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Khan Anin Ahamed 140307Zahida 140314Rumki Parvin 140320MD. Borkot Khan 140329Mostafizur Rahman 140335Prosen Roy 140337

Topic

Applications of Industrial Psychology

Definition of IPIndustrial psychology is the scientific study of human behavior in the workplace and applies psychological theories and principles to organizations.

Major applications Job attitude Job satisfaction Job Design

Attitudes Defined Briefly defined, an “attitude” represents

a predisposition to respond in a favorable or unfavorable way to persons or objects in one’s environment

For instance, when we say we “like” something or “dislike” something, we are in effect expressing an attitude toward the person or object

Job Attitudes: Three Related Components

The job attitude is the middle component in a belief-evaluation-behavior chain:

1) Beliefs about aspects of the job. “My work has long stretches with nothing to do.”2) The evaluative component, i.e., the attitude

itself.“I am dissatisfied with my job.”3) Work-related behavioral intentions that

follow from the attitude. “I’m intending to quit my job.”

How I/O Psychologists Help Organizations to Assess and to Manage Attitudes

Attitude Surveys Job Design Personnel Selection Change Management Training Performance Appraisal

Job Satisfaction Job satisfaction is defined as “the extent to

which people like (satisfaction) or dislike (dissatisfaction) their jobs.”

Job satisfaction is an emotional response to a job situation. As such it cannot be seen,

it can only be inferred..

What causes Job Satisfaction?

Interesting jobs-training, variety, independence and control

Benefits more than pay Core self evaluations-people who

believe in their inner worth and basic competence are more satisfied as well grow more

Effect of job satisfaction

Effect of Job Dissatisfaction

Job Design

The process of defining how work will be performed and what tasks will be required in a given job.Factors affecting job designing Organizational factors Environmental factors Behavioral factors

WORK SIMPLIFICATION

JOB ROTATIONRotating from job to jobwithin an organization.

JOB ENLARGEMENTAdding more tasks to thejob: Horizontal Loading

JOB ENRICHMENTMaking jobs moremeaningful andChallenging: VerticalLoading

WORK TEAMS

Large task that is completed bya group of specific taskAssignments.

AUTONOMOUS WORKGROUPS

Work teams are given a goal toachieve and the control over its accomplishment.

Job DesignTechniques

Individual Design OptionsIndividual Design Options Group Design OptionsGroup Design Options

Objectives of Job Design

Conclusion

Employee satisfaction is organization’s success

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