Chapter 1: (Overview)
The Industrial Psychology is the study of human behavior in the work-related aspects of life and the application of knowledge of human behavior to the minimization of human problems in this context. The Industrial Psychology has two faces the science of psychology with an emphasis on research and the profession of psychology with an emphasis on the application of knowledge.
In such problems related in Industrial Psychology have methods which fall into three classes, such as:
Ø Experimental Design (methods of investigation)
Ø Data Collection (the use of such methods are tests, questionnaires, ratings, performance appraisal, observation and job analysis).
Ø Statistical Analysis Methods
The chapter one only focuses on giving us introduction about Industrial Psychology. This chapter explained to us on how we will properly use our resources and how we can use it in our industry. Here, also teaches on how we can solve problems related in the industry. Chapter one giving us clues in the future problems that we can probably encounter, by these it makes us well prepared in the industry that we will face in the future after we graduated.
Chapter 2: (Bases of Job-Related Behavior)
Behaviors have two dimensions, the fist one is the Quantitative which can be measured and the Qualitative which can be evaluated.
Aptitudes, personality characteristics, physical characteristics, interest and motivation, age and sex, education, experience and other personal variables are the list of individual variables that are suggested in coming up with criterion of workers behavior.
This chapter explained to us how our behaviors affect our future works or jobs. All of us have different behavior, and this behavior can help us on choosing proper work that fits to our personalities. We should rely on our behavior so we can avoid job mismatch, we should follow our wants so we can be productive in our work, because the more we’re happy doing our jobs, the more we are encourage to do things much better.
Chapter 3: (Behavioral Research)
This chapter aims to familiarize the readers with such methods to have at least brief overview of some of relatively basic research methods, statistical concepts and procedures used in behavioral research. To make this aim possible, we should know first the two types of variables in behavioral research, the criterion which is the dependent one measured variable and the predictor which is the independent or controlled variable.
In measuring this behavioral research, there are four basic types of measurement can be use. We need these four to probably know the possible treatment that we can do in our research. The four basic types of measurements are the nominal scale, ordinal scale, interval scale and ratio scale.
To come up in a very successful research we should know these basic strategies:
Ø Most important fact to remember:
· Research is constructed in order to answer some questions,
· Research is that no matter what method is used there is always some possible alternative explanation foe the results contained.
Ø Research strategy selected can be developed on the basic questions:
· What variables need to be studied?
· How should these variables be treated?
· In what setting should the research be under taken?
Chapter three is all about researching the behavior of different employees/workers of an organization. This chapter gave us tips and thought us on how the company or organization can monitor the behavior of their employees/workers. This kind of behavioral research is very useful in an organization because they can know if their employees performs well in their company and they can decide if they will going to retain their employees or not.
Chapter 4: (Jobs and Job Analysis)
Job is group of positions which are identical with respect to their major or significant tasks and sufficiently alike to justify their being covered by a single analysis.
For some personnel research purposes and for carrying out certain management functions, job information is useful or even necessary. This leads us into the field of job analysis, which is the process by which one obtains information about jobs. This chapter presents an overview of the field of job analysis, with particular reference to certain recent developments in this field that provide quantification of job information.
As we look at jobs, we might ask ourselves into two questions:
Ø How do jobs come into being?
Ø What factors cause jobs to be what they are (in terms of content or other characteristics)?
Job analysis has divided into four different angles: the types, the form, the method of analysis and the agent.
Form of Job Analysis Information
Ø Qualitative it is typically descriptive
Ø Quantitative it is typically characterized
Methods of Collecting Job Information
Ø Observe
Ø Interview
Ø Technical conferences
Ø Review some records and works
This chapter is all about the works of the different people and how it can well contributed on using our resources to produce goods. Producing these goods needs the services of people. These people should know some sort of information about the different jobs; likewise being knowledgeable for this can help us to avoid misunderstanding between the workers or applicants and the managers or workers.
Chapter 5: (Behavioral Measurement: General Considerations)
This chapter discussed various types of behaviors which measures might be developed and some considerations important to deciding on such measures. Although we discussed these in terms of the use of such measures as research “criteria” remember that at least some of the same measures also might be used for administrative purposes.
There are six classes of criteria:
Ø Performance criteria
Ø Job attendance criteria
Ø Accident and injury criteria
Ø Psychological criteria
Ø Status criteria
Ø Subjective criteria
Three basic considerations on selection of criteria
Ø Relevance criteria
Ø Freedom from contamination
Ø Reliability of the criterion
Possible treatment when two or more criteria are not correlated with each other
Ø To select one of the criteria and use it
Ø To use each criterion independently;
Ø To combine the various criterion dimensions into a single “composite” criterion, using some weighing scheme;
Ø To develop an “overall” criterion, usually ratings (such as supervisors’ ratings of overall job performances).
This chapter focuses only on the different criteria’s that the employee or applicants and the manager or owner should fulfill. These criteria’s as stated on this chapter should be come first with the different small criteria before we do it into composite.
Chapter 13: (Work Motivation)
Work motivation is a condition which influences the arousal, direction and maintenance of behaviors relevant in work setting.
This chapter talks about the ability versus motivation, the differences between these two as stated are: Ability represents the individual’s capability of handling the job at a certain time, while Motivation is the individual’s desire to show behavior and might be thought of as the “will do” factors influencing the display of work-related behaviors.
Three Major components of Motivation
Ø Energizing
Ø Directing
Ø Maintaining or sustaining
Theories of Work Motivation
Ø Need theories
Ø Balance theories
Ø Two-factor theories
Ø Expectancy theories
Ability and Motivation are highly correlated with each other, because if you have ability and yet you don’t have any motivation to do such things you cannot do it perfectly or successfully and another if you’re more have motivation without any ability you cannot perform well in your organization.
