UNIT 1.2 Flashcards
Career or vocational training psychology/counselling
Studies career development issues with regard to individuals, employment, unemployment, career- related issues in organisations and also non-work influencing factors
Employment relations/ industrial or labour relations
Deals with behavioural dynamics, communication and conflict management between individuals and groups of employees, employers and other parties
Consumer psychology
-concerned with studying psychological aspects of
consumer behaviour
-Needs, interests & other personal attributes that
facilitate the decision-making and motivation in buyers
Ergonomics
Concerned with the understanding of human interaction between employees and their technical environment.
Research Methodology
Explores and verifies psychological knowledge using various methods of obtaining and processing information to reach certain findings
Psychological assessment (Psychometrics)
The development and utilisation of assessment instruments to obtain measures of attributes and behaviour of employees
Practice areas in I-O psychology
-Human resource management
-EAP
-Cross-cultural Industrial Psychology
-Management and leadership
-Entrepreneurship and diversity management
Human resources management Definition and functions
An applied field of personnel and organisational psychology
Tasks:
acquiring, training, appraising, motivating, rewarding and disciplining employees and providing a safe, ethical and fair work environment for employees
EAP
Aims to facilitate positive psychological capital or resources in organisations and employees
Difference between I-O psychologists and HRM practitioners
-I-O psychologists are professional psychologists they either have Masters or doctorate degrees and registered with the HPCSA and Professional Board for Psychology
-HR –trained persons cannot register or function as psychologists—may not execute
psychological acts
-HR-persons are involved in the management of employment, while I-O psychologists influence and facilitate employee and organisational behaviour in terms of in-depth psychological knowledge
The nature and identity of industrial psychology:History
-World War I (WWI) (1914-1918) and World War II (WWII) (1939-1945) enhanced the establishment,
expansion and specialisation of industrial psychology,
-1904- term Industrial Psychology was used- American Psychological Association (W.L. Bryan)
-1970- Organisational Psychology was added to Industrial Psychology
Definition of I-O psychology
An applied area of psychology that utilizes in-
depth psychological knowledge, research & techniques in the work context.
Difference between I-O psychology and psychology
Psychology emphasise individuals and I-O psychology focus on individuals & groups in organisations
Reasons why I-O Psychology is a Scientific discipline
-Utilises, develops & teaches foundational knowledge.
-Foundational knowledge is supported by effective research
-Utilises the scientist-practitioner model
-Adapted and developed its own identity, with unique theories, research areas, applications and academic and professional training programmes.
-tests and obtains knowledge and practices in work behaviour and workplaces
GOVERNANCE BODIES IN SOUTH AFRICA
-The HPCSA
-Professional Board for
Psychology (PBP)
-Governed by various bodies
-SIOPSA
-SABPP
