You might apply psychological concepts to problems connected to the workplace if you have a master’s degree in industrial-organizational psychology, one of the top earning master’s degrees.
The way the brain functions and how individuals naturally think and act frequently conflict with the demands of the job, but this need not be the case. An industrial-organizational psychologist is knowledgeable on how to apply psychological principles to the workplace.
Industrial-organizational psychologists work on a variety of projects, including designing recruiting and training policies, finding chances for workplace optimization, and other workplace-related issues.
Identify and comprehend workplace challenges
Understanding and evaluating what happens in the workplace to uncover chances for change is a large part of an industrial-organizational psychologist’s job. This is not a trivial thing. Work consumes a major portion of most people’s lives, accounting for an average of 90,000 hours, or around one-third of a person’s life.
Although the overall number of industrial-organizational psychologists is tiny – around 1,100 in 2019, according to the US Bureau of Labor Statistics (BLS), the work they undertake has a wide range of applications.
Industrial-organizational psychologists may be hired to handle specific difficulties or to help with overall optimization. In either instance, diligently acquiring data from all sources – not only management but also employees on the ground – is a critical step in comprehending the whole nature of an issue.
Obtaining this information necessitates a variety of investigations, ranging from monitoring what happens in the workplace to conducting interviews with various persons involved.
An industrial-organizational psychologist must be a good listener and be ready to ask appropriate questions in order to gain a clear picture of the problem they are attempting to solve. Otherwise, they are dealing with inadequate and untrustworthy data.
Create Procedures for Effective Employee Hiring and Training
An organization must first be successful at recruiting and developing its employees in order to operate to its maximum capacity in whatever business it is in. Staffing issues are widespread in organizations, sometimes due to the incorrect individual being chosen for the job or the corporate culture or leadership style failing to keep staff motivated to accomplish their best.
An industrial-organizational psychologist examines how organizations manage recruiting as part of their job. If a corporation consistently posts job advertising with ambiguous job descriptions and hires on a whim, these early shortcomings may subsequently contribute to poor employee performance and high staff turnover rates.
An industrial-organizational psychologist can help organizations make better recruiting decisions by using scientific concepts of psychology to the employment process.
Making a list of the most significant and relevant job criteria for a position is a smart place to start when looking for the perfect candidate. Companies may identify the best candidate by including acceptable employment tests that are appropriate for the post into the recruiting process and systematically analyzing applicants based on priority criteria.
Another part of an industrial-organizational psychologist’s duty is employee training.
Learning and psychology are inextricably linked. The most successful training programs consider the psychological principles behind how individuals learn and use those ideas.
Resolve Organizational Issues in All Aspects of Work
An important priority for those in industrial-organizational psychology is improving workplaces by addressing issues and seeking out new possibilities for growth. Regardless of their severity, scale, complexity, or visibility, these issues all contribute to a healthier work environment.
Psychological concepts may be utilized effectively in the workplace, and people are more likely to be fulfilled and motivated to realize their full potential. Industrial-organizational psychologists have suggested strategies that may be put into practice in order to improve worker performance and business culture.
Improvements to profitability and productivity as well as the lives of employees and management may all be expected as a result of all of these initiatives.
Changes made by industrial-organizational psychologists have improved workplace safety by lowering the incidence of work-related disease, injury, and death. Improvements in workplace safety protect workers and save businesses money at the same time.