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– a year ago **files (1)** – ## WeekOneDiscussion2Response.docx **## WeekOneDiscussion2Response.docx** Themes & Theo of I/O Psyc Week 1 Discussion 2 Response: INSTRUCTIONS: Respond to one colleague who selected a different historical development than you did. In your response, offer additional suppo…
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Themes & Theo of I/O Psyc Week 1 Discussion 2 Response:
INSTRUCTIONS: Respond to one colleague who selected a different historical development than you did. In your response, offer additional support for the significance of the historical development, an alternative perspective, or questions to consider.
Madeline M
**Main Question** **Post**:
**Industrial Psychology Vs. Organizational Psychology**
The industrial side of I/O Psychology is more of the behind-the-scenes work. Behind-the-scenes, meaning, these are the small movements happening to add to the larger picture; like: analyzing jobs and their design, gathering research on the recruitment and selection process, reviewing the physical space and its impact on work performance, evaluating how people work both in their individual roles and with their department/team (Walden University, 2015). Organizational psychology is what brings the behind-the-scenes work to life and in motion; this is where a practitioner gets to take the research, statistics, data, and results they have collected and then works with the organization to make improvements based on the findings. This can happen by way of training, strategic implementation, and so on (Walden University, 2015).
**Historical Development in I/O Psychology**
During the global economic crisis from 1971-1990, there was (what I see as) a breakthrough on the organizational side of I/O Psychology. Many research findings from Edwin Locke and Gary Latham published about the power of goal setting in business proved an increase in job performance (i.e., maintaining motivation to continue the work of one's job) (Zickar & Austin, 2018). Not only that, but when employees are given goals and achieve those goals, this echos the message they are good at what they do. J. Richard Hackman and Greg R. Oldham proposed a job characteristic model for those in leadership roles in hopes to further understand and increase employee motivation in their jobs: job autonomy, skill variety, feedback, task identity, and task significance (Zickar & Austin, 2018).
From here we have now shifted from utilizing assessments to place people in jobs [as a common practice from WWI and still utilized in today’s military job placement, and then adopted as practice during the second industrial revolution (Zickar & Austin, 2018)]. From this point in I/O Psychology history, these tools can be used to help organizations know how to empower employees in their roles and how to help them feel valued to increase job satisfaction and essentially longevity.
**Historical Impact in I/O Psychology**
The developments of Locke, Latham, Hackman, and Oldham have impacted the contemporary practice of I/O Psychology due to the nature of how it has paved the way for us future practitioners to show up in spaces with appropriate tools to elicit desired change of an organization. These developments catapulted putting the human back in the job, meaning, recognizing it is humans going to do a job rather than a cog in a machine. Most people may spend at least the whole light of day at their jobs, or more than half of their days at their jobs. Someone who works forty hours per week would typically spend around two-thousand hours at work each year (standard holidays accounted for). This is a lot of time to be somewhere rather than one's home, spending time with their family, sleeping, resting, enjoying hobbies and life.
This development is near to me as I am leaning towards my dissertation being along the lines of job satisfaction and burnout in the workplace. If it were not for these developments in I/O Psychology, this would make the work I set out to do much harder and potentially less attainable.
**Refrences**
Walden University, LLC. (2015).
_I v. O in I/O psychology_ [Video]. Walden University Canvas.
[https://waldenu.instructure.com](https://waldenu.instructure.com/)
Zickar, M., & Austin, J. (2018). History of industrial work and organizational psychology in North America. In D. S. Ones, N. Anderson, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work and organizational psychologyLinks to an external site._ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://sk.sagepub.com/reference/the-sage-handbook-of-industrial-work-and-org-psychology-vol3/i341.xml) _._ (2nd ed., Vol. 3, pp. 3-42). London, UK: SAGE Publications, Ltd.
**## WeekOneDiscussion2Response.docx**
Themes & Theo of I/O Psyc Week 1 Discussion 2 Response:
INSTRUCTIONS: Respond to one colleague who selected a different historical development than you did. In your response, offer additional support for the significance of the historical development, an alternative perspective, or questions to consider.
Madeline M
**Main Question** **Post**:
**Industrial Psychology Vs. Organizational Psychology**
The industrial side of I/O Psychology is more of the behind-the-scenes work. Behind-the-scenes, meaning, these are the small movements happening to add to the larger picture; like: analyzing jobs and their design, gathering research on the recruitment and selection process, reviewing the physical space and its impact on work performance, evaluating how people work both in their individual roles and with their department/team (Walden University, 2015). Organizational psychology is what brings the behind-the-scenes work to life and in motion; this is where a practitioner gets to take the research, statistics, data, and results they have collected and then works with the organization to make improvements based on the findings. This can happen by way of training, strategic implementation, and so on (Walden University, 2015).
**Historical Development in I/O Psychology**
During the global economic crisis from 1971-1990, there was (what I see as) a breakthrough on the organizational side of I/O Psychology. Many research findings from Edwin Locke and Gary Latham published about the power of goal setting in business proved an increase in job performance (i.e., maintaining motivation to continue the work of one's job) (Zickar & Austin, 2018). Not only that, but when employees are given goals and achieve those goals, this echos the message they are good at what they do. J. Richard Hackman and Greg R. Oldham proposed a job characteristic model for those in leadership roles in hopes to further understand and increase employee motivation in their jobs: job autonomy, skill variety, feedback, task identity, and task significance (Zickar & Austin, 2018).
From here we have now shifted from utilizing assessments to place people in jobs [as a common practice from WWI and still utilized in today’s military job placement, and then adopted as practice during the second industrial revolution (Zickar & Austin, 2018)]. From this point in I/O Psychology history, these tools can be used to help organizations know how to empower employees in their roles and how to help them feel valued to increase job satisfaction and essentially longevity.
**Historical Impact in I/O Psychology**
The developments of Locke, Latham, Hackman, and Oldham have impacted the contemporary practice of I/O Psychology due to the nature of how it has paved the way for us future practitioners to show up in spaces with appropriate tools to elicit desired change of an organization. These developments catapulted putting the human back in the job, meaning, recognizing it is humans going to do a job rather than a cog in a machine. Most people may spend at least the whole light of day at their jobs, or more than half of their days at their jobs. Someone who works forty hours per week would typically spend around two-thousand hours at work each year (standard holidays accounted for). This is a lot of time to be somewhere rather than one's home, spending time with their family, sleeping, resting, enjoying hobbies and life.
This development is near to me as I am leaning towards my dissertation being along the lines of job satisfaction and burnout in the workplace. If it were not for these developments in I/O Psychology, this would make the work I set out to do much harder and potentially less attainable.
**Refrences**
Walden University, LLC. (2015).
_I v. O in I/O psychology_ [Video]. Walden University Canvas.
[https://waldenu.instructure.com](https://waldenu.instructure.com/)
Zickar, M., & Austin, J. (2018). History of industrial work and organizational psychology in North America. In D. S. Ones, N. Anderson, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work and organizational psychologyLinks to an external site._ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://sk.sagepub.com/reference/the-sage-handbook-of-industrial-work-and-org-psychology-vol3/i341.xml) _._ (2nd ed., Vol. 3, pp. 3-42). London, UK: SAGE Publications, Ltd.
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## Discussion: Ethics in Research ## Ethics Discussion Board Prompt After watching the film “Miss Evers’ Boys” identify two ethical dilemmas that faced the characters in the movie. Describe the ethical dilemmas and the ethical principles involved. Describe how the experiment violated the American Nu…
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## Ethics Discussion Board Prompt
After watching the film “Miss Evers’ Boys” identify two ethical dilemmas that faced the characters in the movie. Describe the ethical dilemmas and the ethical principles involved. Describe how the experiment violated the American Nurses Association ([ANA], 2015) code of ethics by identifying one provision from the code that was violated. If you had been involved with the Tuskegee Syphilis Experiment, what would you have done differently to protect human subjects? Why did you choose this specific change: i.e., what benefit could it have provided?
### Discussion Board Instructions
#### Purpose
Weekly discussions are designed to promote dialogue and learning between faculty and students, and students and their peers. They are designed to stimulate the dialogue which would normally take place in a traditional classroom setting. Participation in the discussion board is an opportunity for each student to demonstrate knowledge of the course content.
In each discussion, students will achieve the following objectives:
– Demonstrate an understanding of each week’s concepts and content.
– Integrate scholarly resources.
– Engage in a meaningful dialogue with classmates and the professor.
– Express opinions and evidence clearly and logically, in a professional manner.
#### Requirements
Discussions must be comprehensive, scholarly, and follow APA guidelines.
Initial posts should be made by _11:59 PM_ on _Wednesday_ of each week to give fellow classmates the opportunity to comment on your posting by **Sunday** of that same week.
In order to receive full credit, all students must:
– Post a minimum of _two (2)_ substantive posts for each graded discussion: _one (1)_ initial post and _one (1)_ follow-up post.
– Initial posts and response posts CANNOT be made on the same day. These are designed to show active participation throughout the week.
#### What is a “substantive post”?
A substantive discussion post is one that is well-developed, demonstrates relevance to the topic, and reflects the student’s understanding of the course material. Substantive posts demonstrate synthesis of the subject matter and extend the discussion by building on previous posts.
– Initial posts must be a minimum of 500 words and contain _at least_ 2 scholarly sources, one of which may be your textbook.
– Peer response posts must be between 150 and 200 words and contain _at least_ 1 scholarly source, which may or may not be the text.
– Response posts limited to such generalities as “I agree,” “great post” or “Thank you” are not considered to be substantive and will grade a zero (0).
#### A note on sources
Only scholarly sources are acceptable in graduate-level discussion posts and must be properly cited according to APA 7th edition.
– Acceptable sources include peer-reviewed publications, government reports, or sources written by a professional or scholar in the field. Wikipedia, .com websites, or blogs are not acceptable. When using internet sources, only reputable websites by government agencies (.gov) or respected organizations (.org) will be considered to be scholarly sources.
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summarize the case in your video: – What was the case about – Who did it involve – What happened in the case – What caused the distress An Interview with a Depressed and Suicidal Patient – a year ago
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– What was the case about
– Who did it involve
– What happened in the case
– What caused the distress
An Interview with a Depressed and Suicidal Patient
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Due 5/31 5pm EST o Excluding the title page and reference page · – a year ago
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