Post on 20-Mar-2016
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Four people were the main proponents of Industrial-Organizational Psychology and they are HugoMunsterberg, James Cattell, Walter Dill Scott, andWalter Bingham. It was also said that HugoMunsterberg was the first one who attempted to applyPsychology in the corporate or work setting. The firsttextbook in Industrial-Organizational Psychology wasby Hugo Munsterberg as well and it was entitledPsychology and Industrial Efficiency. It was publishedin 1910. It was also said that James McKeen Cattellfounded the Psychological Corporation in 1921 andthat up to now, it still exists. It was also said that WalterDill Scott was one of the people responsible for makingthe practice of Industrial-Organizational Psychologywell known because of his application of Psychologyin the field of advertising as well as in solving problemsin the industry. It was also said that Walter Binghamwas the person who started and created a course forIndustrial-Oranizational Psychology and the coursewas named Division of Applied Psychology. (Kazi,2012)
A company’s human resources department
is responsible for creating, implementing
and/or overseeing policies governing
employee behaviour and the behaviour of the
company toward its employees. Areas of HRM
oversight include among many others:
employee recruitment and retention, exit
interviews, motivation, assignment selection,
labor law compliance, performance reviews,
training, professional development, mediation,
and change management.
In early 70s there was only division called "Personnel". By the end of 19th
century, personnel management was introduced and was focused on the welfare
of labors in the organizations. The officers then were called welfare officers and
women do most of the tasks. During the period of 1914-1939, many
organizations has showed a quick growth and quick changes in needs and wants
of the operations. The complexity of tasks have increased that is why it was given
to the men's. After Second World War, during the period 1945 - 1979, this has
grown up and changed to "Personnel Management". It was focus basically on
employee administration and the legislation. At late 70s the economic of the
world changed gradually and organizations started to consider labors work as an
important resource. At the decade of 80 the concept of "Human Resource
Management" was started and then it has shown growth gradually in decade of
1990. Finally the tasks and operations of personnel management was shifted to
the Human Resource Management and it is functioning now in broad way in the
organizations than Personnel Management.
During the 1900s, the
organization side in the field
of I/O Psychology started with
Frederick Winslow Taylor who
wanted to further develop
industrial effciciency, was also
known as the "Father of
Scientific Management". He
had this interest towards work
methods and procedures and
went on pursuing his
endeavors until he developed
the principles of scientific
management, along with Max
Weber; which consists of the
philosophy of management,
and piece-rate compensation.
The principles of Scientific
Management are:
1) separation between
those who perform
work tasks and those
who design work
tasks,
2) Workers work
efficiently when given
favorable incentives,
and lastly,
3) Problems in the
workplace should be
subjected to empirical
study.
Max Weber on the other hand was the one
who pioneered in studying Organizational design.
Weber wrote essays on methods and procedures
regarding social behavior, and also Protestant ethic. His
essays were then followed by different institutions and
legal systems and one of which are authority relations
which is significant in the field of Organizational
Psychology because from these emerged the "principles
of bureaucracy". Both Taylor and Web focused more
on industrial topics which serves early beginnings in
Organizational Psychology although only at a certain
period of time.
Changed the field of Organizational
Psychology because of unexpected
findings that came from illumintaing
experiments which the results found that
productivity increases regardless of
changes in illumination of light, and this
coined the term “Hawthorne effect” which
is an idea wherein people would have a
positive response to the workplace even
with changes in the environment.
Accident insurance was first offered in the US by the
Franklin Health Assurance Company of Massachusetts. This firm,
offerend insurance against injuries from the railroad and
steamboat accidents. By 1886, 60 organizations were offering
accident insurance in the US, but the industry consolidated rapidly
soon thereafter. Before the development of medical expense
insurance, patients were to pay all health care costs out of their
own pockets. During the middle to late 20th century, traditional
disability insurance evolved into modern insurance programs. In
the 1930’s, the Roosevelt administration explored possibilities for
creating a national health insurance programs, while it was
designing the Social Security System; however, they abandoned it
because the American Medical Association oppoesed. Finally, a
health reform bill was passed by one of the Obama
Administration, the patient protection and affordable care act. It
was similar to the Nixon and Clinton plans wherein mandating
coverage and penalizing employers who failed to provide health
insurance are stated.
Group 1
INDPSYC A51
Members:
Justine Adrian Bonto
Pamela Bongato
Luigi P. Antonio
Josh ong
gail santos
References: Healthcare Economics and Management. (2012). The History of Medical Insurance in theUnited States. Retrieved from: http://www.yalemedlaw.com/2009/11/the-history-of-medical-insurance-in-the-united-states/
Jex, S.M. (2002). Organizational psychology: A scientifist- practitioner approach. New York:John Wiley & Sons.
Kazi, T. B. (2012). A Brief History of Industrial Psychology. Student Pulse, 4, 1-2. Retrieved fromhttp://www.studentpulse.com/articles/608/a-brief-history-of-industrial-psychology
Muchinsky, P.M (2007). Psychology applied to work: An introduction to industrial andorganizational psychology. Singapore: Thomson Learning Asia.Prepared by: Jeel Christine C. de Egurrola
Practicehrm.blogspot.com. (2009). History of Human Resource Management. Retrieved from:http://practicehrm.blogspot.com/2009/09/history-of-hrm.html?m=1