinds of employment discrimination in 2013

Harassment based on sex, race, disability, age, or religion is illegal

Many employers offer diversity training and sexual harassment prevention training

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Question

1 Which of the following best describes the primary goal of a human factors psychologist?

A) Analyzing market trends to boost sales

B) Designing products and systems to maximize human efficiency and safety

C) Conducting therapy sessions for employees

D) Studying the influence of leaders on group behavior

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Apply It: Human Centered Design

How can we use the principles of human-centered design to create innovative solutions that address real-world challenges in our school or workplace?
Pick an area to redesign. What is your proposal?

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On the Apply It page, students are asked to watch videos on Human Factors Psychology and Ergonomics and reflect on design principles like discoverability and feedback, as well as ergonomic considerations, to identify usability issues in their everyday environments and propose improvements to create user-friendly and comfortable designs that enhance productivity and well-being.

Activity #3 from Instructor Resources:

Background

Students have learned about the importance of considering workplace deesign. This activity gives students the opportunity to use the principles of human-centered design to solve a specific problem or challenge. You will need to have a variety of problems or challenges prepared to give to student groups. Examples will be provided below.

Topic Alignment: Workplace Design and Bias
Learning Outcome: Describe the field of human factors psychology
APA Learning Outcome: Integrative Theme F: Applying psychological principles can change our lives, organizations, and communities in positive ways.
Source: Jessica Traylor for Lumen Learning, CC-BY.

Time Estimate: 60-75 minutes

Instructions

Conversation starter�How can we use the principles of human-centered design to create innovative solutions that address real-world challenges in our school or workplace?
Introduction�Explain the concept of human-centered design and its importance in solving real-world problems. Consider showing this video about human-centered design.
Split class into groups of 3-5 students�Divide students into small groups and assign each group a specific problem or challenge. Here are a few example problems:

School Classroom: Redesign the layout of a classroom to optimize space utilization, improve student engagement, and enhance collaboration.
School Cafeteria: Design a more efficient and user-friendly system for organizing food lines, seating arrangements, and waste management in the school cafeteria.
Work Office: Create a workspace layout that promotes productivity, comfort, and collaboration among employees while considering factors like lighting, noise, and ergonomic furniture.
Library: Develop an innovative wayfinding system or redesign the library layout to make it easier for students to locate resources, navigate sections, and find study spaces.
Student Transportation: Improve the experience and safety of student transportation by designing a better bus or shuttle system, considering factors like seating arrangements, accessibility, and tracking mechanisms.
Outdoor Recreation Area: Design an inclusive and accessible playground or recreational area within the school premises that caters to the diverse needs and abilities of all students.
School Communication: Create a user-friendly digital platform or app that enhances communication between students, teachers, and parents, ensuring efficient sharing of information and resources.
Environmental Sustainability: Develop a comprehensive recycling and waste management system for the school or workplace that encourages proper disposal and promotes environmental consciousness.

Design process

Research and observation

Instruct students to quickly research their assigned problem or challenge. Encourage them to observe the existing conditions and gather basic information. Emphasize the importance of understanding user needs and preferences.

Ideation

Guide the groups in brainstorming and generating ideas for potential solutions. Encourage them to consider multiple perspectives and be creative in their thinking.

Prototyping

Instruct students to create a simple prototype of their proposed solution. Encourage them to use readily available materials, such as paper, cardboard, or digital tools. Remind them that the prototype should be a basic representation of their idea.

Testing and feedback

Allow groups to test their prototypes with their peers or other students in the class. Encourage them to gather feedback on usability, functionality, and user experience. Remind them to take notes on the feedback received.

Presentation

Allocate time for each group to present their design process and prototype to the class. Encourage them to explain their problem-solving approach and share the feedback they received.

Reflection

Facilitate a short reflection session where students evaluate their design process and discuss potential improvements. Consider the following questions:

Reflecting on your design process, what aspects of human-centered design did you find most valuable in understanding the needs and preferences of the users?
During the testing and feedback phase, what were some key insights or suggestions provided by your peers or other students? How did this feedback influence your design and prototype?
Looking back at your group's presentation and the overall project, what are some areas where you think you could have further improved your design or the implementation of human-centered design principles? How would you approach these improvements in future projects?

Key Points

The activity emphasized user-centered thinking, creativity, and the value of iterative design. By applying these principles, students practiced problem-solving and considering diverse perspectives. They were encouraged to reflect on their design process and apply human-centered design in future projects, fostering a mindset of creating impactful solutions.

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Quick Review

What is industrial and organizational psychology?
What are types of job training?
What are some approaches to and issues surrounding performance assessment?
What are the laws designed to prevent bias and discrimination in hiring and promotion?
What are some management styles including Theory X and Theory Y and transactional and transformational leadership?
What is organizational culture?
What is human-centered design?

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Attributions

Illustrations are from Storyset
Images from Pexels & Unsplash
Add additional attributions here……
Remember to add image alt text

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