I/O Psychology

Introduction
This paper will put forward the notion of what industrial/organizational psychologists should do within a South African context. It will argue that industrial/organizational (I/O) psychologist should do what they are required or expected to do, as it is not only beneficial to the work environment but furthermore, it may be beneficial to society and economy as a whole. Throughout the years industrial/organizational psychology has grown at a remarkably and influential rate (Kriek, 2012). Historically I/O psychology was known as personnel psychology, which dealt with how individuals behaved within a work environment/setting. (Schreuder & Coetzee, 2010). Put forward by Schreuder et al. (2010), I/O psychology is the scientific study

The historical roots on I/O psychology stems from World War I, as I/O psychologists were utilized for testing and placing army recruits to sections where their skills would best benefit the war (Screuder et al., 2010 as cited in Landy & Conte, 2010). Put forward by Schreuder et al. (2010), during the second World War the need for I/O psychologists became more apparent, knowledge of selection; placement; evaluation and appraisal became a top priority in placing soldiers. In the United states I/O psychology has grown rapidly and the focus has shifted to multipurpose approach, focusing on performance appraisal; motivation; leadership skills; Recruitment; selection; guidance; marketing as well as fairness of employee tests and the involvement of personnel legal climate and labour law (Schreuder et al.,

The work place need, to become more diversified and transformed has allowed implementation of “BEE” (Black Economic Empowerment), a programmed designed to empower individuals who were previously disadvantaged and negatively affected by a system of racial discrimination (Ponte, Roberts & Van Sittert, 2007). This is an example of a type of programme that I/O psychologist can implement in the work environment to encourage fairness; motivation and a satisfying work environment. Studies of how racial discrimination became a huge impact with South African context to I/O psychologists, I.D MacCrone studies on racial attitudes became a significant contribution to the growth of I/O psychologist within South Africa (Kriek, 2012). Furthermore, work by W. Hudson’s on the abilities of black individuals also shaped the way I/O psychologist approach selection an placement among companies. (Kriek, 2012). Therefore, within a South African context I/O psychologist aim/goal is to provide a space were diversity and transformation among employees are encouraged as well as implementing employee-orientated activities, in connection with human resources; economic and marketing improvement and improving competitiveness among South Africa (Kriek,