Legasi Psikologi IO

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What are the current trends in I-O psychology?

The Society for Industrial Organizational Psychology (SIOP), the largest professional organization of I-O psychologists in the US, polls its members and puts out a list of the top 10 trends relevant to organizations each year. Here are the top 10 trends for 2016, based on responses from 7,000 I-Os.

10. Using Social Media to Make Employment-Related Decisions. Companies have been increasingly using social media, like Facebook and LinkedIn, to recruit potential employees and even make hiring and firing decisions based on content in profiles. I-Os can help organizations use social media to make better-informed and lawful decisions.

9. Building Healthy, Diverse Workforces. I-Os will help organizations value diversity, build diverse teams, and train employees to be more aware of issues related to diversity in the workplace.

8. Work–Life Balance across Generations. As the boundaries between work and home continue to be blurred as a result of technology, I-Os will need to help organizations support individuals from different generations maintain work-life balance, despite different preferences for staying connected, working from home, and flexible scheduling.

7. Increased Focus on Business Agility and Flexibility in Work and Business Processes. With ever changing market demands and customer needs, I-Os can be valuable by showing organizations how to be innovative and quickly adapt to the evolving landscape.

6. Increasing Focus on Health and Wellness in the Workplace. Research shows that healthy employees are more productive at work. I-Os will continue to play a role in advising organizations on which health and wellness policies and programs to adopt, while also providing guidance on how to motivate employees to take advantage of such opportunities.

5. Employee Engagement. Research shows employees who are “engaged” in their jobs (versus just kind of present) tend to contribute more to the organizations that employ them. For example they are more likely to go above and beyond their assigned duties, roles, and responsibilities.

4. Changing Nature of Performance Management and Development. More and more organizations are changing the way they approach managing and evaluating employee performance. They are also increasingly recognizing the importance of helping employees advance their knowledge and skills, benefiting both the workers themselves and the organization.

3. Managing Virtual Teams. Issues concerning how to manage work teams whose members work from their homes or other locations has become increasingly important in recent years. The questions of how organizations can best help their employees manage themselves and maintain high levels of productivity in the virtual workplace are being currently being addressed by I-O psychologists.

2. Trends in How Technology Will Change the Way Work Is Done. Organizations are becoming increasingly reliant on technology and automation that will likely change or eliminate jobs. What will the consequences be for organizations, in terms of how many employees they will need, and what kinds of skills those individuals will need? I-O psychologists are working with organizations to help decrease the uncertainty and anticipate and lessen the impact that technology and automation will have on various kinds of organizations.

1. Making Optimal Use of Big Data to Make Better Decisions. This topic has become very popular within I-O psychology in recent years. I-O psychologists can help organizations understand what valuable information can be gleaned from big data sets. With new advances in technology, organizations are collecting a lot of information that can help them understand their customers, competitors, and employees. I-Os can assist organizations with understanding what questions to ask, the proper ways to analyze big data sets, how to interpret results, and how to employ interpretations to best inform important business decisions.

Source: http://psychlearningcurve.org/i-o-psychology-trends/?_ga=2.28119484.1270692456.1626825246-290428009.1621310852

Read more at:

https://www.theatlantic.com/family/archive/2021/06/four-day-workweek/619222/

I-O Psychology: From Early Origins To Current Trends by Gary F. Coulton, PhD.

"We hope that you’ve at least heard of I-O psychology, but if not, here’s a very brief account of its beginnings. I-O is a relatively new area of specialization within the science of psychology. Many consider Harvard Professor Hugo Munsterberg to be one of the founders of I-O. He began applying psychological principles to the world of work in the early 1900s. For instance, Munsterberg developed a lab based simulation of the controls of trolley cars (he used psychological science to screen out trolley operator applicants to who were at high risk for accidents).."

Read more at http://psychlearningcurve.org/i-o-psychology-trends/?_ga=2.211724117.1908311580.1624258069-290428009.1621310852

I-O Psychology: From Early Origins to Current Trends — Psych Learning Curve What is I-O psychology? Industrial-organizational psychologists research and apply principles of psychology to the world of work. Their mission is to identify and apply techniques...

Career in IO Psychology:
Strategy Development Professional

Many businesses hire strategy development professionals to drive long-term growth through implementing innovative strategy specific to their industry. In this role, professionals create and execute strategies to expand and/or stabilize a business.

Strategy development professionals must be attuned to their specific industry trends and business prospects. (Blake Pintoon December 13, 2018)

Career in Psychology:
Staffing & Recruiting Manager

Successfully recruiting and training new employees is paramount to any business. Staffing and recruiting managers are in charge of all hiring and training processes, thus making them instrumental to company success.

Staffing and recruiting managers can apply I/O psychology methods to ensure the right applicants are selected and that employee retention remains high. Paying close attention to performance, these professionals are also generally in charge of any employee firings. (Blake Pintoon December 13, 2018)

Career in IO Psychology:
Change Management Professional

Change management professionals specialize in streamlining company transitions. They strategize to optimize business resources, improve communication, and act as organizational leaders.

To complete these tasks, change management professionals use I/O psychology to identify transition needs and strategies. They must be prepared to take on short-term leadership roles and create personalized transition plans. (Blake Pintoon December 13, 2018)

Career in IO Psychology:
Internal & External Management Consulting

Management consultants work to provide businesses with outside perspectives and strategies for improvement. With higher-than-average job growth, management consulting is becoming a more common career path for those in the field of I/O psychology.

Management consultants advise managers on how to make organizations more profitable through reduced costs and increased revenues. They use concepts and principles from I/O psychology to determine how and why businesses are behaving inefficiently and then propose solutions to enhance business outcomes. (Blake Pintoon December 13, 2018)

Career in IO Psychology:
Organizational Effectiveness Manager

An organizational effectiveness manager typically works with senior leadership and management teams to set organizational goals, refine management processes, and create a clear roadmap for achieving a company’s vision.

These managers can work full-time within a company or work as outside consultants for a variety of clients. An organizational effectiveness manager can use knowledge of effective evaluation and survey methods to gain insight from employees and get a feel for a company’s internal culture and structure; then use the data collected in conjunction with I/O psychology principles to work on a top-down strategy in an effort to improve things like employee satisfaction and efficiency. (Blake Pintoon December 13, 2018)

IO Psychology history in a nutshell

http://psychology.iresearchnet.com/industrial-organizational-psychology/i-o-psychology-history/

Industrial-Organizational Psychology History - IResearchNet

Leading ladies in history of IO Psychology

http://psychlearningcurve.org/4-innovative-women-who-were-pioneers-of-industrial-organizational-psychology/

4 Innovative Women Who Were Pioneers of Industrial-Organizational Psychology — Psych Learning Curve Women have long been underrepresented in science, technology, engineering, and math (STEM) disciplines. In 2015, women made up just 28% of the STEM workforce. One...

Career in IO Psychology:
Workforce Insights Analyst

While a career in HR typically positions you in a people-facing role, a workforce insights analyst’s role is more data-driven. It involves using your knowledge of quantitative research and evaluation methods, like surveys and reviews, to analyze employee performance, management processes, and workflows.

A workforce insights analyst’s goal is to use data gathered from employees to improve productivity, training, and overall company satisfaction.

In this position, an analyst may provide a leadership team with recommendations on work assignments, compensation, organizational styles, and more (Blake Pintoon December 13, 2018)

"Tahun-tahun terbaik dalam hidup anda adalah masa di mana anda memutuskan bahawa masalah anda adalah masalah anda sendiri, dan anda tidak menyalahkan pada keluarga anda, ekologi dan persekitaran, mahupun perdana menteri anda. Anda sedar bahawa anda mengawal perjalanan hidup anda sendiri." - Albert Ellis

"Melakukan Perkara Susah Dapat Membentuk Perwatakan" - William James

Focus on being productive instead of busy.

Stop comparing your life with what you see on social media. Remember, what you see is just a snapshot of the whole picture.
Live every moment. Create new memories and achieve content.

"Failing is part of learning".
An outcome does not rely on your capabilities alone, but there other factors (e.g environment, work climate, health) that sometimes you may not have control over.

Its not about the hours you clock in, but the hours you save.

Invest in learning skills and tools that can help you become more efficient and productive. Spend (eg. time, money, energy, etc) to earn.

Dengan sentiasa berusaha dan keazaman yang tinggi anda pasti boleh mencapai matlamat yang ditetapkan.

Pada masa yang sama, rancang usaha anda dan sentiasa mengambil aura dan contoh yang positif dari mereka yang berjaya untuk terus berazam mencapai matlamat anda.

Kualiti hidup juga perlu dititikberatkan dalam usaha mencapai kepuasan kerja.

Jangan ambil mudah tentang kehidupan anda di luar tempat kerja kerana Ia mempunyai pengaruh yang signifikan kepada prestasi kerja anda.

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