Applied Psychology and Psychology Careers B-11explanations of two different styles of management (McGregor, 1960), relates the older
and less productive “Theory X” (workers are unmotivated and need to be managed and
directed) to Maslow’s lower needs and the newer, more productive style of management
called “Theory Y” (workers want to work and want that work to be meaningful) to the
higher needs.THE HISTORY OF INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY AND
THE FIELD TODAY
B.8 Describe how the I/O field has evolved throughout its history.
Industrial/organizational psychology got its start near the beginning of the twen-
tieth century with the work of Walter D. Scott, a former student of famed physiolo-
gist and founder of the first psychological laboratory Wilhelm Wundt. Scott applied
psychological principles to hiring, management, and advertising techniques (Schultz
& Schultz, 2004). He also wrote one of the first books about the application of psy-
chology to industry and advertising, called The Theory and Practice of Advertising
(Scott, 1908). Another early figure in the newly developing field of industrial/organi-
zational psychology was Hugo Munsterberg, a psychologist also trained by Wundt,
who conducted research on such varied topics as the power of prayer and eyewitness
testimony (Hothersall, 1995). Munsterberg wrote a book about eyewitness testimony
called On the Witness Stand (1907) and later wrote Psychology and Industrial Efficiency
(1913).
The I/O field became important during World War I when the army needed a
way to test the intelligence of potential recruits. Psychologist Robert Yerkes, who would
later become known for his groundbreaking research in comparative psychology while
working with the great apes, developed the Army Alpha and Army Beta tests. The Army
Alpha test was used with applicants who were able to read, whereas the Army Beta test
was administered to applicants who were illiterate (McGuire, 1994; Yerkes, 1921).
In the mid-1920s, a series of studies conducted by Elton Mayo for the Western
Electric Company (Franke & Kaul, 1978; Parsons, 1992; Roethlisberger & Dickson, 1939)
broadened the field. These were the first studies to view the workplace as a social system
rather than as just a production line. Instead of treating workers as simply other pieces
of equipment, these studies suggested that allowing workers some input into the deci-
sion-making process not only improved worker morale* but also reduced workers’ resis-
tance to changes in the workplace. These studies led the way for others to examine how
management of employees and production could be improved. For example, Google®
is one of the leaders in creating a rewarding work environment and providing various
perks to its employees. It was selected as Fortune magazine’s top company to work for in
both 2012 and 2013 (“Best Companies to Work For 2013 – Fortune”). From free gourmet
food, to an on-site laundry and dry cleaners, and both indoor and outdoor recreation
facilities, Google works to create an intimate environment for its employees (Mangalin-
dan, 2012). Management theories and strategies may also be applied to other kinds of set-
tings such as schools, colleges, and universities. Yet another setting I/O psychologists are
currently involved in is working with NASA for the planned 2030 trip to Mars (Novot-
ney, 2013, March). I/O psychologists are researching ways to improve team selection and
training for the astronauts who will have to endure a longer and further space voyage
than anyone ever has, a trip that will take close to 3 years. Promotion of resiliency, adapt-
ability, and group cohesion are some of the areas being investigated, especially in light of
the lack of privacy and cramped quarters they will be living in.*morale: a sense of common purpose, enthusiasm, confidence, and loyalty.Z02_CICC7961_05_SE_APPB.indd 11 9/2/16 6:27 PM