Four people were the main proponents of Industrial-Organizational Psychology and they are HugoMunsterberg, James Cattell, Walter Dill Scott, andWalter Bingham. It was also said that HugoMunsterberg was the first one who attempted to applyPsychology in the corporate or work setting. The firsttextbook in Industrial-Organizational Psychology wasby Hugo Munsterberg as well and it was entitledPsychology and Industrial Efficiency. It was publishedin 1910. It was also said that James McKeen Cattellfounded the Psychological Corporation in 1921 andthat up to now, it still exists. It was also said that WalterDill Scott was one of the people responsible for makingthe practice of Industrial-Organizational Psychologywell known because of his application of Psychologyin the field of advertising as well as in solving problemsin the industry. It was also said that Walter Binghamwas the person who started and created a course forIndustrial-Oranizational Psychology and the coursewas named Division of Applied Psychology. (Kazi,2012)

A company’s human resources department

is responsible for creating, implementing

and/or overseeing policies governing

employee behaviour and the behaviour of the

company toward its employees. Areas of HRM

oversight include among many others:

employee recruitment and retention, exit

interviews, motivation, assignment selection,

labor law compliance, performance reviews,

training, professional development, mediation,

and change management.

In early 70s there was only division called "Personnel". By the end of 19th

century, personnel management was introduced and was focused on the welfare

of labors in the organizations. The officers then were called welfare officers and

women do most of the tasks. During the period of 1914-1939, many

organizations has showed a quick growth and quick changes in needs and wants

of the operations. The complexity of tasks have increased that is why it was given

to the men's. After Second World War, during the period 1945 - 1979, this has

grown up and changed to "Personnel Management". It was focus basically on

employee administration and the legislation. At late 70s the economic of the

world changed gradually and organizations started to consider labors work as an

important resource. At the decade of 80 the concept of "Human Resource

Management" was started and then it has shown growth gradually in decade of

1990. Finally the tasks and operations of personnel management was shifted to

the Human Resource Management and it is functioning now in broad way in the

organizations than Personnel Management.

During the 1900s, the

organization side in the field

of I/O Psychology started with

Frederick Winslow Taylor who

wanted to further develop

industrial effciciency, was also

known as the "Father of

Scientific Management". He

had this interest towards work

methods and procedures and

went on pursuing his

endeavors until he developed

the principles of scientific

management, along with Max

Weber; which consists of the

philosophy of management,

and piece-rate compensation.

The principles of Scientific

Management are:

1) separation between

those who perform

work tasks and those

who design work

tasks,

2) Workers work

efficiently when given

favorable incentives,

and lastly,

3) Problems in the

workplace should be

subjected to empirical

study.

Max Weber on the other hand was the one

who pioneered in studying Organizational design.

Weber wrote essays on methods and procedures

regarding social behavior, and also Protestant ethic. His

essays were then followed by different institutions and

legal systems and one of which are authority relations

which is significant in the field of Organizational

Psychology because from these emerged the "principles

of bureaucracy". Both Taylor and Web focused more

on industrial topics which serves early beginnings in

Organizational Psychology although only at a certain

period of time.

Changed the field of Organizational

Psychology because of unexpected

findings that came from illumintaing

experiments which the results found that

productivity increases regardless of

changes in illumination of light, and this

coined the term “Hawthorne effect” which

is an idea wherein people would have a

positive response to the workplace even

with changes in the environment.

Accident insurance was first offered in the US by the

Franklin Health Assurance Company of Massachusetts. This firm,

offerend insurance against injuries from the railroad and

steamboat accidents. By 1886, 60 organizations were offering

accident insurance in the US, but the industry consolidated rapidly

soon thereafter. Before the development of medical expense

insurance, patients were to pay all health care costs out of their

own pockets. During the middle to late 20th century, traditional

disability insurance evolved into modern insurance programs. In

the 1930’s, the Roosevelt administration explored possibilities for

creating a national health insurance programs, while it was

designing the Social Security System; however, they abandoned it

because the American Medical Association oppoesed. Finally, a

health reform bill was passed by one of the Obama

Administration, the patient protection and affordable care act. It

was similar to the Nixon and Clinton plans wherein mandating

coverage and penalizing employers who failed to provide health

insurance are stated.

Group 1

INDPSYC A51

Members:

Justine Adrian Bonto

Pamela Bongato

Luigi P. Antonio

Josh ong

gail santos

References: Healthcare Economics and Management. (2012). The History of Medical Insurance in theUnited States. Retrieved from: http://www.yalemedlaw.com/2009/11/the-history-of-medical-insurance-in-the-united-states/

Jex, S.M. (2002). Organizational psychology: A scientifist- practitioner approach. New York:John Wiley & Sons.

Kazi, T. B. (2012). A Brief History of Industrial Psychology. Student Pulse, 4, 1-2. Retrieved fromhttp://www.studentpulse.com/articles/608/a-brief-history-of-industrial-psychology

Muchinsky, P.M (2007). Psychology applied to work: An introduction to industrial andorganizational psychology. Singapore: Thomson Learning Asia.Prepared by: Jeel Christine C. de Egurrola

Practicehrm.blogspot.com. (2009). History of Human Resource Management. Retrieved from:http://practicehrm.blogspot.com/2009/09/history-of-hrm.html?m=1