Question

What are the significant roles of each founding father of industrial/organizational psychology, as well as come to understand the important role that industrial/organizational psychologists play as both researcher and practitioner and the importance of research and statistics in the field.

Specific examples of how research advances the field

Ethical considerations when conducting this research

Descriptions of at least two statistical methods used by I/O psychologists, as well as how they are used

Answer 1

• Significant roles of each founding father of industrial/organizational psychology:-
• A quartet of psychologists laid the foundations of IO psychology:
• James Cattell started the Psychological Corporation to bring psychology to industry.His reputation and company of functionalists, applied psychologists and statisticians helped him “to establish the legitimacy of psychology applied to industry.
• Walter Bingham was the dean of the first IO psychology program at the university level.
• Walter Bingham’s contributions to the field are many and diverse. He started the Division of Applied Psychology – the first academic program in industrial psychology. He headed the Personal Research Federation and directed The Psychological Corporation.
• He was instrumental in Scott’s and Yerkes’ development of the mental testing program. And, most importantly, he assumed a caretaker and spokesperson role and worked, till his death, to achieve recognition and respectability for I/O psychology.
• Walter Dill Scott took IO psychology from its fledgling beginnings and made it the well-regarded partner of business it has become. Scott is considered by many to be the founder and father of IO psychology.
• Scott was one of the first psychologists to apply psychology to advertising, management, and personnel selection. In 1903, Scott published two books: The Theory of Advertising and Psychology of Advertising. They are the first books to describe the use of psychology in the business world.
• The Scott Company he began the longstanding practice of consulting I/O psychologists in the business world, and because of his wide recognition, had a major impact on creating public awareness and credibility of the field.
• The term “founding father” of I/O psychology is usually associated with Hugo Munsterberg of Harvard University. His 1913 book on Psychology and Industrial Efficiency, is considered to be the first textbook in I/O psychology. The book is the first to discuss topics such as how to find the best person for the job and how to design jobs to maintain efficiency by dealing with fatigue.
• One of his contemporaries, Frederick Taylor, was not a psychologist and is considered to be a founding father not of I/O psychology but of scientific management. Despite his non-psychology background, his ideas were important to the development of the I/O psychology field, because they evolved at around the same time, and some of his innovations, such as job analysis, later became critically important aspects of I/O psychology.
  
• Taylor was an engineer and management consultant who pioneered time studies where management observed how work was being performed and how it could be performed better. For example, after analyzing how workers shoveled coal, he decided that the optimum weight of coal to be lifted was 21 pounds, and he designed a shovel to be distributed to workers for this purpose.
• He instituted mandatory breaks to prevent fatigue, which increased efficiency of workers. His book Principles of Scientific Management was highly influential in pointing out how management could play a role in increasing efficiency of human factors.
• Lillian Gilbreth was an engineer and I/O psychologist, arguably completing the first Ph.D. in I/O psychology. She and her husband, Frank Gilbreth, developed Taylor’s ideas by conducting time and motion studies, but also bringing more humanism to these efforts. Gilbreth underlined the importance of how workers felt about their jobs, in addition to how they could perform their jobs more efficiently. She was also the first to bring attention to the value of observing job candidates while they performed their jobs, which is the foundation behind work sample tests.
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