Individual Assignment for Industrial / Organizational Psychology

Individual Assignment for Industrial / Organizational Psychology I Chrisshyaren – 004201500004 (IEN’15) The name of article are Industrial and Organizational Psychology in South Africa and The Practice of Industrial / Organizational Psychology in New Zealand. The authors of the practice of I/O Psychology in New Zealand are Donald A.J. Cable and Michael P. O’Driscoll, Hamilton, School of Psychology, Private bag 3105 and The University of Waikato. The authors of I/O in South Africa is Hennie J. Kriek from SHL Americas. The implementation of industrial psychology in South Africa and New Zealand are discussed. Industrial and Organizational Psychology in South Africa” In general, both of article discuss about the application of I/O psychology in every aspect. The author starts in country especially in South Africa and New Zealand. Since 1994, South Africa was already implement the I-O psychology to practice the employee-oriented activities with an emphasis on developing human resources, bolstering the economy, and improving South Africa’s global competitiveness. The role of industrial Psychology in South Africa such as; I-O Psychology at universities, almost all universities in South Africa have industrial departments. This departments provides unique opportunity to combine the science in psychology with the practice of business and commerce. Professional I-O Psychology associations, Professional associations for psychologist in South Africa consist of two such as the South African Psychological Association and the Psychological Institute of the Republic of South Africa. Since 1982, the Psychological Association of South Africa (PASA) was established in 1982 with five fields which are academic and research, industrial, counseling, clinical, and educational psychology. Most industrial psychologist are represented by SIOPSA. The aims of SIOPSA are to encourage the existence of a fair and humane work situations in South Africa which all have an equal opportunities of access and within which all can perform abilities, develop full potential and experience a high quality of work life. This is a good concept to determine the function of I/O psychology. IOP professional action domains is perform under of SIOPSA with specific aim of defining a comprehensive strategy to ensure that I-O psychology in South Africa is ready for the future. Industrial psychology in South Africa will grow in the new field like social-political by maintaining the balance between science and practice. The main of I-O psychology itself is SIOPSA who signs forward-thinking colleagues work to ensure that I-O psychology remains useful and relevant to diverse populations operating in an ever-changing environment. The practice of Industrial / Organizational Psychology in New Zealand Based on survey, 75 industrial and organizational (I/O) psychology in New Zealand was conducted to determine the actual work practices of those on the field. In 1972, the level of I/O psychologist in New Zealand is low. The percentage is less than 10 % of New Zealand companies hired I/O psychologist. The managers in the company of New Zealand suggested that I/O psychologist could help more with individual issues rather than with broader organizational issues. The Australian College of Organizational Psychologist (COP) stated that organizational Psychology is the science of people at work and specialize in analyzing organizations and people, devising recruitment strategies, motivate, develop, change and inspire. .According to Wright (2008), IONet (New Zealand I/O psychology Email Network) divided I/O into three categories based on frequency of citation, which are; The first category is assessment and selection included the most frequently cited activities of selection, interviewing, psychometrics and job analysis. The second category is development such as activities training, team building, stress management, performance management, and organizational development The third category is strategic and external relations and management likely research / evaluation, business development, strategic human resource and policy development. The work activities of I/O psychology is more reflective in the application of the principles of the behavioral sciences, embracing the humanistic model of organizational functioning and related with the fields of training and development, change management and organization development, and recruitment and selection. I/O psychology are closely related with performance management and appraisal, career development and management, employee management, issues related to cultural and ethnic diversity and competency development and measurement. Some activities that related and emerged more strongly with I/O psychology likely leadership development, change management, and quality work of life. Example, interpersonal relations, labor / industrial relations and work motivations, providing opportunities for practitioners to widen the scope of practice. The practitioners and the students are considering I/O psychology as an occupational choice and it may maximize the career opportunities through that choice. However, only 56 % of participant were registered psychologist in New Zealand. Overall both of article are not explained very detail. Yet the article can explain the good examples and the reader gets really good examples that relevant in every aspect. The article are very good, because the reader can know the implementation of I-O psychology in New Zealand and South Africa. It’s very relevant that nowadays I-O psychology have a good impact in social life. Although the implementation of I-O psychology in New Zealand is still low, yet the development of I-O psychology increases in every aspect. The research method were used in this research for first journal were SIOPSA (Society for Industrial and Organizational Psychology of South Africa, Psychology Assessment in Industry (PAI), and The Assessment Centre Study Group (ACSG). The participant who participated in SIOPSA was an elected central executive and SIOP members such as Frank Landy, Goerge Thornton, Murray Barrick, Walter Borman, and Lois Tetrick. The person who participated in PAI which are Jim Outtz, Kevin Murphy, Wayne Cascio and Rich Arvey. The person who participated in ACSG which are 150 delegates from international scholars and practitioners across the globe. The research method were used in second article were IONet through Psychological Society Connections magazine, the society’s electronic newsletter, and the New Zealand Human Resource Institute. The participant who participated in this research were the members of IONet had 348 members, fifty-seven members of the New Zealand Psychological Society, 76 active psychologist in ministry of health in New Zealand, 75 valid survey consist of 33 % were in the 31-40 age group; 27 % in the 21-30 age group; 64 % were female and 71 % indicated New Zealand European ethnicity. The majority participants worked primarily in the Auckland region (47 %) followed by the Wellington region (23 %) who had 54 % income levels between $ 40,000 and $ 100,000 per annum, with 38 % in excess of $ 100,000 per annum. The research question in first journal are How I/O psychology can be implemented in South Africa? What is the role of I/O psychology in South Africa? How the future of I-O psychology in South Africa? What is IOP professional action domains? Mention the domains that affected to I-O psychology! The research question in second journal are what is actually that I/O psychologist do? How many percent that I/O psychology contribute in New Zealand? What the major duties / responsibilities were for their current role, providing some insight into the practice of I/O psychology in New Zealand? What was termed an “elevator pitch” that is a response that someone confronted with the question while travelling in an elevator, would have sufficient time to deliver in a concise, consistent, and coherent manner? What is the principle of psychology that affected to I/O psychologist? How the procedure and participants to run the method? The findings are Industrial psychology has a long and dynamic history in South Africa. The implementation and contribution of I/O psychology in South African to the world started since World War II. I/O psychology were conducted by the Human Sciences Research Council (HSRC) in 1940s as advanced of I/O psychology in South Africa. After three decades, industrial psychology in South Africa has grown at a remarkable rate and almost all universities have I/O psychology departments. The popularity of industrial psychology as a field of study has increased enormously over time. The establishment of the Professional Board of Psychology represents another notable development in the history of psychology since 1974. The discussion of I-O psychology in South Africa helped by Journal of Industrial Psychology published from 1975 to 1985. The role of I/O psychology in South Africa which are I/O psychology as a profession, at universities and professional I/O psychology associations. SIOPSA is the one of organization that help to identify and establish the role of I/O psychology through conference using strategic framework for I-O psychology over the next 5 years. There will be 11 professional action domains that would be critical for future of I/O psychology. The action domains will represented as IOP professional action domains are shown in the figure below. The domains will form the basis of 11 working committees which will function under the SIOPSA with the specific aim of defining a comprehensive strategy to ensure that I/O psychology in South Africa is ready for the future. Figure SEQ Figure \* ARABIC 1 IOP Professional Action Domains The findings are the actual work that I/O psychologist do is the science of people at work. I/O specialize in analyzing organizations and people, and devising strategies to recruit, motivate, develop, change and inspire. Principles of psychology to personnel, administration, management, sales and marketing problems. Activities may include policy planning, employee screening, training and development, and organizational development and analysis may work with management to recognize the work setting to improve worker productivity. The major duties or responsibilities of I/O psychology are activity of selection process and job analysis, development, and strategic of external relations management. The survey covered that the fields of work that I/O psychology practitioners divided into nine fields consist of career development and management (4 activities), change management and organization development (15 activities), consumer psychology (6 activities), education and research (4 activities), human factors and ergonomics (5 activities), performance management and appraisal (7 activities), quality of work life and occupational safety and health (13 activities), recruitment selection and placement (9 activities) and training and development (10 activities). The procedures is through the invitations of psychological organizations and record the work type as I/O psychology. The second way is through the survey responses received. The participants are 348 members of IONet, New Zealand Psychological Society organization and the participant that represent as the survey responses. The limitation study for the first journal is only for country of South Africa so it can’t be implemented in other country. The limitation study for the second journal are only for the country of New Zealand society and the University of Waikato so it can’t be implemented in other country. The future questions would purpose to continue the research of first journal are how many percentage the implementation of I/O psychology in South Africa? What is the next plan of SIOPSA due of implementation I/O psychology? Would the field of I/O psychology increases? If yes, how many percent? The future questions would purpose to continue the research of second journal are what kind of solution that can make the I/O psychology in the field work become high in New Zealand? Which section would be a high rate of the implementation of I/O psychology? REFERENCES Donald A.J Cable & Michael.P.O'Driscoll. (2010). The Practice of Industrial/ Organisational Psychology in New Zealand. New Zealand Journal of Psychology, 12-18. Fred Guest & Hennie J. Kriek. (2007). Industrial and Organizational Psychology in South Africa. The Industrial-Organizational Psychologist, 60-66. 4