Industrial Psychology Vs Organizational Psychology

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Individual competencies versus Industrial and Organizational Psychology Introduction Work place can be a frustrating place to be for many people. It requires many people to do a particular task, and that industrial-organizational psychology is needed at that time to help solve a looming crisis. Industrial-organizational psychology deals with the development and application of scientific principles at the workplace. It is a field (scientific) where researches develop theories and test how people feel, think and act while at work. The field is also known for applying psychological principles to workplace with a goal of making workers better and performing as by the workplace requirement. Worker competency on the other hand is an important factor…show more content…
This brings us to those who are tasked with implementing industrial and organizational psychology, the psychologist (Zedeck 35). There work is a gruesome one because it involves more than understanding the workers, but also their psychological needs. Having all those, helps the psychologist in determining if the worker needs counseling or they are ok with it. To better understand this concept, industrial and organizational psychology is split into two that is industrial psychology and organizational psychology. Industrial psychology focuses on the individuals and their relationship with the workplace like job analysis, safety, training, performances and other related functions. While organizational psychology focuses on the business as a whole like production and performance of the organization (Landy and Conte 15). The career in industrial-organization psychology requires several years of studying, by starting with general psychology and mastering on industrial and organizational psychology at a later date. After that, one obtains an entry level position within an organization, but one can be guaranteed of a job if they continued with their…show more content…
There is value at being able to unpack at various levels through communication and problem solving. Competencies comprises more than taught knowledge, it can be achieved through learning at a favorable environment (Finegold and Notabartolo, 5). There are various literatures that discuss development and outcomes of 21st century, and deals with human capital, where the economists measure the rates of return to investments in different skills. Unfortunately, they typically rely on proxies, most often, time spent in education and training or possession of a formal qualification, because standardized, direct measures of competencies are not available. Closely linked with this are labor marketplace projections regarding the altering occupational arrangement, and what skills the future will demand? Then we look at the literature on work eagerness and literacy from a number of vantage points, including research on the efficiency of vocational teaching and training, the literacy levels of the working residents, and the degree to which persons use their skills at

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