Table of Contents Exit Chapter 20 Applied Psychology

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Chapter 20

Applied Psychology


Industrial-Organizational Psychology (I-O)

Applied Psychology: Use of psychological principles and research methods to solve practical problemsIndustrial-Organizational Psychology (I-O): Focuses on psychology of people at work and in organizationsTypically work in:

Testing and placementHuman relations at work


Other Aspects of I-O Psychology

Personnel Psychology: Branch of I-O psychology concerned with testing, selection, placement, and promotionJob Analysis: Detailed description of skills, knowledge, and activities required by a particular jobCritical Incidents: Situations where competent employees must be able to copeBiodata: Detailed biographical information


Fig. 20.1 Analyzing complex skills has also been valuable to the U.S. Air Force. When milliondollar aircraft and the lives of pilots are at stake, it makes good sense to do as much training and research as possible on the ground. Air force psychologists use flight simulators like the one pictured here to analyze the complex skills needed to fly jet fighters. Skills can then be taught without risk on the ground. The General Electric simulator shown here uses a computer to generate full-color images that respond realistically to a pilot’s use of the controls. (Photograph supplied courtesy of General Electric Company.)


Psychological Testing

Vocational Interest Tests: Paper-and-pencil test that assesses a person’s interests and matches them to interests found in successful workers in various occupations Strong Campbell Interest Inventory is one such

example

Aptitude Tests: Rate a person’s potential to learn skills or tasks used in various occupations


Psychological Testing (cont.)

Multimedia Computerized Tests: Use computers to present realistic work situationsPolice officers will run through various

“situations” where they have to decide whether or not to use force, for example

Assessment Centers: Do in-depth evaluations of potential employees; often set up within organizations


Psychological Testing (cont.)

Situational Judgment Tests: Present difficult but realistic work situations to potential employees in order to rate and evaluate their performance

In-Basket Test: Simulates decision making challenges that executives face Basket full of memos is given to applicant, and applicant

must act appropriately as quickly as possible

Leaderless Group Discussion: Test of leadership that simulates group decision making and problem solving


Management Theories

Scientific Management (Theory X): Approach to managing employees that emphasizes work efficiency

Psychological Efficiency: Maintaining good morale, labor relations, employee satisfaction, and similar aspects of work behavior Happy workers are productive workers

Theory Y: Emphasizes human relations at work; sees people as industrious, responsible, and interested in challenging work


More Management Strategies

Participative Management: Employees at all levels are directly involved in decision makingManagement by Objectives: Workers are given specific goals to meet so they can know if they are doing a good jobSelf-Managed Team: Group of employees who work together toward shared goalsQuality Circles: Voluntary employee discussion groups that look to improve quality and look for ways to solve business problems


Job Satisfaction and EnrichmentJob Satisfaction: Degree to which a person is comfortable and satisfied with his or her work

Job satisfaction is highest when (listed in order of importance): Work is interesting Enough help and equipment exist to get job done Enough information to get job done Enough authority to get job done

Note that nothing relating to pay is listed in the top four (pay is ranked fifth)!

Job Enrichment: Making a job more personally rewarding, interesting, or intrinsically motivating


How People Cope With Work Dilemmas

Four Basic Coping Styles: Vigilant: Most effective; individuals evaluate information

objectively and make decisions clearly understanding alternatives

Complacent: Let chance direct their career decisions and tend to be nonchalant, not making plans

Defensive-Avoidant: Aware of all risks and opportunities, but are uncomfortable making decisions. Thus they tend to procrastinate, rationalize, and make excuses for inaction and indecision

Hypervigilant: Panic when forced to make career decisions. Making logical decisions is almost impossible for this type


Environmental Psychology

Concerned with the relationship between environments and human behavior. Interested in: Physical Environments: Natural or constructed Social Environments: Groups of people, such as at

a dance, party, or business meeting. Behavioral Settings: Smaller areas within an

environment whose use is well defined, e.g., office, casino, classroom, or locker room


Territoriality

Territorial Behavior: Any behavior that tends to define a space as one’s own or that protects it from intruders

Territorial Markers: Objects and other signals that indicate ownership or control of a particular area Gates, pictures, plants, posters, decorations Check your psychology professor’s office to find

some examples of territorial markers


Crowding and Noise

Crowding: Subjective feelings of being overstimulated by social inputs or loss of privacy When crowding causes a loss of control over one’s

immediate social environment, stress can result John Calhoun’s “Horrible Mousery” (1962) is a good

example of how overcrowding can affect mice

Attentional Overload: Stressful condition that occurs when sensory stimulation, information, and social contacts make excessive demands on attention


Crowding and Noise (cont.)

Noise Pollution: Stressful, annoying, and intrusive noise. Usually generated by machines (jackhammers, sirens, planes)Architectural Psychology: Study of the effects buildings have on behavior; buildings can be designed using psychological and behavioral principles Making rooms with more space and more light,

having bathrooms in the middle of the hall; higher or lower ceilings

Feng Shui


Fig. 20.2 Population growth has slowed slightly in recent years, but world population still threatens to double again in less than 40 years (graph source: Population Institute). Overpopulation and rapid population growth are closely connected with environmental damage, international tensions, and rapid depletion of non-renewable resources. Some demographers predict that if population growth is not limited voluntarily before it reaches 10 billion, it will be limited by widespread food shortages, disease, infant mortality, and early death (Erlich & Erlich, 1990).


CNN - Single Child Policy


Fig. 20.3 An architectural solution for crowding. Psychologists divided a dorm hall like that shown in the left diagram (a) into two shorter halls separated by unlocked doors and a lounge area (b). This simple change minimized unwanted social contacts and greatly reduced feelings of crowding among dorm residents. (Adapted from Baum & Davis, 1980.)


Teaching Styles

Direction Instruction: Factual information presented by lecture, demonstration, and rote practice

Open Teaching: Active student-teacher discussion is emphasized


Psychology of Law

Study of behavioral dimensions of legal systemJury Behavior Jurors rarely can put aside biases, attitudes, and

beliefs when making a decision Jurors are not very good at separating evidence

from other information Final verdict is often influenced by inadmissible

evidence Jurors cannot suspend judgment until all

information is in; opinion often formed early in trial


Jury SelectionMock Jury: Group that realistically simulates a courtroom jury

Scientific Jury Selection: Social science principles are applied to jury selection process Gather demographic information Perform community survey to get information about attitudes

towards case Look for authoritarian personality traits in potential jurors

Tend to believe that punishment is effective and more likely to vote to convict

Look at nonverbal behavior

Death-Qualified Jury: Jury composed of people who favor death penalty or are at least indifferent to it


CNN – Death Penalty/Prejudice


Sports Psychology

Study of behavioral dimensions of sports performance

Task Analysis: Breaking sports skills into subparts so that key elements can be identified and taught

Motor Skills: Series of actions molded into a smooth and efficient performance

Mental Practice: Imagining a skilled performance to help learning

Peak Performance: Physical, emotional, and mental states are harmonious and optimal


Effective Communication

State Your Ideas Clearly and Decisively

Do Not Overuse Big Words

Avoid Excessive Use of Jargon or Slang

Avoid Loaded Words: Words that have strong emotional meanings should be avoided

Use People’s Names


Being a Good Listener

Make an Honest Effort to Pay Attention

Try to Identify the Speaker’s Purpose: Look for main themes and not isolated facts

Suspend Evaluation

Check Your Understanding

Pay Attention to Nonverbal Messages

Accept Responsibility for Effective Communication


Space Psychology: Visions of Arthur C. Clarke?

Space Psychologists: Study behavioral challenges that accompany space flight and life in restricted environments

Some potential problems psychologists have studied General Environment: How to handle lack of

showers, etc. Privacy Sensory Restriction


More Potential Problems in Space

Cultural Differences

Social Isolation

Conflict Resolution

Mental Health

Documents

Table of Contents Exit Chapter 20 Applied Psychology