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hello and welcome to chapter one of
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industrial and organizational psychology
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we're going to be talking in this
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chapter about the history of IO psyche
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and the present and future IO psyche I'm
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going to spend my time on this lecture
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talking about the definitions of
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industrial and organizational psychology
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how one gets trained to become an IO
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psychologist and then what one can
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expect to earn as an IO psychologist in
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the next lecture we'll talk about you
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know the history and how it developed
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and where it's probably going in the
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future all right so let's start
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what is IO psychology well I selected
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this picture of people in a boardroom
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because it really is the application of
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psychological principles and theories to
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the workplace so any kind of workplace
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would be an appropriate target for IO
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psychology research and application of
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theories application of principles if
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you were to describe it to your friends
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or family if you decided after this
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class Wow I really like IO psychology
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one of the things that is important is
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to be able to tell your friends and
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family well what what is this thing that
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you're nearly excited about right so
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it's the study of how people behave and
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relate at work so it's got that
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psychological component that sounds very
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much like psychology right studying how
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people behave and how they relate at
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work and then also how they're able to
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perform their jobs so there are a lot of
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scientific applications of theory and
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principles that will help us to figure
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out how to improve performance at work
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how to ensure that we've hired the right
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people or place them into the right
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positions how to assess them in their
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jobs and make sure that they are doing a
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really good job who's qualified for a
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promotion right that's what we're
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talking about with that second bullet
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point how they're able to perform their
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jobs how do we describe a job to a
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potential candidate there's a whole
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bunch of aspects about that second
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bullet point that we'll be covering in
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great detail
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cross this quarter I thought I'd take a
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moment to mention by the way for my
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students who are watching this video
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I've also uploaded these powerpoints
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into our classroom so that if you wanted
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to you could be taking notes directly on
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the powerpoints I've had feedback from
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online students in the past saying that
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my lectures are great but it's really
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hard to take notes through them and so
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starting right now in Chapter one I just
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would really like to encourage you that
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if you want to you can just download the
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powerpoints make notes write on them
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okay let's move on
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so it's called industrial and
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organizational psychology and you might
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be wondering why is it called these two
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different things and industrial kind of
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sounds like you're gonna be in a factory
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organizational sounds like I don't know
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maybe I'm gonna be organizing things
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like what what is this right so what are
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these two words
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well industrial psychology is oftentimes
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referred to as personnel psychology in
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fact when it was first founded that was
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the term they used it under this header
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we're going to be covering things like
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job analysis this is something that
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we're going to talk about starting in
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chapter two and it will be part of our
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discussion in almost every chapter
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because in job analysis we have to
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figure out what is the job you know what
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are you supposed to be doing as a clerk
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typist what are you supposed to be doing
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as a gardener things like that
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industrial psychologists also are in
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charge of training so taking a person
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who's a new hire for example and
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teaching them about the the steps
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involved in the job that they're going
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to be doing or taking a person who's
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been promoted and orienting them towards
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their new jobs responsibilities and that
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sort of thing selection this is how we
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find the right people for the job so how
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we advertise the job how we screen the
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applicants how we interview the
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applicants maybe what kinds of you know
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surveys or job demonstrations that we
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might ask them to do those kinds of
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things that will help us to select good
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candidates then we have the next phase
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once they are in the job what we tell an
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incumbent how do we manage their
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performance how do we appraise their
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performance
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give feedback about their performance so
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they can improve or continue on with the
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things that we really like
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organizational psychology on the other
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hand is really interested in you know
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how do we keep our employees motivated
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how do we keep them wanting to work for
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us once we've taken the trouble of
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selecting training appraising our
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employees that's a lot of time and
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energy devoted to an individual and so
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we want to keep those well performing
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individuals motivated to do their best
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work and to stay at that job so
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organizational psychologists are
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interested in work attitudes how does
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that how do employees feel about this
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job how do they feel about the feedback
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that they get how do they feel about the
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pay that they're receiving how they feel
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about the the relationship that they
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have with their supervisor those kinds
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of things organize I organizational
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psychologists are also interested in
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leadership how do we determine who
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should be leading a group how do we
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recognize a person who would be a good
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candidate to take charge of a work group
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or something like that and then
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organizational psychology is really
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interested in you know organizational
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structure you know that is you know do
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we have one person in charge with some
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underlings who are in charge of their
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own underlings who are in charge of
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their own under like or do we have a
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more flat organizational structure we're
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sort of everybody is you know an
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associate or how do we structure our
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organization's effectively how do we
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develop the kind of culture that the
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company or the organization really wants
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how do we make sure that our brand
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values are being represented and then
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the processes that go on in the
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organization you know what if somebody
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has a complaint how what's the structure
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in the process for that what if we have
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a person who deserves to be recognized
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for something what's the process for
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that
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so organizational psychology if you look
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at those things are listed there it's
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very much more about the psychology of
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work right it's much more about sort of
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how people feel about the work that
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they're doing as opposed to industrial
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psychology is very much looking at how
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do we ensure that we have the right
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people in there how do we ensure that we
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are training them adequately and you
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know praising them adequately and things
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like that
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there is some overlap
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among these issues you know we could
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argue that you know the kind of train
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that the person received might affect
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their motivation to do the job after
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they've been hired things like that so
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there you know there's overlap among
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these things they are interdependent a
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lot of these things even within
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industrial psychology or within
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organizational psyche
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are interdependent right that if we have
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selected good candidates train them well
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then when it's time to do performance
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appraisal it should be pretty you know
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straightforward they should be able to
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do what we've asked them to do if we do
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described in our job analysis really
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well with the jobs going to be then
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we've recruited people who know they can
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do it right it's all interrelated so we
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have to think about these these chapters
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that we're going to be covering as
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really building on each other sometimes
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it feels like there might be some
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redundancy going on in this class
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because you're like you mentioned job
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analysis in virtually every single
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chapter why do you keep bringing this up
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well it's because you know a lot of the
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other things that we're going to be
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talking about are really dependent on
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you know an organization advertising the
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job really clearly really specifically
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and really accurately and the way to do
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that is through a good job analysis so
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these things are all interrelated and so
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we don't want to think okay I've learned
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chapter two I can forget that now right
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it's they're all interrelated okay let's
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take a little bit of a shift and let's
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talk about IO psychologists and how they
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get trained how does how does one become
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an IO psychology first up I would like
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to attract your attention to the
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professional association for industrial
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and organizational psychologists which
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is called SIOP I've put the little
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hyperlink here in the the PowerPoint so
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that I can hop to it for you guys and
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then also so that if you guys were to
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apparently it doesn't want to showcase
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it so that if you guys wanted to just
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really easily click on it you could but
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it's a pretty easy thing to type in sio
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P will take you to the Society for
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industrial and organizational psychology
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and it's a subdivision of APA the
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American Psychological Association and
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so it's
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part of that bigger structure which is
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ata but then within that it's just
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focused on people who are industrial and
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organizational psychologists or studying
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to be those things like that and so
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you'll find here at the very top is you
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know information about how to become a
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member if you wanted to become a member
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you have really significantly reduced
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dues while you're a student and so you
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get the benefits of membership with a
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very low due burden they've got certain
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siop publications that are here they've
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got a Career Center over here so that if
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you were trained as an IO psychologist
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you could come here and look for jobs or
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opportunities businesses can find IO
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psychologists that they want to work
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with them the events are probably going
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to be mostly pencil for the year 2020 if
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anybody knows what I'm talking about so
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we have a lot of information right here
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on the SIOP webpage so if you're at all
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thinking to yourself ah this seems like
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kind of an interesting major for a
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psychologist that website is really
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really valuable now when we talk about
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how to Train I owe psychologists there
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is you know an approach to train that
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really SIOP has laid out they've said
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that they really want people who call
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themselves
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I owe psychologists to have this certain
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kind of training so first off they
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follow psy up the basic gist of psy ops
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guidelines is that we want to train i/o
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psychologists to be scientists first and
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practitioners second so that scientist
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practitioner model follows pretty much
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any applied area of psychology anyway if
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you're going to be a counselor or you're
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going to be a clinical psychologist or
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you're going to be a school psychologist
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anything where you're going to have a
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very applied perspective a lot of times
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people think well awesome I'll be a
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counselor and I won't have to take any
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statistics or research methods or
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something like that but APA and the
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subdivisions of APA really want all
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people who are trained to a psychologist
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to have the scientist practitioner at
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least
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I'm set so what does that mean well
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first off I owe psychologists are going
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to be generators of knowledge that's the
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scientist side so when I owe
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psychologists are out in the field a lot
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of times they're going to be collecting
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data they're going to be giving
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information knowledge to their client at
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least right they are at least going to
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be collecting data and providing that to
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their client whoever the organization
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might be on the other hand they might
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also go a little step farther and
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actually publish or present their
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research to the general population or to
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you know the world of psychologists
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things like that and so they're going to
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be generating knowledge that other
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scientists could use also so it's not
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just doing the kind of science that
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would result in publication it's also
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doing the kind of science that would
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result in information that could be
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shared with the client and then we on
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the other hand psycho psychologists are
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going to be practitioners they're going
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to consume the knowledge that has been
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produced by other IO psychologists or
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other psychologists in general and apply
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those to the setting where they find
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themselves so that their client benefits
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from that knowledge so we consider
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ourselves scientists because we generate
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knowledge and we can scare ourselves
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practitioners because we take that
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knowledge that we generated or somebody
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else did and apply that in the
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organizational setting all right now
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most IR psychologists have some kind of
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graduate degree at Eastern Washington
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University we have a an IO miner that
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you can earn on your way to a bachelor's
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degree in psychology and that could set
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you up to do some pretty neat things out
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in the field but for the vast majority
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of io psychologists a master's degree
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with about two years of training will
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really open the doors to a wide variety
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of topics and opportunities and income
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that wouldn't be available with only a
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bachelor's degree a doctorate in IO
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psychology is going to take you beyond
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the masters another five years ish
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something like that depending on where
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you trained and what you do
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and with that doctorate that means now
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you could supervise other IO
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psychologists you can command a higher
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wage things like that locally there are
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two schools that have a dedicated and
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buy locally I mean Washington we have
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Seattle Pacific University that has a
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dedicated doctorate in IO psychology and
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then WSU has a dedicated doctorate in
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psychology IO psychology Portland State
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University also has a master's degree in
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IO psychology and I would just like to
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mention that a person who wanted to
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major in general psychology in a
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master's degree could pair up with a
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person who is focused on Io psychology
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and end up with a master's degree that
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has the training that they need that the
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person needs for working out in the
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field I have a PhD in cognitive
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psychology but I have really passion for
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IO psychology and so so far I've
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graduated to IO psychology masters
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students and both of them are out in the
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world working in their field and so a
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master's degree is enough usually to
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make a pretty decent living a doctorate
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will give you a little bit more
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flexibility and freedom and probably a
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higher income so the goal of training in
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IO psychology is the same as it is in
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every field of psychology first thing we
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want you to do is become competent in
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the principles the theories you know the
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methodologies of IO psychology so let's
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take our minor in IO psychology just as
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an example if one wanted to minor in IO
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psychology at Eastern Washington
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University they would have to take this
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class that you're taking right now plus
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a class called tests and measures and I
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think some students who come to see me
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have usually taken the test measurements
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class before they even have enrolled in
00:15:14
IO psychology the reason why test
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measurements is required for a minor in
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IO psychology is that one of the basic
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competencies for being an IO
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psychologist especially if you're going
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to lean towards the AI side you might be
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developing tests and measures for
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selecting assess
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employees if you're on the oside of Io
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psychology you might need that Pesa
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measurements experience so that you can
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assess motivation assess you know the
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culture that's going on in the in the
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organization so the the ability to
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design and to use tests is really super
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critical as a competency for I am
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psychologist so that's one of the main
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goals of IO training is to develop those
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basic competencies that are going to be
00:16:08
needed in the field now I pulled all of
00:16:12
this stuff from table one point one I
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put I listed page four because I was
00:16:18
working out of the fourth edition of the
00:16:20
textbook when I made these slides it may
00:16:22
be on a different page in the fifth
00:16:24
edition I'm open to you using whichever
00:16:26
Edition you have so please if you don't
00:16:30
find table 1.1 on page 4 just because
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you're in the other edition and just
00:16:33
look around a little bit it's table 1.1
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but these are the basic competencies ok
00:16:39
that sounds like a lot of stuff right
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but it's really not it's a it's things
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that if you've had any training in
00:16:45
psychology at all you've probably picked
00:16:46
up a lot of these things already right
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so first up we've got attitude theory if
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you've taken any kind of social
00:16:53
psychology class or even a general psych
00:16:55
probably your teacher covered attitude
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developments
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you know measurements and change of
00:17:00
attitudes a lot of these things are
00:17:01
things that you've encountered in other
00:17:03
classes ethics of research you've
00:17:06
probably encountered already if you
00:17:08
haven't taken your you know scientific
00:17:10
principles class or you haven't taken
00:17:11
research methods maybe not thoroughly
00:17:12
you haven't gone through ethical but if
00:17:15
you've done abnormal psych you probably
00:17:16
have ethics right we covered this in a
00:17:18
lot of topics and then of course there
00:17:21
will be the legal and professional
00:17:22
context they're specific to IO that'll
00:17:23
need to be trained and then of course
00:17:26
we've got a lot of things they're just
00:17:27
standard psychology individual
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differences you know research methods
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statistical methods and data analysis so
00:17:34
they're just sort of standard things
00:17:35
that a person who's taking a bachelor's
00:17:37
degree in psychology would would be
00:17:39
trained with and then we have things are
00:17:41
kind of unique to IO the job task
00:17:43
analysis classification of tasks of jobs
00:17:47
you know training
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you know how the theories behind
00:17:51
training you development development of
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programmed evaluation of program some
00:17:57
some of those things are going to
00:17:59
overlap with things that you might have
00:18:00
experienced in other classes but those
00:18:03
are things those are the two things on
00:18:05
this list it might be in the legal and
00:18:07
professional context the job task task
00:18:09
analysis and classification and then the
00:18:12
training issues might be unique in your
00:18:16
training this might be in this class the
00:18:18
only time that you hear these things but
00:18:19
those are the kinds of things that we're
00:18:21
talking about it's not it's not rocket
00:18:23
science separate from all of psychology
00:18:24
it's building on what we do in
00:18:27
psychology in general so what do I owe
00:18:31
psychologists do well we have research
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and scientists some psycho psychologists
00:18:42
who basically do research in science we
00:18:45
have IO psychologists that basically do
00:18:47
you know practice IO psychology so
00:18:53
academic would be what we mean by
00:18:55
research and science usually we have
00:19:00
people who are doing more than one kind
00:19:03
of thing so if you add up all these bars
00:19:05
you're going to recognize that it
00:19:06
actually sums to greater than 100
00:19:09
percent of IO psychologists because mo
00:19:11
psychologists do a mix one of the things
00:19:14
I really encourage my students my grad
00:19:16
students to do is to not only do their
00:19:19
training in IO psychology but also do
00:19:21
their training so that they can become a
00:19:23
teacher of community college or
00:19:25
university level classes because that
00:19:28
way they can have their consulting on
00:19:30
the side where they're doing they're
00:19:33
generating a really good income and
00:19:34
they're working for clients and things
00:19:36
like that and then they can teach a
00:19:38
couple of classes a quarter and earn
00:19:40
their benefits and you know also money
00:19:45
and stability and things like that so if
00:19:47
you have multiple skills you can
00:19:50
actually really develop a very secure
00:19:52
career as an analyst psychologist and
00:19:55
you'll notice that the smallest bar is
00:19:58
the government in the military that's
00:20:00
currently right now the government in
00:20:02
the military is this
00:20:03
smallest portion of employment for IO
00:20:05
psychologists you're going to see in the
00:20:08
history as we go through that that
00:20:09
actually it used to be the biggest part
00:20:11
so you know things change depending on
00:20:14
what's going on in the in the you know
00:20:18
society or the economy at the time
00:20:19
you'll see that consulting and private
00:20:22
organization those things are just about
00:20:25
equally common for IO psychologists a
00:20:28
lot of times when we think about private
00:20:30
organisations we're talking about
00:20:31
businesses usually and a lot of times I
00:20:33
know psychologists get employed forty
00:20:36
hour week kind of jobs working human
00:20:39
resources so part of their job and human
00:20:42
resources would be all this IO
00:20:43
psychology stuff where they're selecting
00:20:45
people and assessing people and training
00:20:48
people and things like that but there's
00:20:50
other stuff that goes on with human
00:20:51
resources like you have to fire people
00:20:53
and you have to manage you know benefit
00:20:56
so you have to met you there's a lot of
00:20:58
other stuff that goes on with human
00:20:59
resources but I would just like to
00:21:01
recommend if you're thinking Human
00:21:03
Resources at all make sure you're doing
00:21:05
the business electives that are part of
00:21:10
our I Oh psychology minor so we have
00:21:12
those two required classes which is this
00:21:14
class plus Tessa measurements and then
00:21:17
we have an array of choices of
00:21:18
alternative classes if your mind is
00:21:20
thinking Human Resources I would go
00:21:22
towards those business classes that are
00:21:25
on that list so you'll see that about
00:21:27
40% of IO psychologists have an academic
00:21:31
affiliation of some sort some of them
00:21:33
that's all they do they literally they
00:21:35
are academics and they do research on
00:21:38
this topic and maybe they work with
00:21:39
businesses for the purposes of
00:21:41
fulfilling their own research and kind
00:21:43
of keeping their I like to call it hands
00:21:44
dirty you know sort of staying on top of
00:21:47
what's going on in the business world
00:21:49
and stuff and then another subset of
00:21:52
those academics are ones who work in
00:21:55
academics and then literally consult or
00:21:57
work for a private organization you know
00:22:01
some some amount of hours less than
00:22:04
full-time things like that consulting is
00:22:08
a really common strategy for IO
00:22:11
psychologists where you're hired for
00:22:14
particular periods of time you're high
00:22:16
for this workshop or you're hired to do
00:22:19
this training or you're hired to do
00:22:21
something specific and it sounds kind of
00:22:24
scary to be a consultant because it
00:22:26
sounds like well I wouldn't know where
00:22:29
my next job is and I don't know what you
00:22:31
know it can make us very anxious not
00:22:33
knowing what's going to happen makes us
00:22:34
very anxious right but what are the
00:22:37
benefits of consulting is that you can
00:22:39
charge a lot for each of those
00:22:40
individual jobs and so it actually can
00:22:44
cumulate into a pretty decent living so
00:22:46
I would just like to argue don't be
00:22:49
scared of consulting as an option it can
00:22:51
be really really lucrative so major
00:22:54
areas where IO psychologists work well
00:22:57
you'll notice that there's a lot of i
00:22:59
right you've got the eye side which is
00:23:01
the selection the training and
00:23:03
development the performance appraisal
00:23:05
and management that's on the eye side
00:23:09
then we have some old stuff that I know
00:23:12
psychologists get hired for you know
00:23:14
organizational development quality of
00:23:16
work like consumer psychology and human
00:23:19
factors engineering our aspects of Io
00:23:22
psychology that are sort of separate
00:23:25
from the i/o general model consumer
00:23:29
psychology probably follows most closely
00:23:30
into the oh part because it's looking at
00:23:33
the psychology of consumers and what
00:23:35
brings them to this organization this
00:23:38
product things like that human factors
00:23:41
engineering is probably a little closer
00:23:42
to the eye side because of the looking
00:23:45
at how we can set up the physical
00:23:47
structures that humans interact with in
00:23:50
order to maintain their health maintain
00:23:53
their motivation you know human factors
00:23:57
engineers look at like your workstation
00:24:00
and determine you know what height your
00:24:02
keyboard should be relative to your
00:24:05
chair to ensure that you don't get
00:24:07
carpal tunnel you know human factors
00:24:10
engineers were the ones who came up the
00:24:12
idea that standing desks might be a good
00:24:13
idea those kinds of things so there's
00:24:16
kind of different areas of i/o
00:24:17
psychology one of my colleagues at
00:24:20
Eastern Washington University was he got
00:24:23
his PhD just in general Sykes back in
00:24:25
the 70s I think might have been the late
00:24:28
60s
00:24:29
you might know him dr. Williams he came
00:24:35
out with this PhD in general psychology
00:24:37
and he for a while worked at Boeing as
00:24:39
the human factors engineer and was
00:24:41
looking at like seating styles and
00:24:43
different aspects of that he didn't
00:24:45
really like working in the private
00:24:47
sector like that so he ended up coming
00:24:49
back to academia and got his job at
00:24:51
Eastern Washington University and you
00:24:53
know 40 years later here we are so but
00:24:56
you know that kind of engineering idea
00:24:58
actually my mentor from from graduate
00:25:00
school he was also a cognitive
00:25:01
psychologist like I am but he he had
00:25:04
been offered a really lucrative job by
00:25:06
Ford to do human factors engineering you
00:25:09
know look at the the interaction of the
00:25:12
human with the display panel on the on
00:25:15
the car to ensure that they aren't
00:25:17
distracted while they're driving so I
00:25:19
mean there are a lot of things that
00:25:20
psychologists can really add you guys
00:25:22
might be familiar with you know
00:25:24
Microsoft and Facebook and Google
00:25:26
looking at those kinds of issues
00:25:28
so human factors engineering isn't just
00:25:30
about like desks and you know actual
00:25:33
what you might think about as physical
00:25:35
structures it's also things like how do
00:25:37
I capture your attention in a field of
00:25:39
information things like that all right
00:25:43
so where do I Oh psychologists do their
00:25:46
work well obviously all over the place
00:25:48
but what this map is showing us is where
00:25:50
more IAO psychologists are employed so
00:25:54
you'll notice that we're in a white
00:25:55
state where there are that means that
00:25:58
there are less than they're 29 or fewer
00:26:01
IO psychologists in the state of
00:26:03
Washington that's what this chart is
00:26:05
showing us or that we haven't got any
00:26:07
data on it so I'm not sure which one it
00:26:09
is and the most recent data I could find
00:26:10
is from 2013 so I don't know if this is
00:26:12
growing or not but you'll see that
00:26:16
Minnesota and New York and Massachusetts
00:26:17
have the most IO psychologists and you
00:26:22
know the fewest that are reporting would
00:26:25
be Mississippi and Pennsylvania so it's
00:26:27
kind of you know you gotta take this
00:26:28
with a little bit of grain of salt
00:26:29
because I don't know why they wouldn't
00:26:31
be reported or if it just literally
00:26:35
means they're 29 or fewer in the state
00:26:37
you can imagine in a state with we've
00:26:39
got roughly 8 million people in the
00:26:41
state of Washington so you can kind of
00:26:42
imagine in a state of
00:26:43
eight million people and we do have some
00:26:45
large you know organizations in the
00:26:49
state right so you can imagine that you
00:26:51
could keep a number of i/os
00:26:54
psychologists busy but probably we have
00:26:57
a lot of people who are io psychologists
00:26:59
who also do something else so that they
00:27:01
can make sure that they're making a
00:27:02
decent living the annual salary really
00:27:07
varies by what area you're in the blue
00:27:10
line represents the private sector and
00:27:13
the orange line represents state
00:27:16
government and you'll notice there's no
00:27:17
green or red for the local or the
00:27:19
federal government private sector IO
00:27:22
psychologists do earn more money than IO
00:27:24
psychologists who work for governmental
00:27:26
entities that's always going to be a
00:27:29
given a lot of times people think that
00:27:31
the government is going to pay well but
00:27:32
it doesn't really pay as well as even
00:27:34
being a consultant for private
00:27:38
organization tends to give you a larger
00:27:40
paycheck than working 40 hours a week
00:27:42
for a governmental agency this is the
00:27:46
hourly rate this was annual salary so
00:27:50
you're seeing you know over 190,000
00:27:52
being the average annual salary and
00:27:54
actually this data is from about 2015 so
00:27:58
this isn't completely current either but
00:28:02
here we are hourly rate and that's where
00:28:04
it really gets interesting because if
00:28:06
you're working for the private sector as
00:28:07
a consultant and you can command you
00:28:09
know $100 an hour you can imagine that
00:28:13
you don't have to work a 40-hour week
00:28:14
working for the private sector and make
00:28:17
a decent living so that's one of the
00:28:19
things that makes great flexibility
00:28:20
whereas when you're working for the
00:28:22
government a lot of times you're on the
00:28:23
payroll and that helps to keep your
00:28:25
salary down really and by the way what
00:28:29
you're seeing along the x-axis is
00:28:31
percentile ranking so when you have for
00:28:35
example that 90th percentile where you
00:28:37
have that blue dot earning I don't know
00:28:39
is that 95 or $100 now I'm not sure when
00:28:43
you see that blue dot that means that
00:28:44
that person who is commanding $90 or $95
00:28:47
an hour
00:28:48
is earning more than 90 percent of the
00:28:50
other IO psychologist so that's a top
00:28:53
earner if you wanted to look at the 50th
00:28:55
percentile now you start to see that
00:28:57
state government wage and the private
00:29:00
sector wage isn't that different so you
00:29:02
know looking at 40 versus 45 dollars an
00:29:05
hour or something like that which is
00:29:06
someone at the very large hourly salary
00:29:09
I think we can all agree but you know if
00:29:12
you look down at 50 percent that means
00:29:14
that you're making more than half of the
00:29:16
other IO psychologists right so we might
00:29:19
argue that you know we want to look at
00:29:22
the highest number but maybe we would
00:29:24
want to target maybe the 25th percentile
00:29:27
is exiting their training and entering
00:29:31
the field of neuropsychologist you might
00:29:33
be commanding something like $40 an hour
00:29:35
in the private sector all right so here
00:29:40
we have a chart that shows the highest
00:29:42
paying States and the lowest paying
00:29:44
States and I don't know if we should be
00:29:45
happy or sad that that Washington isn't
00:29:50
showing up at all obviously we're in the
00:29:52
middle Florida is the highest Illinois
00:29:55
is the lowest paying average wage for
00:29:59
this career now this is not done don't
00:30:00
take the impression that Florida
00:30:02
government is paying this Illinois
00:30:04
government is they're just taking the
00:30:05
average for people who are IO
00:30:07
psychologists in these states I'm you
00:30:09
see the District of Columbia is repeated
00:30:11
right it's it is the lowest of the
00:30:15
highest-paying and it's the highest of
00:30:17
the lowest thing hmm this is what we
00:30:21
make you take Casa measurement so you
00:30:22
can interpret statistics and stuff like
00:30:24
this right so I'm not sure where our
00:30:28
average you know would be because it
00:30:30
looks like Washington State doesn't
00:30:31
really report this stuff to the to SIOP
00:30:36
this is where IO psychologists tend to
00:30:39
make the most money and you'll notice
00:30:41
health care and social assistance is the
00:30:43
top it's one of those growth industries
00:30:46
a lot of you maybe you know
00:30:48
simultaneously going for some kind of
00:30:50
health related degree if you're a health
00:30:52
psychology major which is our new major
00:30:55
because it's such a growing area right
00:30:57
so health and social assistance there is
00:31:00
a lot of need for training people and
00:31:02
selecting good employees and appraising
00:31:05
them and then also making sure that the
00:31:06
work climate is healthy for everybody
00:31:09
and then we have you know professional
00:31:10
scientific
00:31:11
Technical Services a lot of times in in
00:31:13
that category you're going to be looking
00:31:15
at consultants who come in and give
00:31:17
advice to organizations with the
00:31:22
manufacturing they're gonna be working
00:31:23
off in terms with factories and a lot of
00:31:25
times there will be human engineering
00:31:26
involved in this you know trying to
00:31:28
maximize production educational services
00:31:31
a lot of this educational services can
00:31:33
fall under training IO psychologists do
00:31:36
a lot of the you know sexual harassment
00:31:39
training of the title 9 training or the
00:31:40
other kinds of training that are
00:31:42
required for for federal reasons and
00:31:44
things like that or state reasons and
00:31:46
also educational services such as
00:31:48
training employees for the job that
00:31:51
they're going to be doing those kinds of
00:31:53
things so when you see the word
00:31:54
educational I just don't want you to
00:31:55
think that they are working in education
00:31:57
what educational services means is they
00:32:00
are actually educating the employees
00:32:02
about something and then transportation
00:32:05
and warehousing the supply chain you
00:32:09
know maximizing efficiencies things like
00:32:11
this I Oh psychologist can have a lot of
00:32:13
impact on you know helping to build the
00:32:17
culture helping to build the processes
00:32:19
that will ensure that transportation
00:32:21
warehousing goes smoothly
00:32:23
now they tend to come in as consultants
00:32:25
in these areas that are lower paid and
00:32:27
so you see people coming in doing maybe
00:32:30
a job for a finite sum of money and then
00:32:34
they're and then they don't work with
00:32:36
that company again for a while so these
00:32:38
oftentimes the lower paying means that
00:32:40
they came in they consulted and that's a
00:32:42
pretty decent salary for a person who is
00:32:44
coming in and consulting for individual
00:32:46
organizations now the thing you should
00:32:48
need to be aware about that kind of
00:32:49
consulting thing is that you sort of
00:32:50
have to promote yourself right so an
00:32:53
online presence you know making a lot of
00:32:56
connections in your area is really
00:32:59
important so in order to be a really
00:33:02
successful IO psychologist who works as
00:33:05
a consultant you really have to work it
00:33:08
is a lot of it is a lot of attending
00:33:11
events and meeting people and it might
00:33:14
even involve cold calling it's it's a
00:33:17
business so it can be a tricky career
00:33:20
for people who don't find that to be
00:33:21
their natural tendency
00:33:24
all right so that concludes my
00:33:26
discussion of you know what is IO
00:33:28
psychology and how do you get trained
00:33:30
let's return for the next segment and
00:33:34
talk about the history of IO psychology
00:33:35
and where we are now so I will see you
00:33:38
in the next one
