Summary chapter one:

Introduction

                Human work is concerned with the production and distribution of goods and services. It undergone so many innovations that leads to the machination of the hand tools that simple workers used in the early years,  as a result substantial effects such as reduction of human labor, improvement in working results and higher income emerges, but along with this, essential human work elements are compromised.

                Industrial psychology is the study of human behavior in work related aspects and application of this knowledge to minimize human problems. Its premises viewed as desirable objects of industry directed toward maximizing the sum of the satisfactions of both the producers and the consumers and minimizing the existence of human problems and somehow to resolve or if possible prevent them.

                Early psychologists were concerned particularly with the problems of personnel selection that leads to the use of personnel test which tends to require the employers to know the applicant’s relatedness to work. Entailed with this are the growing interest in the leadership styles, management philosophies, organizational policies and structures, incentive systems and other aspects of organizations as they relate to both human satisfactions and organizational effectiveness.

Modus operandi of the Industrial Psychology:

1.        Identification of the problems

                -it is the indication of organizational ineffectiveness and inadequate job performance of people: high personnel turnover rates; injuries; poor employee morale; dissatisfaction; controversy and occasional conflict and failure to fulfill the reasonable needs of consumers.

2.       Methods

                                -it falls into three classes:

                                1. Experimental design (methods of investigation)

                                2. Data collection (use of test, questionnaires, rating, performance appraisal,                                                     observation and job analysis)

                                3. Statistical analysis methods.

    3. Findings

                                -It tackles with the results from statistical methods, and it falls into two predominant     categories:

                                1.  Theories of generalization (use of feedback in learning)

                                2. Empirically derived research findings (times required to learn a job by different                                            training methods)

   4. Application of findings

                                -The adoption of certain practices or procedures, policies and actions predicated on the findings in the questions.