PANGASINAN SATATE UNIVERSITY

INDUSTRIAL PSYCHOLOGY

TOPIC:
1.7: PROBLEMS OF INDUSTRIAL PSYCOLOGY
1.8: QUACKS AND FRAUDS
1.9: COMMUNICATION
2.1: WHY STUDY RESEARCH METHODS? REQUIREMENTS OF
PSYCOLOGICAL RESEARCH



Submitted by: Camille S. Olidan
Macky O. Macanlalay
Submitted to: Dr. Corazon M. Mipalar













SUMMARY
Work is an important meaningful aspect of life, affording more than your
means of livelihood. Works provide a sense of identity, describes your social status,
contributes to your self esteem, and satisfies your needs for belonging and affiliation.
Industrial psychology influence every aspects of your life at work and much of
your life outside of work as well. Its affect your initial hiring and training, the way on
w/c your work is perform and evaluated, the motivation and satisfaction you derive
and a host of other factors that determine your level of advancement and personal
growth as well as the efficiency and vitality of the organization for w/c you work. As
such, industrial psychology maybe one of the most personal important courses of your
college career.
Industrial psychology is defined as the application of the methods, facts and
principle of the science of behavior and mental process, to people at work. As a
science, industrial psychology relies on the use of observation and experimentation
and deals only with overt human behaviors.
Industrial Psychology began in the early years of the twentieth century and
grew rapidly, particularly under the impetus of 2 world wars, which give the field
unique opportunities to demonstrate its value. A major change of industrial
psychology was the recognition of the influence of the social psychology variables in
human behavior.
To work professionally as a industrial psychologist a person needs at least a
master degree to find a position of higher degree of responsibility with Ph.D. Degree
employment opportunities are available for industrial psychologist.
Industrial psychology is of great practical value to organizations, contributing to
profitability as well as to the satisfaction of individual employees. Industrial
psychology faces several problems that were both about, in apart, by the continuing
demands for its service. These includes:
(1)quackery: the practice of a person not professionally trained. (2)Communication:
the translation of technical jargon so that it can be understood by management
personnel. (3)The reluctance to try something new: a resistance to change on the
other part of executives and employees often face by industrial psychologist.
(4)research versus, the necessary relationship between acquiring knowledge and
applying it to specific problems.
Specific areas of industrial psychology are discussed in chapters on employee
selection, performance appraisal, training and development, leadership, motivation,
and job satisfaction, organizational psychology, condition of works, engineering
psychology, safety and health, stress, and consumer psychology.
The future, of industrial psychology calls for continued growth and new
challenges, brought about the changing nature of work itself. Perhaps one of the
greatest challenges facing industrial/organization psychologist today is the movement
to humanize work and to improve the quality of work life.




Quackery: the practice of a person not professionally trained.
Communication: the translation of technical jargon so that it can be understood by management
personnel.
The Reluctance to Try Something new: a resistance to change on the other part of executives and
employees often face by industrial psychologist.
Research Application: the necessary relationship between acquiring knowledge and applying it to
specific problems.
Employee selection:The process of interviewing and evaluating candidates for a specific job and
selecting an individual for employment based on certain criteria. Employee selection can range from a
very simple process to a very complicated process depending on the firm hiring and the position. Certain
employment laws such as anti-discrimination laws must be obeyed during employee selection.

A performance appraisal: is a method by which the job performance of an employee is evaluated.
Performance appraisals are a part of career development and consist of regular reviews of employee
performance within organizations.
Training and development: is the field which is concerned with organizational activity aimed at
bettering the performance of individuals and groups in organizational settings. It has been known by
several names, including human resource development, and learning and development.
Leadership: has been described as "a process of social influence in which one person can enlist the aid
and support of others in the accomplishment of a common task.
Organizational psychology: is the scientific study of employees, workplaces, and organizations.
Industrial and organizational psychologists contribute to an organization's success by improving the
performance, satisfaction, safety, health and well-being of its employees. psychologist conducts
research on employee behaviors and attitudes, and how these can be improved through hiring
practices, training programs, feedback, and management systems. psychologists also help organizations
transition among periods of change and development. Industrial and organizational psychology is
related to organizational behavior and human capital.
Conditions of work: Wages, working time, work organization, maternity protection and arrangements to
adapt working life to the demands of life outside work are core elements of the employment
relationship and of workers' protection. They are major dimensions of human resources management at
the enterprise level, collective bargaining and social dialogue as well as socio-economic policies of
governments.
Employee safety and health: is an area concerned with protecting the safety, health hand welfare of
people engaged in work or employment. The goals of occupational safety and health programs include
to foster a safe and healthy work environment.
Stress at work: Occupational or work-related stress "is the response people may have when presented
with work demands and pressures that are not matched to their knowledge and abilities and which
challenge their ability to cope.








Questions:
1. The necessary relationship between acquiring knowledge and applying it to specific problems.
2. The practice of a person not professionally trained.
3. The translation of technical jargon so that it can be understood by management personnel.
4. The process of interviewing and evaluating candidates for a specific job and selecting
an individual for employment based on certain criteria.
5. It is the field which is concerned with organizational activity aimed at bettering the performance
of individuals and groups in organizational settings.
6. A resistance to change on the other part of executives and employees often face by industrial
psychologist.
7. It is the response people may have when presented with work demands and pressures that are
not matched to their knowledge and abilities and which challenge their ability to cope.
8-9. What are the two basic requirements and defining characteristics of scientific research in any
discipline.
10. H e said that Man is a tool. Without tools he is nothing, with tools he is all.

Answers:
1. Research Application
2. Quackery
3. Communication
4. Employee selection
5. Training and development
6. The reluctance to try something new
7. Stress at work
8-9.Objective, Observation
10. Thomas Carlyle











REFERENCE:
INDUSTRIAL PSYCOLOGY BOOK