Applied Psychology Chapter 17 Applied Psychology Overview IndustrialOrganizational

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Applied Psychology Chapter 17

Applied Psychology Chapter 17

Applied Psychology Overview • • • Industrial/Organizational Psychology Human Factors and Ergonomics Psychology and

Applied Psychology Overview • • • Industrial/Organizational Psychology Human Factors and Ergonomics Psychology and the Law Environmental Psychology Community Psychology Sports Psychology

What is Applied Psychology? • Applied psychology the branch of psychology that uses psychological

What is Applied Psychology? • Applied psychology the branch of psychology that uses psychological principles to solve practical problems in everyday life

Industrial Organizational Psychology

Industrial Organizational Psychology

What is Industrial/Organizational (I/O) Psychology ? Industrial/Organizational Psychology: • Explores how individual behaviour is

What is Industrial/Organizational (I/O) Psychology ? Industrial/Organizational Psychology: • Explores how individual behaviour is affected by the work environment, coworkers, and organizational practices

Industrial Organizational Psychology Four broad areas: – Human Resources Psychology – Motivation and job

Industrial Organizational Psychology Four broad areas: – Human Resources Psychology – Motivation and job performance – Job satisfaction – Leadership

Human Resources Psychology • Human resources psychologists are involved in the following activities related

Human Resources Psychology • Human resources psychologists are involved in the following activities related to employment: • Job analyses • Selection Procedures • Education and Training • Performance appraisal

Job Analyses • Job analyses: – specify performance criteria (i. e. the behaviours that

Job Analyses • Job analyses: – specify performance criteria (i. e. the behaviours that are required of the employees) – specify the qualifications for employment in that position

Selection Procedures Selection procedures: • assess the suitability of job candidates to help an

Selection Procedures Selection procedures: • assess the suitability of job candidates to help an employer determine who to hire • Various tests are often used:

Education and Training • Most corporations offer systematic training so employees can learn skills

Education and Training • Most corporations offer systematic training so employees can learn skills to improve their job performance • I/O psychologists typically break a training program down into a series of learning objectives

Performance Appraisal Performance appraisal • the process by which a supervisor periodically evaluates the

Performance Appraisal Performance appraisal • the process by which a supervisor periodically evaluates the job-relevant strengths and weaknesses of a subordinate • Often used to determine salaries, layoffs, firings, transfers, and promotions

Motivation of Job Performance • I/O psychologists often help determine what motivates employees to

Motivation of Job Performance • I/O psychologists often help determine what motivates employees to be productive • A number of theories attempt to explain employee motivation: – Need & Goal-Setting Theory – Expectancy Theory – Equity Theory

Motivation of Job Performance Expectancy Theories • Assert that a worker’s desire to work

Motivation of Job Performance Expectancy Theories • Assert that a worker’s desire to work is determined by expectations regarding the outcome of that work • Vroom’s Expectancy Theory: – Expectancy – Instrumentality – Valence

Motivation of Job Performance Equity theory: • asserts that workers feel that what they

Motivation of Job Performance Equity theory: • asserts that workers feel that what they do (input) should be balanced by their compensation (reward) • Employees will adjust their work level according to compensation levels

Job Satisfaction

Job Satisfaction

Job Satisfaction • Job satisfaction – • Sources of Job Satisfaction: – the work

Job Satisfaction • Job satisfaction – • Sources of Job Satisfaction: – the work itself the perceived rewards of the work the quality of supervision the support of co-workers – the work setting – – –

Leadership

Leadership

Leadership • Leaders - people who influence other people’s behaviour toward the attainment of

Leadership • Leaders - people who influence other people’s behaviour toward the attainment of agreed-upon goals

Leadership: Areas of Research • Leadership traits – • Leadership behaviours - refer to

Leadership: Areas of Research • Leadership traits – • Leadership behaviours - refer to how a leader interacts with other members of the organization • Situational leadership – • Leadership effectiveness – Vroom’s leadership model emphasizes the important role of situational variables in determining appropriate leadership approach • Transformational leadership - leaders who provide inspiration, intellectual stimulation, and individual attention to followers

Human Factors and Ergonomics

Human Factors and Ergonomics

Human Factors • Human factors (sometimes called ergonomics) – • Its aim is to

Human Factors • Human factors (sometimes called ergonomics) – • Its aim is to study the “fit” between people and their environment in order to improve performance, well-being, safety and health • Involves the application of scientific principles, methods, and data drawn from a variety of disciplines

Human Factors • To evaluate interactions between tasks and people we must understand the

Human Factors • To evaluate interactions between tasks and people we must understand the anatomical physiological, and psychological characeristics of people • Human Factors researchers integrate knowledge of all areas of psycholgy – perception, memory, cognition, physiological, attention, social, etc. • Example: driving – requires attention, signal detection, decision making, learning, skill acquisition, workload, attitudes, etc.

Human Factors: Efficiency • To create efficiency, human factors researchers seek to develop person-machine

Human Factors: Efficiency • To create efficiency, human factors researchers seek to develop person-machine interfaces that minimize frustration and errors, maximize output, and are reliable

Human Factors: Behaviour-Based Safety • Behaviour-based safety programs that focus on changing the behaviour

Human Factors: Behaviour-Based Safety • Behaviour-based safety programs that focus on changing the behaviour of workers and companies to prevent occupational injuries and illnesses • A good safety culture within a company minimizes shortcut and rule violations, and encourages communication between workers and management

Human Factors: Behaviour-Based Safety Example • Most failures of human-machine system are due to

Human Factors: Behaviour-Based Safety Example • Most failures of human-machine system are due to poor designs that don’t recognize peoples’ capabilities and fallibilities Example: • Motorway Communications System • Police using the system failed to change the speed limit signs when fog descended causing major accident • A number of human-machine system problems identified: – Input codes were cryptic and therefore error prone – Error messages were cryptic e. g. , “error code 7” – Operator was overloaded with other tasks

Psychology and the Law

Psychology and the Law

Psychology and Law • Legal psychology – • Forensic psychology - focuses on legal

Psychology and Law • Legal psychology – • Forensic psychology - focuses on legal issues in which clinical psychologists can act as expert witnesses and consultants • Psychological jurisprudence - the study of efforts to develop a philosophy of law and justice based on psychological values

Psychology and Law Psychologists assume many roles in the legal system including: • Researcher

Psychology and Law Psychologists assume many roles in the legal system including: • Researcher • Policy or program evaluator • Advocate • Expert witnesses

ENVIRONMENTAL PSYCHOLOGY Definition Crowding Environmental Variables

ENVIRONMENTAL PSYCHOLOGY Definition Crowding Environmental Variables

Environmental Psychology • Environmental psychology: – The study of how physical settings affect human

Environmental Psychology • Environmental psychology: – The study of how physical settings affect human behaviour and how people change their environment • What do Environmental psychologists do?

Environmental Psychology • Stressor: – a stimulus that affects an organism in a psychologically

Environmental Psychology • Stressor: – a stimulus that affects an organism in a psychologically or physically injurious way

Temperature • a stressor that affects many behaviours • Very hot or very cold

Temperature • a stressor that affects many behaviours • Very hot or very cold temperatures can cause behavioural effects • Extreme Heat: • Extreme Cold:

Noise • Noise is a stressor that can overstimulate people • Noise often leads

Noise • Noise is a stressor that can overstimulate people • Noise often leads to poor work performance and social functioning

Environmental Toxins • Nearly any airborne substance (man- made or natural) can trigger respiratory

Environmental Toxins • Nearly any airborne substance (man- made or natural) can trigger respiratory problems resulting in diminished work performance and health consequences • Airborne toxins can impair motor tasks involving reaction time and affect long-term health

Crowding - Number of people around can affect behaviour • Crowding: the perception that

Crowding - Number of people around can affect behaviour • Crowding: the perception that personal space is too limited rather then the size of a space or the number of people around • Studies: – Valins & Baum (1973)- more students who lived in a traditional dorm felt crowded than students who lived in a suite style dorm

Personal Space • Personal space: • Encroachment causes displeasure and possible withdrawal • Cultural

Personal Space • Personal space: • Encroachment causes displeasure and possible withdrawal • Cultural Differences • Spatial Zones: Intimate, Personal, Social, and Public

COMMUNITY PSYCHOLOGY

COMMUNITY PSYCHOLOGY

Community Psychology • Community psychology: seeks to reach out to society by providing services

Community Psychology • Community psychology: seeks to reach out to society by providing services and to effect social change • Methodology: uses qualitative and quantitative research to address complex social problems

Community Psychology • Empowerment: involves helping people in the community enhance their existing skills

Community Psychology • Empowerment: involves helping people in the community enhance their existing skills and develop new ones

Community Psychology • Prevention operates at three levels: • Primary prevention: • Secondary prevention:

Community Psychology • Prevention operates at three levels: • Primary prevention: • Secondary prevention: • Tertiary prevention:

SPORTS PSYCHOLOGY

SPORTS PSYCHOLOGY

Sports Psychology • Sports psychology: the systematic application of psychological principles to sports •

Sports Psychology • Sports psychology: the systematic application of psychological principles to sports • Sports Psychologists:

Motivation What motivates an athlete? • Four levels of analysis: – Goal – Climate

Motivation What motivates an athlete? • Four levels of analysis: – Goal – Climate – Perception of Abilities – Adaptiveness of Behaviour

Activation and Arousal • Yerkes-Dodson Law: Moderate arousal is associated with enhanced performance while

Activation and Arousal • Yerkes-Dodson Law: Moderate arousal is associated with enhanced performance while extremely low or high arousal is associated with diminished performance.

Anxiety and Performance • Interventions (Anxiety-Reducing Techniques): – Progressive Relaxation: – Hypnosis & Meditation:

Anxiety and Performance • Interventions (Anxiety-Reducing Techniques): – Progressive Relaxation: – Hypnosis & Meditation: – Mental Imagery: – Cognitive: