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Industrial Organization Literature Review

Industrial Organization field has made some dramatic advances over the last few decades in building a business organization to best deal with issues such as completion, employees’ conflicts, and organization markets (George, Jones & Scarborough 2005). Thus, an industrial-organizational psychologist is most concerned with the structure of industries in the economy to employees’ behavior. For decades, the industrial organization has paid much attention to how markets depart from idealized conditions that help establish perfect competition while promoting employees coordination and cooperation at workplace.

Initially, industrial-organizational psychology was known as industrial psychology. Industrial psychology and correct application of concept and methods from says that various sub-specialty such as learning motivation social psychology to business and industrial working place settings. In the 1990s, the study of industrial-organizational psychology originated in the United States. But it practical application developer Fredrick taylor, American industrial engineer established the implementation of industrial organization psychology in world war I. Thus, and industrial-organizational psychology gained popularity and grill more rapidly than it did during the world war II. Therefore, during this period of an industrial-organizational psychologist, various developed methods for personnel selection and training were identified. While other psychologist analyzed manager style and effectiveness to improve workplace productivity morale and job satisfaction among employees. The Field of industrial-organizational psychology contributed to the development of human factors such as ergonomics engineering and development of designing equipment such as computer keyboard and home appliances. Diversification of industrial-organizational psychology interns other branches of social factors such as engineering and hands human safety and efficiency well at the workplace.

Following the findings of an American industrial engineer Frederick Taylor new development disciplines were evolved by Frederick Taylor. He implemented engineering, also known as the scientific method of production; hence, the managerial function of an organization such as planning and coordination was applied through the production process. Frederick Taylor believed that an organization manager goal was to determine the best way an employee can do their job that's providing proper tools and training.they are from Taylor broke down each job into consistent motion by analyzing the motions of the work process to determine which methods were essential and time consequences.

They're from United nation unit became the mouthpiece of those employees who opposed some of the consequences that were felt as a result of scientific management, especially during 1910. When the principle of scientific management was being applied in the United States, the nation approved of more effective production arising from better machinery and management. However, they condemned the speed of practices and claimed that Frederick Taylor deprived the worker of the invoice regarding condition and functions of the workplace. Scientific management was associated with irritability and fatigue among employees as well as psychological and neurological damage among employees at workplace.as a result of scientific management in organization productivity and quality within an organization deteriorated. Besides, with poor quality and less productivity from the employees, industrial engineers were faced with the challenge of motivating employees, to enhance the combination of human factors, and machinery technology to attain full organization potential. To try and solve these challenges that are faced in an organization industrial psychologist was developed through social sciences.

However, the major Premise of industrial psychology was as a result of mass production method affecting worker both in the immediate job environment and also affecting employee supervisors. The first discovery on the social context of large-scale production technology resulted from an experiment which was carried out by Elton Mayo an American social scientist in 1927 and 1932 ("History of the organization of work – Automation "2019). Initially, Elton Mayo had studied the problem of physical fatigue among the textile workers in the Philadelphia plant.

Elton Mayo an American engineer conducted an experiment by testing their possibility that trained and lighting could affect their productivity. Therefore, he chose to various group of an employee working at a similar condition to produce the same path however the intensity of light would vary for the text groups but the lighting would be kept constant for the control group. Regardless of the various lighting, the output of both groups increased Elton Mayo to realize that the productivity and within an organization was not physiological bite psychological. It is because of the productivity of employees, and more attention was paid to the workers. Again smile carried out a series of experiments that involved telephone to release the past and the control group were subjected to changes in temperature, wages, humidity, productivity for both test and control group control the productivity continued to increase. Thus, Mayo concluded that the reason for this attitude of increased productivity depended on employees' attitude and perspective towards the company. In relation to Elton Mayo to research findings, industrial engineers and sociologists have resorted to their accommodation and other means of enhancing organizational productivity and improve employees' level motivation. Somewhere the metals that can be implemented to improve organizational productivity and motivation include job alternation and job enlargement. Besides working within the same job line can result in employees' boredom to perform several characters rather than a single operation. Hence Elton Mayo work helped in drawing a broadened scientific management by drawing new behavioral sciences such as psychology. The new behavioral sciences raised questions about organization labour management and work productivity. Hence, Mayo research encouraged the development of human factors disciplines, ergonomics, and human factors. New production methods within an organization aims at accommodating human physiology by designing workplace equipment that

Can be operated comfortably at workplace.

Besides, industrial age organizations were formal hierarchies that assigned specific roles and responsibilities to employees. The focus of organization roles and responsibilities were in the hands of the organization managers as well as the organization top management. The organization manager were responsible for governing employees planning, organizing, as well as controlling their work. However, in current business organizations we talk about managing one business organization and establishing relationship between business organization strategic supplier, partners and business organization customers. But if an organization is in a position to manage its relations and activities, then industrial organization psychologist will not have any reason to be one-sided or be responsible for controlling activities. Besides, an industrial-organizational psychologist is not restricted to the use of authority to control people behavior within an organization to enhance organizational productivity. Therefore industrial organization psychologist has a more responsibility than an organization manager while managing employees to enhance business organization productivity. I the modern business organization, all employees need to manage their behavior and activity. Therefore, employees need to realize and manage self-managing teams by making use of complex systems that will enhance employees manage their work productivity (Tatskaya, 2016). As a result, business organization performance measures are openly accessible and applicable within the business organization. Knowledge employees within an organization know what to do and what to expect from their activities and contribution within a business organization.

Modern research in the industrial organization has gained popularity due to the need for improving organization coordination, productivity, and minimizing conflicts within a business organization. Moreover, due to current economic changes, globalization and other growth factors within an organization such as increased population, change in organizational behavior within a various organization tend to reflect organization culture in the current modern society. Unless a business organization works with isolated demographic people, it is quite likely for a business organization to encounter people from various background with various cultural practices. Hence, an industrial organization psychologist enhances cooperation and coordination, thus, creating harmony within a business organization.

Identifying significant trends with industrial organization psychology aims at identifying significant changes that are taking place within a business organization setting while establishing how these settings will affect workers productivity. Business organization workplaces are becoming globalized. Thus there is a need to enhance awareness of cross-cultural issues within workplaces. The diverse a business organization is, the more impossible it is to implement organization standards. Thus, it will be more useful for a global business organization to implement comprehensive measures that are effective and represent local practices (McCrimmon,2010). Besides globalization present challenge of communication, collaboration, as a result, an industrial-organizational psychologist will have a hard time address issue of globalization within a business organization. Issues of sexual harassment have been identified within a business organization. Besides, a majority of American women voters had experienced sexual harassment, and most of the sexual harassment are still evident at workplaces. In this era of technology, employees are largely recruiting through the internet rather than following the section of help wanted in the newspaper. Therefore, organization psychology has to ensure that every employee s comfortable using internet and computers at workplaces. As a result, organizations may want to consider the best method to implement opportunities that are available on the internet.

Besides, to enhance organization productivity, an industrial-organizational psychologist can make use of social media platforms for hiring, selecting, and rejecting candidates. An industrial physiologist is responsible for balancing employees’ work-life balance and employee health. Besides, unhealthy employees mean lower performance and productivity (Parsons,2017). It also means more employee turnover and missed working time. Thus with an industrial-organizational psychologist, an organization is in a position to strike work-life balance and employees health. Work-life benefits both employees and the business organization. The industrial organization psychologist examines employee wellness and health programs. A business organization needs to adopt the technology. It is because rapid organization innovations mean that workplaces are changing rapidly. Moreover, rapid change in technology that results from changing at workplaces this changes implies organization productivity. Therefore, an industrial psychologist is aware that new ways of conceptualizing can affect employees’ performance and productivity.

Moreover, culture variety in organizational behaviors tends to apply to two different areas, employee’s cultures, and workplace culture. Both workplace culture and employees culture does influence each other, and they both have a force of change and momentum in a business organization (Herring, 2009). However, in the last decades, culture did not have the same impact and influence at the workplace as it has currently at workplaces. But, in around 1980s industrial psychologist began to notice the effect of cultural backgrounds within an organization (Einav & Levin 2010). It is because the cultural background had an impact on organization productivity and success. But since, workplaces are more diverse than before, and they are more globalized. Industrial organization psychology is becoming popular and is being adopted in most workplaces. It helps analyze employee behaviors. The industrial-organizational psychologist is responsible for resolving issues conflicts within an organization (Cox Jr, 2001). Hence, With Globalized business organizations, Industrial organization psychologist faces a hard time. Due to the globalization and diversity within an organization across the world, industrial organization psychologist always finds it hard to contain language barriers and other difficulties within an organization. Hence, an industrial-organizational psychologist is to find an essential place in an industrial (“Major Problems Faced by Industrial Psychology.” 2019). Therefore, to enhance cooperation within an organization, a psychologist must learn to write and talk in a fashion that is understandable to all individuals who are equally interested in the mutual problem.

References

Cox Jr, T. (2001). Creating the multicultural organization: A strategy for capturing the power of diversity. Jossey-Bass.

Einav, L., & Levin, J. (2010). Empirical industrial organization: A progress report. Journal of Economic Perspectives, 24(2), 145-62.

George, J. M., Jones, G. R., & Scarborough, W. C. (2005). Understanding and managing organizational behavior. Upper Saddle River, NJ: Pearson Prentice Hall.

Herring, C. (2009). Does diversity pay? Race, gender, and the business case for diversity. American Sociological Review, 74(2), 208-224.

History of the organization of work - Automation. (2019). Retrieved 24 September 2019, from https://www.britannica.com/topic/history-of-work-organization-648000/Automation