This subject finds psychologists working in the industrial setting to improve company efficiency, productivity, and safety.
Organisational Psychology finds most of its psychologists carrying out research in the industrial setting to enhance company efficiency, productivity and safety. For example, organizational psychologists may use their knowledge of perception to design instrument panels which improve the reaction time of the operator and increase the margin of safety.
Organizational psychologists also may be involved in the design of plants and offices, attempting to better the way employees interact with each other. Sometimes psychologists are called upon to help solve problems of poor employee morale. Often they do personnel work, designing tests which are supposed to predict the suitability of employees for specialized training programmes; resources are saved if a company trains only those employees who are thought in advance to have the best aptitude, personality and interest for a position.
Organizational psychology, and psychological testing generally, are perhaps among the best examples of the sometimes controversial extension of technology from manipulating things to manipulating people. Psychological group tests were first used in the American military during the Great War and were made available to the private sector at the war’s end for the assessment of large numbers of people in a single sitting. Since then, the psychological testing field in psychology has mushroomed into an industry and presently includes tests for measurement a very large number aptitudes, personality variables, and interests.
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