Analysis Of The Book Night And The Movie - 1564 Words

The Struggles Through Time In the book Night and the movie, Schindler’s List, the protagonists go through major changes due to their experiences of the Holocaust, a period in history no man would want to envision. Schindler’s List is created to convey a different side for the tragic time in history, an ordinary businessman. This businessman, Oskar Schindler, wants to prove that there will be hope in this desperate time. However, the motive behind Night is different. In Night, the author Elie Wiesel aims to describe his experiences in the Holocaust to avoid the past from reoccurring. Hence, Night is more effective in demonstrating Holocaust education through characterization. As the characters undergo changes in the novel, the goal of the author is attained. In Night, the audience is introduced to a boy named Elie Wiesel, who is deeply involved in his religious studies. Wiesel allows the audience to flash back to the past and see how greatly he changes due to the Holocaust. In the beginning of the book, Wiesel says, â€Å"By day I studied the Talmud, and at night I would run to the synagogue to weep over the destruction of the temple† (Wiesel 3). This proves to the reader how involved Wiesel is with religion. At just twelve years old, Wiesel cries in a temple. When Moshe the Beadle asks Elie why he is devoted to religion, Elie thinks about it. He says to himself, â€Å"...Strange question. Why did I live? Why did I breathe?† (Wiesel 4). Wiesel remembers his values as a child beforeShow MoreRelatedAnalysis Of The Book The Night Before A Major Movie 1985 Words   |  8 PagesMary Bierley IAH 201 Section 14 Argumentative Paper April 20, 2017 Fandoms in the Global Success of the Harry Potter Series On the night before a major movie comes out it is common to find people camping outside movie theaters, raving about their favorite characters and speculating about what new movie they are about to see. Groups of people like these compose a fandom. 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Therefore, parenting is another themeRead MoreIs Lying Bad For Us?1195 Words   |  5 Pagesobviously tell she lied to help out her husband, but by doing so, she faces the fall out of the lie by deceiving herself. After giving personal references of lying, she starts to talk about the many different lies people use. She states lies in her book such as The White Lie, Facades, Ignoring the Plain Facts, Omission and even Delusion under their own subtitles and followed by a quote related to the lie. She then explains the definition of each lie, how we use them and what problems they might arouse

Comparing the Absurd in The Metamorphosis and Endgame Essay

The Absurd in The Metamorphosis and Endgame The Bedford Glossary of Critical and Literary Terms defines the Absurd as â€Å"A phrase referring to twentieth-century works that depict the absurdity of the modern human condition, often with implicit reference to humanity’s loss or lack of religious, philosophical, or cultural roots. Such works depict the individual as essentially isolated and alone, even when surrounded by other people and things.† (Murfin 2) Franz Kafka and Samuel Beckett were two of the more influential writers in this movement, as both The Metamorphosis and Endgame contain examples of this genre. While the Absurd did not fully develop until after his death, it owes much of its development to Kafka. The†¦show more content†¦His family for two reasons isolates him, the first and most obvious is because of his appearance. Secondly, since he was the only wage earner in the house, others must go out into the world to support the family. They depended on Gregor and now he cannot fulfill his duties to them. While eventually leading to his death, this withdrawal enables his family members to regain aspects of themselves that they had lost. â€Å"They withdraw from him, try to contain the damage, but in the process begin to change their own [lives] †¦ as well--Gregors father, who had been disabled, †¦ goes back to work; he changes from being an old man to a bank official holding himself very erect. Gregors sister also gets a job and seems on the verge of a new life.† (Coulehan 1) Martin Esslin comments that â€Å"This earlier tradition [of the absurd] had included the assumptions that human beings are fairly rational creatures who live in an at least partially-intelligible universe, that they are part of an ordered social structure, and that they may be capable of heroism and dignity even in defeat.† (10) This mirrors the end of the novella, as Gregor chooses to die rather than burden his family. â€Å"He thought back on his family with deep emotion and love. His conviction that he would have to disappear was, if possible, even firmer than his sister’s.† (Mack 2338) â€Å"After the 1940s, however, there was aShow MoreRelatedThe Metamorphosis by Franz Kafka Analysis of the story â€Å"The Metamorphosis†, by Franz Kafka was2200 Words   |  9 PagesThe Metamorphosis by Franz Kafka Analysis of the story â€Å"The Metamorphosis†, by Franz Kafka was written back in the early 1900’s, but reflected a more modern way of thinking and lifestyle of today. Gregor felt that he was a slave to his job, isolated from his co-workers, and misunderstood by his family. Although that is the norm in today’s society, it was not the norm back then. In the story Gregor finds himself transformed into a cockroach and his internal struggles become a permanent reality.

Analysis of British Petroleum Organizations Sample for Students

Qusetion: Discuss about the Industry Analysis. Answer: Introduction: British Petroleum (BP) is an oil and gas company. Headquarter is situated in London, United Kingdom. It has been founded in 1908. It preserves the history of 108 years. It is known as worlds largest Oil and Gas Company. It earns huge revenue every year. The organization almost covers all the areas of oil and gas industry, such as- production, exploration, refining, distribution, promotion, power generation and business and so on. BP is associated with various other countries like United States, Russia. In Rosneft, BP possesses 19.75% shares. Rosneft is known as worlds largest oil and gas trading company. British Petroleum has started a new venture with Sidanko in the year of 1997. BP has bought then percent share of Sidanko. BP has associated with TNK in 2005. Apart from the successful ventures, British Petroleum has faced various negative aspects as well. In the year of 2011 Deepwater Horizon Spill has occurred. It is known as the worst incident in the history of Worlds oil and gas industry. The organization has faced massive crisis due to this unwelcomed incident (bp.com, 2017). The below mentioned article has concentrated on British Petroleum. It has enlightened every aspect of the organization to understand the potential opportunities and threats of the organization. Industry Analysis: Profitability: Profitability refers to a procedure that measures the potential of an organization to generate profit from its assets. Profitability consists of the ratio of gross profit margin, operating profit margin and net profit margin, return of equity and return of assets. Gross profit margin signifies the revenues that an organization produces. As per the annual report of British Petroleum, the profit margin of BP has risen in 2012-2013. However, the margin has deteriorated in 2013-2014. Operating profit margin of BP also has risen in the year of 2012-2013 but it has failed to maintain that margin in 2013-2014. The return of equity an return of assets also significantly deteriorated in 2013-2014 (Abbaszadeh et al. 2013). Porters Five Forces Model: Fig: Porters Five Force Model Created by: Author Threat of New Entry: The threat of new entrants defines that an established organization may be influenced by the entry of a new organization. The threat of new entrants is comparatively low in the oil and gas industry. Due to high barriers for the new entry, disadvantages of new entry, the leading and established oil and gas companies like British Petroleum do not face many difficulties (Andreasson 2015). Bargaining Power of Buyers: Bargaining power of buyers signifies the power of the consumers. In many industry buyers are capable of forcing down the prices or products. However, in the oil and gas industry prices of the products are fixed and it depends upon the economic infrastructure of the world. Thus, British Petroleum does not face many challenges due to buyers (Bianconi and Yoshino 2014). Threats of Substitute products: The substitutes of oil and gas are renewable energy and biofuels products, but these products are in the developing process. Thus, leading oil and gas companies like British Petroleum d not have much threat from the substitutes (Cao et al. 2016). Bargaining Power of Suppliers: Suppliers play crucial role in establishing the future of any organization. Oil and Gas Companies are surrounded by many suppliers like oil field suppliers, engineers, pipeline installers and organizational management and so on. The energy companies deal with a complex chain of supply management which provides huge choice of suppliers. Eventually it decreases the bargaining power of the suppliers (Uldam 2016). Rivalry between the Competitors: The competition in the oil and gas industry is not high since the renewable energies are in developing stage. The risk of rivalry is comparatively low in the oil and gas industry. Competitor Analysis: There are two major competitor of British Petroleum- Exxon Mobile Corporation and Royal Dutch Shell PLC. Exxon Mobile Corporation: Exxon is one of the leading oil companies in the world. It is also known for exploring and producing oil and gas. Like BP it also covers almost all the areas of oil and gas industry. It has total twenty Three refineries in fourteen countries. It is associated with more than 19,000 gas stations in several countries. It delivers refined products to these gas stations. The organization is capable of manufacturing 136,000 barrels (Collins, Hribar and Tian 2014). Royal and Dutch Shell PLC: Royal and Dutch PLC is one of the leading oil and gas organization in the word. The organization is associated with 44,000 gas stations. Like British Petroleum is also These previously mentioned companies are giving tough competition to British Petroleum. These companies are considered as the giant in the oil and gas industry. These three companies cover all the areas of oil and gas industry and offer many products to its consumers (Vsconez et al 2015). Macro Analysis: To observe the environmental factors that influence British Petroleum PESTLE analysis can be conducted: PESTLE Analysis: Political Factors: Political factors of influence the decision making process and organizational strategies. It is often evident that many organizations often face various challenges due to unstable political condition. Oil and Gas Companies often experience several difficulties due to the political influence. Government of many country pressurize thee oil companies to choose the path of sustainability to save the environment from global warming the effect of greenhouse gases. It leads the oil and gas companies like British Petroleum to face many difficulties (Eichengreen, Chi?u and Mehl 2016). Economic Factors: The influence of economic factors plays crucial role in oil and gas industry. British Petroleum provides support to financial structure of many countries. The growth of the substitutes like- renewable energy. Biofuels ay lead British petroleum to face various threats. Social Factors: Oil and Gas companies often face various social barriers. According to many people, these companies are responsible for the global warming and growth of green house gases. It leads the oil and gas companies like British Petroleum to face various challenges (Rushton et al. 2014). Technological Factors: Emergence of new technologies is considered as one of the major issue for British Petroleum. The organization performs in various sectors like exploration of oil, refining, production and so on. In order to achieve the desired position in the industry it must embrace all the new techniques. It may lead the organization to face various challenges (Petroleum 2015). Legal factors: Oil and Gas companies like British Petroleum often face various legal issues. The labor safety rules are produced by the government to ensure good health of the employees who works in the oil and gas field. Government of United Kingdom pays special attention to the health and safety issues of the oil and gas field workers. This may lead British Petroleum to face some legal issues (Onwuteaka 2016). Company Corporate Strategy: Corporate strategy of British Petroleum is to cover all the aspect of energy industry by providing renewable energy and other products of Gas and Oil Company. The strategy of organizational management is to set an example for the future generation as a leading oil and gas cooperation. The organizational management of British petroleum has concentrated on embracing new technologies to save the environment from the harmful effect of oil and gas production. The management aims at modifying their organizational strategy. They want to make their strategies flexible enough so they can improve the quality of their service with the time (Morgan et al. 2014). Business Strategy: The organizational management of British petroleum focuses on strengthening the internal quality of the organization to achieve the leading position in the oil and gas industry. The organizational management has planned to start their many new projects by 2021. British Petroleum is encouraging the use of new and innovative technique to achieve long-term goal. The organizational management wants to enhance the productivity level of the organization. They are embracing new changes and implementing various techniques to influence the growth of the organization. The organizational management wants to strengthen their competitiveness of their refineries and petrochemical plants as well to ensure the development of the organization. Another important strategy of British Petroleum is to promote the use of renewable energy. The organizational management of British Petroleum has concentrated on producing renewable energy. They are encouraging the use of new techniques into their plats to avoi d the any kind of activities that are harmful for the environment (Lei, Li and Pan 2014). Strategic Leadership evident: Being a leading organization, British Petroleum possesses a huge team of leaders. These leaders are well-experienced and skilled and all the leaders have knowledge about oil and gas industry. This team of leaders helps the organization to fight against many crises. In this competitive era, every organization is introducing new strategies in the organization to achieve desired position in the industry and earn reputation in the society. Being a renowned name in the world of oil and gas industry, British Petroleum also focuses on implementing new techniques to improve the quality of their service (Jimnez-Preciado, Cruz-Ak and Venegas-Martnez 2017). The team of the board of directors always encourages the employees to give their best performance to achieve the organizational target. The leaders of British Petroleum are capable of taking efficient decisions according to the organizational strategy to influence the growth of the organization. The leaders ensure that they provide flawless service to their consumers as well as they try to maintain the environmental balance to avoid any kind of social barriers. It is important for every organization especially for the oil and gas companies to maintain healthy relation with the society. The organizational management of British Petroleum always tries to maintain healthy relation with its stakeholders as well as the society to ensure the development of the organization. The organizational management always maintains healthy atmosphere within the organization so that the employees of the organization can perform for achieving the organizational goal. They encourage team work, so their employees can work together to achieve common goal. The organizational management of British Petroleum always considers the organizational goal while establishing their strategy. The organizational leaders of BP are well-known for taking efficient steps to achieve the desired target. They have set an example of efficient and effective leaders hip. Under the leadership of these talented and experienced leaders British Petroleum has successfully won the position of leading oil and gas company. According to many reports, British Petroleum is one of the profit making organization in the oil and gas company. The successful and skilled leaders are highly responsible for the development of British Petroleum (Lai, O'Hara and Wysoczanska, 2015). Conclusion: As per the previous discussion, it can be concluded that British Petroleum has a bright future in the oil and gas industry, as it has incorporated some efficient strategies into its rule book, like production of renewable energy, prevention of co2 and other greenhouse gas. These effective steps will be beneficial for the growth of the organization. Such activities will be helpful to earn reputation in the society as well. The organization has associated with the various other countries like Russia. It has helped the organization to establish a bright future. There are many environmental factors that often influence the decision making process and organizational strategies. However, the skilled and efficient leaders of help the organization to overcome such issues and achieve organizational target. The organizational management has made their strategies flexible enough to update their organizational structure with the time. The primary objective of the organizational management of Bri tish petroleum is to set an example for the future generation. They have taken some innovative initiatives to help the environment, such practices influences the growth of the organization. Although, there are some incidents like Oil Spill in the Mexican Gulf, that can be harmful for the reputation of the organization. However, the efficient leadership has helped the organization to maintain healthy relation with the society and people around the organizations as well as it are highly beneficial for the future of the organization. Thus, it can be concluded that the future of the British Petroleum is extremely bright. It can be stated from the annual report of the organization. It has been nominated as worlds one of the wealthy oil and gas organization Reference: Abbaszadeh, P., Maleki, A., Alipour, M. and Maman, Y.K., 2013. Iran's oil development scenarios by 2025.Energy policy,56, pp.612-622. Andreasson, S., 2015. Varieties of resource nationalism in sub-Saharan Africa's energy and minerals markets.The Extractive Industries and Society,2(2), pp.310-319. Bianconi, M. and Yoshino, J.A., 2014. Risk factors and value at risk in publicly traded companies of the nonrenewable energy sector.Energy Economics,45, pp.19-32. bp.com. (2017). bp.com. Cao, Z., Liu, G., Kong, Y., Wang, C., Niu, Z., Zhang, J., Geng, C., Shan, X. and Wei, Z., 2016. Lacustrine tight oil accumulation characteristics: permian Lucaogou Formation in jimusaer sag, Junggar Basin.International Journal of Coal Geology,153, pp.37-51. Collins, D.W., Hribar, P. and Tian, X.S., 2014. Cash flow asymmetry: Causes and implications for conditional conservatism research.Journal of Accounting and Economics,58(2), pp.173-200. Eichengreen, B., Chi?u, L. and Mehl, A., 2016. Network effects, homogeneous goods and international currency choice: New evidence on oil markets from an older era.Canadian Journal of Economics/Revue canadienne d'conomique,49(1), pp.173-206. Jimnez-Preciado, A.L., Cruz-Ak, S. and Venegas-Martnez, F., 2017. Persistency of Price Patterns in the International Oil Industry, 2001-2016.International Journal of Energy Economics and Policy,7(1). Lai, H., O'Hara, S. and Wysoczanska, K., 2015. Rationale of internationalization of China's national oil companies: seeking natural resources, strategic assets or sectoral specialization?.Asia Pacific Business Review,21(1), pp.77-95. Lei, Y., Li, L. and Pan, D., 2014. Study on the relationships between coal consumption and economic growth of the six biggest coal consumption countries: With coal price as a third variable.Energy Procedia,61, pp.624-634. Morgan, A.D., Shaw-Brown, K., Bellingham, I., Lewis, A., Pearce, M. and Pendoley, K., 2014, May. Global oil spills and oiled wildlife response effort: implications for oil spill contingency planning. InInternational Oil Spill Conference Proceedings(Vol. 2014, No. 1, pp. 1524-1544). American Petroleum Institute. Onwuteaka, J., 2016. Hydrocarbon oil spill cleanup and remediation in the Niger Delta.forest,3(2). Petroleum, B., 2015. BP statistical review of world energy 2015. Petroleum, British. Rushton, L., Schnatter, A.R., Tang, G. and Glass, D.C., 2014. Acute myeloid and chronic lymphoid leukaemias and exposure to low-level benzene among petroleum workers.British journal of cancer,110(3), pp.783-787. Uldam, J., 2016. Corporate management of visibility and the fantasy of the post-political: Social media and surveillance.new media society,18(2), pp.201-219. Vsconez, V.A., Giraud, G., Mc Isaac, F. and Pham, N.S., 2015. The effects of oil price shocks in a new-Keynesian framework with capital accumulation.Energy Policy,86, pp.844-854.

Industrial/Organizational Psychology free essay sample

Casino Improving Organization Retention Angela Harris PSY/435 March 12, 2013 Dr. M. Horton JC’s Casino Improving Organization Retention Running an effective company needs a management staff that has good communication skills and the ability to anticipate and satisfy the needs of the company as well as the employees. Companies spend time and money collecting information to assist organizations in their quest to do so. But, to have an effective enterprise, the employees incorporating higher administration should have organization as well. Companies hire impartial advisors to help them implement programs that will improve production, motivation, effective job hiring, and retention skills. Suggesting suitable modifications assists with job satisfaction and enhances worker output. For organizations like JC’s Casino a rigid strategy created through observation, staff and customer comments will assist the company to focus on undesirable behaviors from lower and upper management. Providing JC’s Casino with the information needed to keep excellent, effective dealers, and housekeepers while satisfying the needs of the clients. We will write a custom essay sample on Industrial/Organizational Psychology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Improving Employment Recruitment and Retention JC’s casino is experiencing staff and guest complaints. Dealers and housekeepers during exit interviews have indicated a number of complaints regarding pit boss Joe’s behavior and management skills are having an adverse effect on the dealers and the guests. Because of Joe’s relationship to the owner, Tom the human resource director is afraid to voice the accusations thus, allowing the treating to continue. Housekeeping is also having issues because of absenteeism and retention. Because Andrew the director of housekeeping, is not able to solve this problem the casino has ad to change check out time and use employees from different departments to do extra work to cover any vacate positions. The goal to improve employment hiring and retention is achievable. The method used in this case by an industrial organizational psychiatrist will assist to improve the organizations employee hiring and retention. The issues in highe r management will reduce as soon as the matter with Joe is addressed. The usage of two motivation hypotheses will provide a starting point in fixing employee hiring and retention. The use of reinforcement and self-efficacy hypotheses is good tool for fixing the issues found at JC’s casino. Hiring of new employees appears to be an issue at the casino along with the ability to retain existing employees. Utilizing the reinforcement hypothesis will assist the organization in retaining existing workers by way of an incentive system and at the same time attract new employees. Even though JC’s casino’s pay scale is similar to various other casinos, housekeeping director Keehn has problems with getting good reliable help since without new housekeepers the existing housekeepers are working longer hours to cater to the casino’s requirements. The tension of additional work is very difficult for the workers and their determination to work for the organization has decreased. â€Å"Using the self-efficacy hypothesis decides how people’s feelings regarding their own abilities may affect behavior; the inspiration to try the task refers to a person’s capabilities to accomplish the task† (Spector, 2008). Existing workers are unsatisfied, the job description for housekeepers has modified considerably, giving housekeepers additional work. While the dealers’ keenness has been impacted by the pit boss that is described in the exit interviews as harmful, overbearing, bad, and inexperienced. The usage of self-efficacy and reinforcement ideas will improve worker recruitment and increase retention. But, additional inspirational theories in tandem would make the change better for the whole company. Alleviating on-the-job Stressors Tension on-the-job is normal in the office, directing concentration toward the stressor assistance in looking for options for worker and client satisfaction. Occupational stressors influence worker satisfaction. â€Å"Health issues take place from stress caused scenarios, bronchial asthma, migraines and cancer† (Hansell Damour, 2007), enhancing employee absenteeism. Before recruitment applicants ask questions regarding the place of work environment and rewards. JC’s casino’s popularity through exit interviews is less than positive. But, improving the negative thoughts and healing stressors is essential. Stressors recognized at the casino are the result of Joe’s mentality and attitude. Dealing with Joe’s behavior is necessary since he is the main reason for the majority of resignations and discontentment among the employees. Joe’s lack of awareness of the situation and his behavior is forcing good employees to leave the organization. The tension employee’s face might be decreased substantially when Joe is approached and reprimanded for his actions. Additionally, stress taking place in housekeeping derives from working understaffed. To overcome being understaffed, and causing stress in other departments generating discontentment among the whole organization. JC’s casino can instantly improve negative opinions since the issues which require handling have been found. Getting individuals that fit the needs of the casino is an immediate need. Utilizing the Large 5 Personality dimension is a good tool to use. Understanding people assists in the hiring procedure and retention. Unfortunately, a few jobs dont satisfy individuals; a great way to use the Large 5 Personality dimension assists to group individuals who will work well collectively and with the general public. Additionally the Large 5 Personality dimension assists to forecast job efficiency (Spector, 2008). Improving Job Satisfaction Improving job satisfaction will increase worker retention and enhance job efficiency. JC’s casino’s employees demonstrate discontentment due to management and additional jobs carried out not listed in the employee’s job description. Job satisfaction is essential to keep an organization completely staffed and working successfully. Job reward methods will enhance job performance. Using the job reward system can enhance efficiency at the casino. Understanding what perks work best for the organization depends upon the workers and the placements held. Additionally bonus plans will work if the capabilities to enhance efficiency, workers wish the perks, and removing of physical or psychological restrictions. JC’s casino fulfills the requirements except for psychological restrictions. Joe that has been pointed out in a lot of exit interviews has created a mental stress on the workers due to his manners. Even though this is a problem Joe’s behavior is controllable with the good communication. JC’s casino fulfills the specifications in compensation if compared to the rivals however worker satisfaction is related and overrides salaries. A good worker that is comfortable and satisfied with the job atmosphere assists to increase retention and enhance worker recruitment. Eliminating Counterproductive Behaviors Absenteeism on-the-job is continuing for JC’s casino. Hiring workers with these types of habits impacts the organization, similarly for existing workers. Attitudes and behaviors on job in some instances are infectious. â€Å"Psychologically mature individuals are characterized by practical attitude† (Feist Feist, 2009). Jobs usually have excellent workers, however when the atmosphere is made up of call-outs and insufficient staffing reliable workers start to notice. JC’s casino uses staff from every division to fill in placements which needs to be covered by workers employed particularly for that placement. Until a proper staff level is met in housekeeping other departments though temporary should assist. This will help reduce late check-out times and the need to employ someone to watch guest’s luggage. Unproductive employees should be given evaluations to be made aware of the impact their behavior is having on the rest of the organization and a chance to improve or be dismissed. The solution for the casino is to provide employee relations satisfaction. Though Joe is the step-son of the proprietor, it is attainable that if Joe is given managerial coaching needed to communicate with his employees in situations. And Tom management training related to coping with job related stressors and employee retentions the counter productivity will reduce. A good organization is only as good as the individuals who operate and run the company. Bad administration will cause an adverse effect on other employees, restricting job hiring and employee retention. Conclusion JC’s Casino has experienced retention problems regarding dealers and housekeepers. The dealers have had to endure poor leadership and mistreatment by Joe the pit boss at the casino. The housekeeping division is working short staffed and has to depend on other departments to fill job responsibilities. The source of the issue at JC’s casino is bad management and employee interaction. A busy organization that is having problems with productivity and employee motivation will a high turn-over rate. Adjusting useful elements which cause counter productivity will motivate the workforce at JC’s casino to work like a team and to find the job as more than the usual paycheck. JC’s casino is salvageable; the organization is competitive with wages therefore money is not the problem. Focusing on the cause of the issue starts with management. Successfully running a busy organization is tough, however using the correct method through industrial and organizational psychology will create a foundation for the organization to grow while recruiting new employees and retain the current employees. References Spector, P. E. (2008). Industrial and organizational psychology (5th ed. ) Hoboken, NJ: Wiley. Feist J Feist GJ 2009 Theories of Personality (7th ed). NJ: McGraw Hill Organizational Psychology free essay sample However, some topics in the field cannot be classified as either industrial or occupational so when put together they can explain the broad nature of the field (Spector, 2008). This paper will discuss the history of industrial-occupational, how it is different from other fields of psychology, how industrial-occupational can be applied in organizations, and the role that research and statistics plays in industrial-occupational psychology. The History of I/O Psychology I/O psychologies origins can be tracked back to the late 19th century crusade to understand and gauge human abilities and drives. In 1903 Walter Dill Scott wrote a book that was the first to link psychology and business together. Scott has been considered to be the founding father of I/O psychology along with Hugo Munsterberg who was a German psychologist teaching a Harvard University. Munsterberg published a book in 1913 titled â€Å"The Psychology of Industrial Efficiency. † However, I/O psychology truly came into its own when the United States entered into World War I in 1917. We will write a custom essay sample on Organizational Psychology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The military convened a committee of psychologists to investigate solider drive, incentive, and the commonness of psychological impairment. At this time psychologists also developed the Army Alpha a group-administered intelligence test. There were 1,726,000 soldiers and officers tested but little come out of the information gathered because the war ended three months after the test was administered. Studies found that the test scores were related to solider accomplishments. After the war the Carnegie Institute of Technology started a university-based facility for the study of the applications of psychology to business this was the first of its kind. The center was called the U. S. Bureau of Salesmanship Research and at that time it was sponsored mainly by the life insurance industry. The research conducted was for the selection and enhancement of secretarial, executive, and sales staff (Spector, 2008). During World War II psychologist developed the â€Å"Army General Classification† test, which was used for the assessment and placement of the recruits as well as identifying precise aptitudes and capabilities of the soldiers. During this time the psychologist also investigated accidents, plan crashes, morale, and solider attitudes. After the war I/O psychology come out as a specific specialty of the broader field of psychology. In 1970 I/O psychology got another push after the court decisions interoperating the 1964 Civil Rights Act. In this decision the courts placed a substantial responsibility on employers to explain the validity of their recruiting, selection, and promotional procedures. Many employers determined that it was smarter to employ the skills of I/O psychologist to defend against this and other possible anti-discrimination legislation. Maintaining an I/O psychologist on staff would also provide defense against lawsuits brought about by employees who claimed that he or she sufferer from discrimination (Spector, 2008). The Difference between I/O Psychology and Other Field of Psychology There are many similarities between I/O psychology and other fields of psychology however; I/O psychology focuses mainly on applying psychological practices to the business industries. The other disciplines many study or apply similar topics as I/O psychology but the range of topics very. I/O psychology encompasses issues that are studied individually by human resources management (HRM), social psychology, and business management. Whereas each of these fields of study may focus on other topics none of them focus on the entire set of topics as I/O psychologist do. As with any other field of psychology the difference is sometimes blurred. I/O psychology applies psychological theories to the business industry, while other fields of psychology apply theories to the diagnosis and treatment in all aspects of life (Spector, 2008). How I/O Psychology Is Applied In Organizations I/O psychology can be used in establishments with the intention of diagnosing the organizations snags, suggesting or applying changes, and calculating the costs of those changes. The four areas that the I/O psychologist may address are: personal psychology, training, motivation and leadership, and engineering psychology (Cascio, Aguinis, 2008). Personal psychology deals with individual differences. Personal psychology works with the areas of recruiting and selecting personal. Put simply personal psychology tries to establish who the best person is for any available positions using precise methods that have been proven to work well in the past. The primary focus of personal psychology is to study the job and the traits of the people currently holding the job and using this information to determine what kind of individual would be right for the position (Cascio, Aguinis, 2008). Training is using the theories of learning to teach employee’s skills, techniques, strategies, and concepts for enhancing employee performance. I/O psychologists are deeply involved in determining training needs by using job analysis, performance evaluations as well as employee attitude surveys. I/O psychologists are well placed to determine if a training program would alleviate the organizations problem. I/O psychologist address questions such as â€Å"who, if anyone, needs training? † and â€Å"are the present employees likely to improve from training? † Once the I/O psychologist concludes that training is right he or she will try to outline the best contents and formatting for the training program (Cascio, Aguinis, 2008). Employee motivation and leadership deals with current employees and strives for a way to establish an atmosphere that offers employees a well-defined idea of what they are supposed to achieve and encourages the establishment of conditions conductive to inspiring people to do their best. The four major methods I/O psychologists apply to aid organizations in creating conditions that are beneficial to efficient performance are: motivation, job satisfaction, leadership, and organization development. Motivation is creating organizational conditions that are helpful in bringing out the best in their employees. The I/O psychologist’s job is to use concepts of work motivation toward the improvement of working environments and a reward program that will motivate good performance. Because job satisfaction is not directly related to productivity and is weakly related to employee turnover and absenteeism the main purpose is to give management a good idea of the mood of employees which he or she can use as a guide to improve reward programs, benefits, and motivational conditions. The leader ship topics addressed by I/O psychologist are how people come to be leaders, how to prepare people to be leaders, and what leaders do. Organization development is the area of helping people to work better as a team. To do this I/O psychologist address way to enhance the group’s cohesion and effectiveness with tools such as team building exercises, leadership exercises, self-management work groups, and survey feedback (Cascio, Aguinis, 2008). Engineering psychology concentrates on the human problem of organizations through the design of machinery and tools that take human limitations specifically into account. Engineering psychology focuses on two areas. The goal of the first area is to make machines that require few decisions to be made by the operator. The goal of the other area is to design the machinery and workspaces to be congruent with human limitations and capabilities (Cascio, Aguinis, 2008). The Role of Research and Statistics in I/O Psychology I/O Psychology has it foundation in science; the main focus is on testing and evaluating issues with measureable methods. This process is not like using simple intuition or trying new things until something works. I/O methods like all other fields of psychology are studied with scientific methods and supported by theories and statistics. Research can develop new methods and procedures for such activities as selecting or training employees. Other research focuses on understanding some organizational phenomenon such as employee theft, the effects of job attitudes. The results of the research conducted in the field are presented at professional meetings and are published in scientific journals. I/O psychologists collect and analyze data to address organizational issues and questions. I/O psychologist start the research process by posing a specific question that defines the purpose of the study. The I/O psychologist determines the research hypothesis, which is the best guess of what the outcome of the research will be. From there the research is conducted in one of two ways either in the field or in the laboratory. Research conducted in the field takes place naturally while research conducted in the laboratory is created. Researchers try to achieve generalizability, which means that the results can be applied to a variety of other settings and situations. The researchers establish control over the experiments that they conduct to eliminate alternative explanations for the results. There are many ways that a researcher can achieve control in studies. Two such ways of achieving control are random selection and random assignment, which ensure that all participants have an equal chance of being assigned to different treatments or that every participant has a chance to be chosen for the study (Spector, 2008). The design of the research can be divided into experimental and nonexperimental forms. In experimental design the researcher randomly assigns subjects to conditions that are constructed for the study. In nonexperimental designs the subjects are observed without assignment or construction of the conditions. The researcher must ensure that the experiments have both reliability and validity. This means that the tests must produce consistent measurements and can produce inferences about the data collected. The data collected from the research is analyzed with statistical methods (Spector, 2008). The statistical methods used by I/O psychologist are either descriptive or inferential. Descriptive statistics are a way for I/O psychologist to reduce large amounts of data into summary statistics. These statistics are much easier to interoperate than the original data. There are three reasons to use descriptive statistics to analyze data sets. The first is to determine the central tendency and dispersion. The arithmetic mean is the sum of observations divided by the number of observations. The median is the middle number when the numbers are arranged in order from lowest to highest. However, these two methods do not indicate how much the observations differ from each other. To determine the difference of the observations a researcher would use variance and standard deviations. When there are more than one variable the researcher would use correlations to indicate the degree in which the two variables are related and the direction of the relation. An important byproduct of correlated variables is that a researcher can use one to predict the other this is known as regression (Spector, 2008). Inferential statistics allow researchers to draw conclusions that generalize from the subjects studied to all the people of interest by allowing the researcher to make inferences based on probabilities. This is done by using the descriptive statistics from a small group and combining them with the indings of other subjects by using statistical tests that are based on probability (Spector, 2008). Conclusion Industrial-occupational psychology is the study of psychological issues such as behavior, cognition, emotion, and motivation as it is applied to the problems of people in organizations. I/O psychology can be used in establishments with the intention of diagnosing the o rganizations problems, recommending or implementing change, and evaluating the consequences of those changes. The four areas that the I/O psychologist might address are: personal psychology, training, motivation and leadership, and engineering psychology. I/O Psychology has it foundation in science; the main focus is on testing and evaluating issues with measureable methods. This process is not like using simple intuition or trying new things until something works. I/O methods like all other fields of psychology are studied with scientific methods and supported by theories and statistics. Research can develop new methods and procedures for such activities as selecting or training employees. The statistical methods used by I/O psychologist are either descriptive or inferential. Descriptive statistics are a way for I/O psychologist to reduce large amounts of data into summary statistics.