Industrial and organizational psychology

Industrial Psychology
Psychology
Psychology is the science which studies human beings and about the terms of human psychology in a systematic and scientific. sub-field of psychology is as follows: education, clinical, social, developmental, cross-cultural, environmental, sports, children and adolescents, industries and organizations.
Industrial psychology
Definition of Industrial Organizational Psychology is required to provide the limits for a science that studies the science is clear. As a specialty area within the framework of psychological science, the Industrial Organizational Psychology has a limited definition of science studies.

“industrial and organization psychology is the scientific study of the relationship between man and the world at work; the study of adjustment people make to the places they go, the people they meet and the things they do in the process of making a living” (Guion dikutip dalam Muchinsky, 1983).

industrial organizational psychology as, “… simply the application or extension of psychological facts and principles to the problem concerning human being operating within the context of business and industry” (Blum and Taylor, 1968).

“Industrial/Organizational (I/O) psychology is both the study of behavior in organizational and work setting and application of the methods, facts, and principle og psychology to individual and groups in organizational and work settings. (society of industrial and organization Psychology” (SIOP, AOA Divison 4)

So, from all the above terms can be explained that Industrial psychology is the study of human and terms of psychosis in the context of employment in industry or enterprise in a systematic and scientific.
Industrial Organizational Psychology is a science subdisplin of psychology that studies human behavior in an organizational context, whether for-profit organizations or industry organizations, as well as the reciprocal influence between individuals and organizations working place. In practical reality, Industrial Organizational Psychology overlaps with other disciplines. Society of Industrial and Organizational Psychology (SIOP), provides some of the meters that distinguish the Organization of Industrial Psychology with another specialty within the discipline of psychology.

Industrial Psychology background is as follows :
For problem solving - critical issues pertaining to labor in the industry.
Industrial world is able to use appropriate procedures to solve the problem - humanitarian issues in the industry.
an employee group that has the morality and motivations of certain works.

Vendor's role in industrial psychology, according to John Miner (1992) :
Involved in the process input
Functioning as a mediator in matters productivity-oriented
Functioning as a mediator in matters maintenance-oriented
Involved in process output
Psychological factors at work :
Man is a creature complex
each individual has a degree and different perceptions of work
Worrying pain → tension → absenteisme
Tranquility family → quality & quantity of work
a discrepancy between the individual with the working environment

Background of the human work :
meeting the basic needs
as a social creature
as an element of economic
as civilized beings, noble and honorable work
as a creature that was devine, works to worship

Profile of a successful worker characteristics (psychological):
Self confidence
Originality
Task oriented
Future oriented
Risk tasking
People oriented
Social interaction with in the company :
Individual differences within groups
Value, atmosphere and the nature of group
There are two needs of individuals included in a group (main and side)
Human Relation
Division of tasks
Population, Industrial Organizational Psychology's main focus is human behavior in work settings (work setting.) Because the population of Industrial Organizational Psychology is in business, industry, labor, public (including non-profit), academic, community, and health organization.
Problem, Industrial Organizational Psychology has applied problems involving human problems in his work, which includes recruitment, selection, training, development, motivation, organization development, consumer behavior, structure of work, human factors and others.
The procedures and techniques, A variety of procedures, tools and techniques have been developed to assist the Organization of Industrial Psychology in addressing the problem effectively. There are three important elements to be measured, namely workers, work and work context. In relation to workers then developed various tests to measure individual differences such as intelligence tests, personality tests, measure the value and various other measuring devices. If for measuring aspects of the job using job analysis procedures (job analysis). To measure the context of the work has developed various procedures and test kits to identify organizational culture, organizational climate, organizational design, reward systems within organizations and others.
The purpose of Industrial Organizational Psychology itself, the same as those listed in the preamble of the code of ethics of psychology, that is for welfare of mankind (the well being of human being). So in the studies and recommendations, Industrial Organizational Psychology must put the dignity of humanity as the highest measure, not the welfare of individuals in the organization or merely oraganisasi progress.

Industrial and Organizational Psychology (PIO) is one branch of the science of psychology. As we already know that self psychology is the study of human behavior and mental processes. While industrial psychology is the study of human behavior in work settings. PIO itself is an applied science as well as clinical psychology, military psychology, and psychology aviator.
PIO formerly referred to as bussiness psychology or business psychology as the science of psychology is used to study human behavior in business matters. Then developing these titles developed into economic psychology. After that economic psychology turned into vocational psychology and industrial psychology and eventually became the industrial and organizational psychology. At first the industry is considered as something far from the aspect of human behavior. Because humans are considered as parts of machines or production equipment. With the changing times, labor (human factor) beginning to be heeded. Humans began to be treated by humanists. H. Munsterberg (1913) was a German pioneer of applied psychology that makes basic psychology laboratory. This lab examines the machine operator selection, the result, accidents on the workers is reduced. J.M. Cattell in the early 20th century started to investigate aspects of intelligence that is associated with the job. In the field of advertising, WP Scott (1918) conducted research among other areas of consumer interest in buying, decision making and salesman ship. FW Taylor (1911) use scientific methods to improve work performance (productivity efficiency). Then Gilberth (Frank & Lillian 1916) perform recording on the movement of work processes using scientific methods in management procedures. This is the embryo of the concept of ergonomics.

Psychological impact on the state of Japanese industry
Japan has become the leader of the research journal Psychological Japanese industry and provides an appreciation and an invaluable part of the basis of Psychology. The discovery of western model of psychological investigation in Japan usually take into account motivational Yujiro (1858-1912) as the first Japanese experimental psychologists. He became a professor of psychology of the first in Japan at Tokyo University and established a laboratory there. He continued his research that he maengawalinya with Hall on dermal sensitivity.
Matataro Matsumoto (1865-1943) went to Leipzig to work with Wundt and returned to Japan in 1980. He established the department of psychology and the laboratory at Kyoto University. Matsumoto refer to psychology as psikosinematik system or mental work in the form of a type of control psikofisiologikal where he studied experimental conditions of mental power over body movement. Kwanichi Tanaak (1882-1962) was instrumental in introducing behaviorism Watson in Japan. Tanaka publish the type of objective method proposed by Watson. Koichi Matsude (1883-1947) proposed the initial version of animal cognition denganh interpretation of animal behavior at the level of consciousness. Ryo Kuroda (1890-1947) argued that behavior and consciousness are two things of the same experiences and are more complementary than kontradikti.
Gestalt psychology introduced by Kanae Sakuma (1888-1970) who receives the initials of education in Japan and later studied in Berlin in 1925 and 1926. Hiroshi Hayami introduce the phenomenological tradition from Husserl that provides more direct access to the experience. Shoma Morita (1874-1938) beargumen that reaction and attention that did not deserve to neurotic behavior often exaggerate the problem and results in malignant periods. Morita offers a therapeutic alternative that was borrowed from Zen Buddhism. Zen is antirasionalistik, but was finding the trail of knowledge with intuition and interpretations rather than reliance on traditional Buddhist writings. The goal of Morita theory is to seek harmony with the universe, not to war or against the universe. Morita explained there are four levels of procedures started in anxiety patients and ends in preparation for the patient to restore the existence of each day. The model was developed more fully in the psychology of Zen by Koji Sato (1905-1971) originally influenced by Gestalt psychology, and Sato switch on psychoanalysis and clinical psychology. Zen meditation techniques using physical adaptations in posture and breathing to accept peace and clarity through the realization of harmony and integration of the individual and the universe.