Critically compare and contrast these two schools of management thought? Organizational Behavior can be defined as a discipline which is concerned with various aspects of human behavior in an organization.
The logo for the Society for Industrial and Organizational Psychology. The swoosh indicates change, probably?
The difference these days is quite fuzzy, but it used to be much clearer. Let me tell you a little story. In the old and ancient times for the field of psychology — which of course means the end of the 19th and first half of the 20th century — there was only one field: It did not always formally have this name e.
In manufacturing, managers noticed that employees seemed to work harder sometimes and less hard other times, and they were not sure why. They would of course believe this as they were all students of Wilhelm Wundt, the grandfather of modern psychology. The growth of industrial psychology was also heavily influenced by and contributed to a movement in the early s called Taylorism, reflecting the viewpoint of Frederick Taylor, a mechanical engineer by training who was inspired by Munsterberg and others.
His view was that the American worker was slow, stupid, and unwilling to do any work except by force or threat. However, he also viewed science as the only way to fix the problem he perceived. The goal of many studies of that era could be described as trying to trick the worker into working harder.
The interesting thing about such techniques: In addition to trying to change performance while people were at work, other industrial psychologists became interested in hiring.
As industrial psychology grew, so did the feeling that our field was missing something. The Hawthorne studies I referenced earlier are often credited as being the trigger point for this, but Hawthorne better serves as an example of this shift rather than thecause.
Motivation, satisfaction, how people get along with others — these topics were not of much concern among industrial psychologists, and a number of studies, including those at Hawthorne, increased interest in the application of psychology to the broader workplace.
They also wondered if performance could be increased further by looking beyond hiring and worker manipulation — perhaps there is more we could do? Industrial and Business Psychology. Dissatisfaction with the explicit ties to Business and not, for example, the military, government, etc.
Industrial and Organizational Psychology.
So the short version of this answer is that: It is instead based on historical shifts in priorities among the founding and early members of the professional organizations in our field.
People on the organizational side tend to focus more on things like motivation, teamwork, and leadership. But even with that distinction, people on both sides tend to borrow liberally from the other. There was also a historical association of industrial psychology with more rigorous experimentation and statistics, largely because the focus on hiring could only be improved with those methods.
The topics common to org psych were much broader with much more unexplored territory for a lot longer.The concept or theory of Scientific Management is about the progress of science to substitute the approximation principal or hypothesis of the awareness and education of workmen.
Taylorism and its principles Taylor‟s ideas who are mentioned to be the first one who‟s studied management subject as a scientific research field for the first time are described in literature as “Theory of Scientific Management.”Taylor‟s ideas about management subject have seriously affected many scientists and researchers.
Main Build Phase Duration vs Size 1, Effective SLOC (thousands) 1 10 Time (Months) Rel Rel Rel Rel Rel Rel Business Systems Avionic Systems Command & Control Microcode Systems Process Control QSM Business . Taylor's scientific management consisted of four principles: Replace rule of thumb work methods with methods based on a scientific study of the tasks.
Select, train, teach and develop the most suitable person for each job, again scientifically, rather than passively leaving them to train themselves. Taylorism, Efficiency, and the Minimum Wage: Implications for a High Road Economy Oren M.
Levin-Waldman Research Scholar, Binzagr Institute for Sustainable Prosperity Professor, School of Public Affairs & Administration, Metropolitan College of New York.
Like I say in the article, that is historically true, but I don’t think it’s particularly true anymore. For one, industrial psych includes job analysis, which is a somewhat subjective technique in practice and traditionally involves a lot of qualitative tools, like interviews and focus groups.