issues in the psychology of workissues in the psychology of work USP JDR-20-3 2010-11

Module Leader: Dr Paul Redford

I was looking for a job, and then I found a job And heaven knows I'm miserable now

The Smiths (1984)

What is an organisation?a) A group with a social identity, so that it has psychological meaning

for all the individuals who belong to it.

b) Characterised by coordination so that behaviour of individuals is arranged and structured rather than idiosyncratic.

c) It’s goal directed, so that this structure is oriented towards a particular outcome.

drawn from Haslam (2004)

• Write down your best job• Write down what you think made you love it

What is in a name? • Occupational Psychology

• Organisational Psychology• Work Psychology• Personnel Psychology• Human Relations• Psychology of Work

What is it?

What is it?Answer = applied

What is it?Answer = appliedAnswer = draws from ALL psychology

What is it?Answer = appliedAnswer = draws from ALL psychologyAnswer = draws from allied disciplines

What is it?“Work and organizational psychology is the study of people and their behaviour at work, and of the organizations in which people work; work psychologists develop psychological theory and apply the rigour and methods of psychology to issues that are important to businesses and organizations, in order to promote, and advance understanding of individual, group and organizational effectiveness at work, and the well being and satisfaction of people working in or served by organizations.”

Woods and West (2010) WHAT PAGES

What is it?“Work and organizational psychology is the study of people and their behaviour at work, and of the organizations in which people work; work psychologists develop psychological theory and apply the rigour and methods of psychology to issues that are important to businesses and organizations, in order to promote, and advance understanding of individual, group and organizational effectiveness at work, and the well being and satisfaction of people working in or served by organizations.”

Woods and West (2010) WHAT PAGES

What is it?“Work and organizational psychology is the study of people and their behaviour at work, and of the organizations in which people work; work psychologists develop psychological theory and apply the rigour and methods of psychology to issues that are important to businesses and organizations, in order to promote, and advance understanding of individual, group and organizational effectiveness at work, and the well being and satisfaction of people working in or served by organizations.”

VALUESScience

PragmatismEthics

For People, and Organizations

Paradigms in Work Psychology• Economic paradigm

• Individual differences paradigm• Human relations paradigm• Cognitive paradigm

• Pioneered by Frederick Taylor• Developed Scientific Management• Rejected notion that workers learn

– through experience– informal training– own insight

• Management of workers – science• There is a best way of doing a job• Disapproved of human and economic waste

Frederick Taylor

Economic Paradigm

Principles of Scientific Management (1911)

So keen on scientific management, that the book ends with an invitation to his house in Philadelphia for anyone interested in scientific management!

Principles

1. Develop a science for each element of job2. Scientifically select, then train, teach and develop workers3. Cooperate with workers to ensure work is being done according

to developed scientific principles4. Equal division of work and responsibility between worker and

management.

Strategies to improve jobs

1. Select only best workers2. Introduce incentives3. Individualise each worker4. Scientifically select, then train, teach and develop workers5. Cooperate with workers to ensure work is being done according to

developed scientific principles

Bethlehem Steel Company

Pig Iron Handlers

• 600 labourers• Pick up 42kg pigs• Load onto railway carriage• Each worker loaded 12.3 tons per day (ave)

However…• First class handlers could manage 47 tons per day• Developed a science of handling pig iron

Principles

1. Develop a science for each element of job2. Scientifically select, then train, teach and develop workers3. Cooperate with workers to ensure work is being done according

to developed scientific principles4. Equal division of work and responsibility between worker and

management.

Remember….

Science of Pig Iron Handling

Worker should possess- Incredible fitness- Specific mental ability

Science of Pig Iron Handling

Worker should possess- Incredible fitness- Specific mental ability

“one of the very first requirements for a man who is fit to handle pig iron as a regular occupation is that he shall be so stupid and so phlegmatic that he more nearly resembles in his mental make-up the ox than any other type”

(Taylor, 1911, p47)

“one of the very first requirements for a man who is fit to handle pig iron as a regular occupation is that he shall be so stupid and so phlegmatic that he more nearly resembles in his mental make-up the ox than any other type”

(Taylor, 1911, p47)

Science of Pig Iron Handling

Worker should possess- Incredible fitness- Specific mental ability

Study exact movements and timings of job- Eliminate all superfluous movement of hands and feet- Precisely timed breaks to minimise fatigue- Forerunner of “time-and-motion” studies

Results

• Average pay increased from $1.15 to $1.88• Each handled 58 tons (up from 15.7 tons)• Cost of handling fell from 7.2 cents to 3.3 cents

But…

Results

• Average pay increased from $1.15 to $1.88• Each handled 58 tons (up from 15.7 tons)• Cost of handling fell from 7.2 cents to 3.3 cents

But…

• 460 (of 600) workers lost their jobs• Taylor felt like an economic vigilante!

Whatever happened to Scientific Management ?Scientific management has been implemented around

the world and across different organisations

Personalised evaluationReward practices (incentives)Individual contracts

Hugo Münsterberg

• Pioneered by Hugo Münsterberg• Moved away from experimental psychology’s examination of

general functioning• Focused on individuality• Proponent of scientific management

Individual Differences Paradigm

Psychology and Industrial Efficiency (1913)

Hugo Münsterberg

• Precise analysis of job• Identify psychological components required for effective performance• Develop tests to measure performance in these areas• Developed “tasks in miniature”

– E.g. Simulation games– Assessed validity by benchmarking with high performance

workers

Individual Differences Paradigm

Psychology and Industrial Efficiency (1913)

Hugo Münsterberg

• Complicating factors • Subjective nature of workers reaction to their jobs

– some found “boring” jobs fascinating, others the reverse• Group membership

– Affected individual satisfaction– Opposite to Taylor, saw groups as positive benefit

• Shaped work psychology today

Individual Differences Paradigm

Psychology and Industrial Efficiency (1913)

Human Relations Paradigm

Elton Mayo

• Elton Mayo • Studied Hawthorne Works of the Western Electric Company

– now known as Hawthorne Studies

Human Relations Paradigm

Elton Mayo

• Elton Mayo • Studied Hawthorne Works of the Western Electric Company

– now known as Hawthorne Studies– many different ones conducted– Electric Light (exp vs cont)– Both groups productivity increased when

• Lights brighter• Lights dimmer• Pretended to change lights

• Findings at odds with Taylorism• Social Factors important

Cognitive Paradigm• Followed cognitive revolution of ‘60s• Focus on mental processes• Development of social cognition

– Attribution theory– Information processing– Cognitive biases– Cognitive shortcuts (heuristics)– Motivation– Personal cost-benefit– Exchange theory

Work Psychology Today

• Organizational Behaviour, Individual Differences, and Attitudes at Work • Work Motivation• Personnel Selection and Assessment• Performance Measurement and Management• Learning, Training, and Development at Work• Careers and Vocational Behaviour• Health, Well-being, and Safety at Work• Teams and Groups at Work• Organizational Development and Change• Leadership and Management in Organizations• Organizational Culture, Strategy, and Design• Employment Law, and Industrial Relations

Work Psychology Today

• Organizational Behaviour, Individual Differences, and Attitudes at Work • Work Motivation• Personnel Selection and Assessment• Performance Measurement and Management• Learning, Training, and Development at Work• Careers and Vocational Behaviour• Health, Well-being, and Safety at Work• Teams and Groups at Work• Organizational Development and Change• Leadership and Management in Organizations• Organizational Culture, Strategy, and Design• Employment Law, and Industrial Relations

“Fitting the man [sic] to the job” FJMSelection, Assessment, Training , Guidance

“Fitting the job to the man [sic]” FMJDesign of tasks, equipment, Working conditions

Work Psychology Today: Issues

• Diversity – gender, ethnicity, disability• Work-life balance• Downsizing• Growth of service sector (reduction in manual work)• Ageing working population• New technologies• Jobs not for life• The future of work• Economic Downturn• Irrationality• Well-Being

“Fitting the man [sic] to the job” FJMSelection, Assessment, Training , Guidance

“Fitting the job to the man [sic]” FMJDesign of tasks, equipment, Working conditions

Themes• Ethics and Social Responsibility• Globalization and Cross-Cultural Issues• Environment and Sustainability

Let’s look at the module

Questions?