INDUSTRIAL PSYCHOLOGY BPS103

Study Industrial Psychology - learn about the operation of the workplace and how to motivate staff and improve staff performance.

  • This course helps develop knowledge and skills for anyone involved in workplace situations, such as managers, supervisors, small business owners, union representatives, etc.
  • Understand how and why people behave as they do in the workplace.
  • Learn ways to motivate staff and improve their performance.
  • Learn about ways to recruit staff for roles.

 

What Our Students Are Saying

"Very much valuable. The course is designed in a manner that learning is not limited. I am gaining lot of knowledge through the course. The assignments are really good as it help the students to think out-of-the box and answer. I am very happy doing this course as I am gaining a lot of insight. Also, professionalism and the support being extended by my tutor and admin team (Elaine and team) is really great and I am thankful to them."

C.V. Lakshmi, Industrial Psychology course

Study Industrial and Organisational Psychology - start at any time, study where you want to

  • Learn about Occupational Psychology for an understanding of behaviour at work.

  • Expand your understanding of human psychology and behaviour.

  • Become a more skilled manager, supervisor, employment or career officer.

  • Highly Qualified and Experienced Tutors with decades of experience, based in both the UK and Australia.

 

Course Structure and Lesson Contents

There are ten lessons in this course, as follows:

1. Introduction

  • Free Will vs Determinism

  • Developmental and Interactive Expressions of Behaviour

  • Nature versus Nurture

  • Influence of Environment on Learning Behaviour

  • Modelling and Conformity

  • Conditioning involves Certain Environmental Factors which Encourage Learning to Take Place

  • Classical Conditioning

  • Operant Conditioning

  • Reinforcement & Punishment

2. Understanding the Employee's Thinking

  • Sensation and Perception

  • Thinking and Day Dreaming

  • The Gestalt Approach

  • Unconscious and Conscious Psychic Elements

  • Explaining Behaviour

  • Knowledge of Brain Processes

  • Personal Interpretation of a Given Situation

  • Instinct

  • Terminology including:    Mating Curiosity, Maternal, Acquiring, Repulsion, Constructiveness, Rivalry, Laughter, Fighting, Walking, Swallowing, Play, Imitation, Sleep, Modesty, Domineering, Religion, Self Asserting, Sneezing, Thirst, Cleanliness, Workmanship, Parenting, Food seeking, Flight, Collecting, Sympathy

3. Personality & Temperament

  • Mature & immature temperaments (e.g. Sanguine, Melancholic, Choleric, Phlegmatic)

  • Emotional types

  • Fear

  • Intelligence

  • Knowledge

  • Dviation, etc.

4. Psychological Testing

  • The Application Form

  • Psychological Test

  • The Interview

  • Intelligence Tests

  • Laws of Learning

  • Devising Tests

  • Selecting Appropriate Tests

5. Management & Managers

  • Qualities of Managers,

  • Understanding morale, discipline, training, etc.

6. The Work Environment

  • Noise

  • Space

  • Light

  • Temperature

  • Speed of Work, etc.

  • Accidents, Breakages, Fatigue etc.

7. Motivation and Incentives

  • Maslow's model of self-actualisation

  • Security

  • Money

  • Ambition

  • Companionship

  • Social reinforcement

  • Labour wastage, etc.

8. Recruitment

  • Ways of seeking applicants

  • Types of interview

  • Ways of selecting staff

9. Social Considerations

  • Group Behaviour

  • Conformity

  • Industrial Groups

  • The Hawthorne Effect

10. Abnormalities and Disorders

  • Psychosis

  • Neurosis Personality Disorders

  • Variance

  • Partial Disability (e.g. arm.leg injuries; epilepsy, digestive disorders etc.)

  • The Psycho Neurotic

 

Duration: 100 hours

 

Aims

  • Discuss basic concepts that may be relevant to understanding industrial psychology.

  • Identify similarities and differences that occur in the way different employees perceive their workplace.

  • Discuss the effect of personality and temperament upon industrial psychology.

  • Identify applications for psychological testing in industrial management.

  • Discuss the psychology of management.

  • Identify ways that the work environment might impact upon the psychology of people in a workplace.

  • Explain how motivation influences work productivity.

  • Discuss the application of psychology to recruitment.

  • Explain the impact of social factors upon work productivity.

  • Discuss the significance of psychological disorders or abnormalities in a workplace.

 

Scope of Industrial Psychology

Industrial Psychologists may look at any of the following, with respect to behaviour in the work environment:

  •  Personnel selection

  •  Personnel recruitment

  •  Performance appraisal

  •  Management

  •  Leadership

  •  Executive coaching

  •  Job analysis

  •  Assessments, such as personality assessments, ability testing.

  •  Job performance

  •  Psychometrics

  •  Training

  •  Training evaluation

  •  Compensation

  •  Work/life balance

  •  Human factors

  •  Organisational culture

  •  Group work

  •  Technology in the work place

  •  Job attitudes

  •  Job satisfaction

  •  Commitment

  •  Citizenship within the organisation

  •  Employment law

  •  Motivation

  •  Ethics

  •  Diversity

  •  Human resources

  •  Job design

 

Occupational psychology is a term that might be considered interchangeable with organisational psychology and industrial psychology, although the later term has waned in popularity because it is not as inclusive as the former two. Sometimes industrial and organisational psychology is collectively referred to as I-O psychology. In recent years, the term 'business psychology' has also emerged. Nevertheless, all these terms refer to a field of psychology which is focused on work behaviour and mean the same thing.

 

Occupational psychology is concerned with more than just industry or organisations. It is concerned with all types of work environments, employees and employers. The main goal of occupational psychology is to improve performance of organisations and to enhance the job satisfaction of employees. Some of the key areas of interest for occupational psychologists are:

  • Recruitment of personnel

  • Improving working conditions

  • Increasing productivity

  • Developing effective decision making abilities

  • Methods of coping with stress at work

Occupational psychologists may be employed directly by larger organisations as full time employees. In other cases they may act as external consultants who are brought into businesses or other workplaces to undertake contractual work. 

In their role within an organisation, occupational psychologists may find themselves working alongside other professionals such as business operators, managers, supervisors, business coaches, HR specialists, careers counsellors, or other psychologists. Many of these individuals from other related professions have some knowledge, skills, or training in areas of practice associated with occupational psychology.    

 

Tips for Managers

Managers should note the following guidelines:

  • Make few promises, and keep any which are made.

  • Always be fair, act as a referee and do not have favourites or scapegoats.

  • Never waste anger. Treat it as the last card to play.

  • In any dispute, always hear both sides of the story.

  • Never show discouragement.

  • Note good work as well as bad, and give credit where it is due.

  • Watch for aptitudes.

  • Give every worker three chances (for example) -all mistakes should be dealt with as they occur.

  • Acknowledge your own mistakes and be willing to take your share of any blame.

 

Who Will This Course Benefit?

Knowledge of the fundamentals of occupational psychology may help improve the awareness and skills of people working in related fields and may be beneficial to anyone in a business operations or managerial role. It can serve to guide recruitment and training of staff and to establish productive work teams, suitable team leaders, satisfactory work environments, and to help employees fulfil their potential. 

Some aspects of occupational psychology can even be extended to help the lay person to understand how best to recruit contractors for private work, such as builders or gardeners. Other aspects may relate to freelance contractors employed by agencies or by businesses directly. Occupational psychology is therefore relevant to a broad range of individuals, perhaps more so than some people would initially think.

 

Is This Course For You?

You can start studying Industrial Psychology at any time - enrolling is easy, just go to the top of this page. 

 

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