Industrial-Organizational Psychology Basics: Apply It

  • Describe the field of industrial and organizational psychology
  • Describe the history of industrial and organizational psychology

Industrial psychology and organizational psychology are two branches of psychology that focus on understanding human behavior in the workplace. While there is some overlap between the two fields, they differ in their primary areas of focus. Industrial psychology, also known as personnel psychology or occupational psychology, primarily deals with individual behavior within the workplace. It focuses on understanding and improving various aspects related to employees and their work. Organizational psychology, also known as organizational behavior, focuses on understanding and improving the dynamics of individuals, groups, and structures within organizations. It emphasizes the larger organizational context and the interactions among individuals and groups.

Watch this video and try to find examples of both industrial psychology and organizational psychology.
You can view the transcript for “Inside Google’s Massive Headquarters” here (opens in new window).

What elements of industrial psychology do you see in the video?

What elements of organizational psychology do you see?

If you’re curious to learn more about how these mega-corporations organize their workplace environment, you can watch this Facebook video, this Apple video, or this Amazon video. Note that while companies like Google, Facebook, Apple, and Amazon have created luxurious and appealing work environments with various amenities, they have also faced criticism regarding their treatment of employees and working conditions. Some common concerns raised include:

  • Long working hours: These companies are known for demanding long hours from their employees, often creating a culture of overwork. This can lead to high levels of stress and burnout among workers.
  • Work-life balance: The intense work culture at these mega-corporations can make it challenging for employees to maintain a healthy work-life balance. The expectation of being constantly available and the pressure to meet aggressive deadlines can negatively impact employees’ personal lives and well-being.
  • High-pressure environments: The fast-paced and highly competitive nature of these companies can create high-pressure work environments. Employees may experience excessive stress and feel the need to constantly prove themselves, which can have detrimental effects on their mental health.
  • Job security and employee benefits: Despite being successful and profitable, these companies have faced criticism for their treatment of contract workers and the lack of job security they provide. Additionally, concerns have been raised about the level of benefits and support offered to employees, including issues related to healthcare coverage and worker safety.
  • Unionization and labor rights: Some of these mega-corporations have faced challenges related to labor rights and employee organization efforts. There have been debates about the need for stronger worker protections, fair wages, and the ability to collectively bargain.

It’s important to note that these concerns are not limited to these specific companies but are prevalent across various industries. The immense scale and impact of these mega-corporations have made them focal points for discussions on worker rights and corporate responsibility. In response to criticism, some of these companies have made efforts to improve their practices, such as increasing wages, implementing employee wellness programs, and addressing concerns about workplace culture. However, ongoing scrutiny and advocacy continue to shed light on the need for further improvements in these areas.