Industrial-organizational psychology (I/O psychology) focuses on the employees’ working experience and the issues surrounding it, attempting to resolve them using psychology and research. The main distinction and benefit of I/O psychology are that it seeks solutions suitable to particular problems and unique circumstances. Thus, it can help to create a positive, diverse, and profitable culture and climate in the organization. The major evidence-based methods to obtain this goal are direct observations, surveys, interviews, and focus groups (Cascio & Aquinis, 2019). These methods allow for the objective and comparative evaluation of the working situation and the employee’s contribution. This tactic makes the decision based on the finalized research more democratic and nuanced, creating a positive atmosphere by satisfying every stakeholder.
Considering its nuanced approach mentioned above, I/O psychology is suitable for dealing with various challenges, including cultural differences and struggles. In my experience, cultural differences present one of the biggest challenges in any organization. The management and all the employees struggle with navigating such differences because of lack of knowledge and expertise. In these situations, I/O psychologists can conduct surveys, interviews, and focus groups and suggest solutions, including sensitivity training and coaching, based on these observations. It is similar to what happened in the organization I was volunteering for in the past. The issue began with one of the managers advocating for the ban of religious forms of dress, including hijabs. This statement was met with the mixed reaction from the employees and volunteers, which led to the quick deterioration of the overwise friendly working environment. Even though the original idea was dismissed on the grounds of religious discrimination law, multiple conflicts happened daily, with some arguing for and against the religious wear. It was when HR involved I/O psychologists, who conducted extensive interviews and later tolerance training, which successfully calmed down the employees and restored the original positive working environment. Thus, this incident further proved how I/O psychology methods could help establish a healthy atmosphere.
References
Cascio, W. F. & Aquinis, H. (2019). Applied psychology in talent management (8th ed.). Sage. Web.
