The following course in Introduction to Industrial Organizational Psychology is provided in its entirety by Atlantic International University's "Open Access Initiative" which strives to make knowledge and education readily available to those seeking advancement regardless of their socio-economic situation, location or other previously limiting factors. The University's Open Courses are free and do not require any purchase or registration, they are open to the public.

The course in Introduction to Industrial Organizational Psychology contains the following:

• Lessons in video format with explaination of theoratical content.
• Complementary activities that will make research more about the topic , as well as put into practice what you studied in the lesson. These activities are not part of their final evaluation.
• Texts supporting explained in the video.

The Administrative Staff may be part of a degree program paying up to three college credits. The lessons of the course can be taken on line Through distance learning. The content and access are open to the public according to the "Open Access" and " Open Access " Atlantic International University initiative. Participants who wish to receive credit and / or term certificate , must register as students.

Lesson 1: What Is Industrial Organizational Psychology?

You can think of industrial organizational psychology as having two major sides. First, their is the industrial side, which involves looking at how to best match individuals to specific job roles. This segment of I-O psychology is also sometimes referred to as personnel psychology. People who work in this area might assess employee characteristics and then match these individuals to jobs in which they are likely to perform well. Other functions that fall on the industrial side of I-O psychology include training employees, developing job performance standards, and measuring job performance.

Lesson 2: Brief description of the specialty

Industrial/Organizational (I/O) psychology is both the study of behavior in organizational and work settings and the application of the methods, facts, and principles of psychology to individuals and groups in organizational and work settings. I/O psychologists are versatile behavioral scientists specializing in human behavior in the workplace. I/O psychologists recognize the interdependence of individuals, organizations, and society, and they recognize the impact of factors such as increasing government influences, growing consumer awareness, skill shortages, and the changing nature of the workforce. I/O psychologists facilitate responses to issues and problems involving people at work by serving as advisors and catalysts for business, industry, labor, public, academic, community, and health organizations.

Lesson 3: Historical overview

The historical development of I–O psychology had parallel developments in the United States and other countries, such as the UK,[7] Australia, Germany, the Netherlands,[8] and eastern European countries such as Romania.[9] However, many foreign countries do not have a published English language account of their development of I–O psychology. The roots of I–O psychology trace back nearly to the beginning of psychology as a science, when Wilhelm Wundt founded one of the first psychological laboratories in 1876 in Leipzig, Germany. In the mid 1880s, Wundt trained two psychologists who had a major influence on the eventual emergence of I–O Psychology: Hugo Münsterberg and James McKeen Cattell.[10] Instead of viewing differences as “errors”, Cattell was one of the first to recognize the importance of these differences among individuals as a way of predicting and better understanding their behavior.

Lesson 4: Performance appraisal/management

Performance appraisal or performance evaluation is the process of measuring an individual's or a group's work behaviors and outcomes against the expectations of the job.[34]Performance appraisal is frequently used in promotion and compensation decisions, to help design and validate personnel selection procedures, and for performance management. Performance management is the process of providing performance feedback relative to expectations and improvement information (e.g., coaching, mentoring). Performance management may also include documenting and tracking performance information for organization-level evaluation purposes.

Lesson 5: Task design

A fundamental question in team task design is whether or not a task is even appropriate for a team. Those tasks that require predominantly independent work are best left to individuals, and team tasks should include those tasks that consist primarily of interdependent work.[55] When a given task is appropriate for a team, task design can play a key role in team effectiveness (Sundstrom, et al., 2000).
The Job Characteristics Theory of motivation identifies core job dimensions that provide motivation for individuals and include: skill variety, task identity, task significance, autonomy and feedback (Hackman & Oldham, 1980). These dimensions map well to the team environment.

Lesson 6: Main article: Innovation

An industrial/organizational (I–O) consultant helps clients and organizations improve productivity and create an optimal working environment through human capital consulting and strategies. Areas of consulting include but are not limited to selection and recruiting, training, leadership, and development, compensation and benefits, employee relations, performance management, succession planning, and executive coaching.

Lesson 7: Industrial/organizational consultancy

The main threats to human health from heavy metals are associated with exposure to lead, cadmium, mercury and arsenic. These metals have been extensively studied and their effects on human health regularly reviewed by international bodies such as the WHO. Heavy metals have been used by humans for thousands of years. Although several adverse health effects of heavy metals have been known for a long time, exposure to heavy metals continues, and is even increasing in some parts of the world, in particular in less developed countries, though emissions have declined in most developed countries over the last 100 years.

Lesson 8: Industrial/Organizational Psychology

The Industrial/Organizational Psychology program is a unique, highly applied program, providing graduate training focused on developing skills that are relevant in today's job market, exploring and integrating important topics including organizational behavioral management, human factors, and professional human resources practice, and helping students develop a professional portfolio while building strong relationships with faculty practitioners and industry professionals

Lesson 9: Becoming an I/O Psychologist

A branch of psychology that studies behavior in the workplace and the marketplace. IO Psychologists are involved in many areas of industry, including how communication throughout companies, ergonomics, personnel test development, and much more. Their main goals are to enhance the workplace, making it a better environment in which to work and to be more productive; and to influence the marketplace by making companies work better to increase productivity and profits.

Lesson 10: Brief description of the specialty Industrial/Organizational (I/O) psychology

Industrial/Organizational (I/O) psychology is both the study of behavior in organizational and work settings and the application of the methods, facts, and principles of psychology to individuals and groups in organizational and work settings. I/O psychologists are versatile behavioral scientists specializing in human behavior in the workplace. I/O psychologists recognize the interdependence of individuals, organizations, and society, and they recognize the impact of factors such as increasing government influences, growing consumer awareness, skill shortages, and the changing nature of the workforce.

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