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Organizational psychology definition, scope, importance, application It would have been good if all employees couldnt wait to get to work because they loved their jobs so much! Also if all their performances were outstanding, because they were so well suited and trained for them! Unfortunately employees dont always enjoy their jobs and they dont always do them well. It is then up to practitioners from the field of Industrial-organizational psychology to enhance employees job performance as well as their wellbeing, and by doing this organization. Industrial-organizational (I-O) psychology is the scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance. Organizational Psychology, 2009) Industrial-organizational psychology deals with complex issues like interpersonal relations, work group processes, decision making, power and politics, organizational change strategies, work motivation, job satisfaction, and leadership..According to expert in the field, Robert M. Guion (1965), it is "the scientific study of the relationship between man and the world of work ... in the process of making a living" (p. 817). In the department of business there are many fields, each one with a different focus and purpose. Logistics, accounting, finance and marketing are all aspects of running an organization, but each one examines different factors and has different techniques and reasons for what they are doing. I-O psychology has its own mission along with all the other business disciplines - it examines the factors that affect the people in an organization. I-O psychologists rely extensively on research; they use empirical data and statistics, rather than clinical judgments. They are quite different from clinical psychologists they do not conduct therapies or counseling. I-O psychologists use the scientist-practitioner model, which means that they act as scientists when they conduct research and as (Society for Industrial and to contribute to the overall success of an

practitioners when they work with actual organizations. In order for the work they perform with organizations to be of high quality and to enhance an organizations effectiveness, they apply their research findings. How healthy one organization is can be defined by the psychological state of its employees, as well as the level of their engagement in the organization. A growing organization needs to have its employees prepared and trained to take on the escalating pressure of performing more in order to keep up with the growth of the organization. I-O psychology aims at increasing the productivity and well-being of employees and there are two approaches for accomplishing this. The industrial approach (I from I-O psychology) has in its focus determining competencies which are required to perform a job, recruiting in the organization employees that have those competencies, and then further increasing those competencies through training. The organizational approach (o from I-O psychology) aims at creating an organizational structure and culture which will motivate employees to perform well, provide them with the needed information to do their jobs, and with working conditions which are safe and result in an enjoyable and satisfying work environment. I-O psychology can be further divided in certain subfields of specification. I-O psychologists, together with HRM professionals, involved in Personnel psychology study and practice in areas such as job analysis, applicants recruitment, employees selection, determining of salary levels, employees training, and evaluation of employee performance. Personnel psychologists analyze jobs and try to obtain a complete picture of what each employee does, often assigning monetary value to each position. After they have a complete job description, professionals in this field are able to build performance-appraisal instruments with which to evaluate performance of employees. Personnel psychologists are also examining various methods for training and development of employees. If they work in the training department of an organization, they would be identifying the organizations training needs, developing training programs, and assessing the success of trainings.

Psychologists, that are involved in Organizational psychology, are concerned with the issues of leadership, job satisfaction, motivation of employees, communication within the organization, conflict management, organizational change management, as well as the group processes within the organization. Organizational psychologists often try to get an idea about what employees consider to be an organizations strengths and weaknesses through surveys. Most often an organizational psychologists role within an organization would be a consulting one and it would include making recommendations on ways of improving problem areas. If, for example, low job satisfaction is a problem area, it could be improved by allowing the participation of employees in the making of certain company decisions, and if the problem area is poor communication, an implementation of an employee suggestion system might be the solution for improvement. Sometimes professionals in organization development aim at improving employee performance by implementing organization wide programs, such as team building, employee empowerment, and restructuring. Human factors, or Ergonomics, is an area within I-O psychology, which concentrates on the design of the workplace, the human-machine interaction, the ergonomics, as well as physical fatigue and stress. Psychologists from this field often work with engineers and other technical professionals, in order to make the workplace more efficient, and also safer. This can include activities like designing the most comfortable chair, or considering the optimal work schedule. Nowadays I-O psychology is continually increasing its popularity. One reason for that is that professionals from the field, perhaps more than those from any other field, can have a positive impact on the lives of other people. This is due to the fact that people spend more time at their jobs, than on any other activity in life. Therefore in order for people to feel as if theyre leading fulfilling lives, they need to be happy with and productive at their jobs.