Profil Mahasiswi
- Nurina Hafni
- Mahasiswi Psychology Y.A.I tahun 2010. This blog as a place of gathering tasks given by my English teacher in order to meet the category of maximum value.
Minggu, 24 Oktober 2010
Sabtu, 09 Oktober 2010
Industrial and Organizational Psychology
Definition of Industrial and Organizational Psychology
The development of psychology in Indonesia starting late 1949 or early 1950 with the use of psychological tests conducted by the Center for Psychology and the Center Psychotechniek Army is using it for selection and majors based on measurements psikometris.
New in 1953, Prof.. Slamet Iman Santoso, founded the Institute of Psychology and Education Assistant Psychotechniek Hall. Both institutions were then called into the Vocational Psychology and the Company.
Institute of Psychology of Education, Vocational developed into a Department of Psychology Faculty of Medicine UI Vocational Psychology majors of 1960 and the Company as one of its parts.
This section then becomes Department of Industrial and Organizational Psychology. This major development was pioneered by the Faculty of Psychology UI and the Faculty of Psychology, Padjadjaran University (1963), later followed by the Faculty of Psychology, Gadjah Mada University (1965).
The problems encountered in the development of Industrial and Organizational Psychology in Indonesia, among others, that in order to adapt its research results, developing theories, methodologies and sophisticated tools of the western world to conform to the conditions in Indonesia, we face difficulties with lack of or limited funds, staff researcher existing, and readiness to apply psychology in the field of labor organizations in the company.
In connection with that the industrial and organizational psychology in Indonesia today is still an applied science, in the sense that their activities are still in the field of implementation of audit for the selection and placement, counseling, vocational guidance, career development and implementation of corporate exercise programs. Being in the field of organization, human engineering and consumer behavior research has not been widely applied.
Industrial and organizational psychology is the result of growth of general psychology, experimental psychology and psychology in particular where broad application in industry took place around the 1930s. Until World War two industrial psychologists (no additional organizations) whose main activities are applying the methods, facts and principles of human psychology as a workforce. New since the second world war industrial and organizational psychology became an independent science with its activities.
1. carry out scientific research in relation to the role of human behavior in organizations and the organization itself;
2. develop and test theories of truth;
3. apply the new discoveries.
With these activities, industrial and organizational psychology is the overall knowledge that contains facts, rules, and principles of human behavior in the field of employment.
In connection with these activities, the industrial and organizational psychology needs to be in use for the benefit and the benefit of all parties concerned and should be strived for in its application that the interpretation was wrong not occurred.
Industrial and organizational psychology is the science which studies human behavior in his role as workers and consumers either individually or in groups.
The meaning of behavior is any activity carried out by humans, whether that can be observed directly (open behaviors) such as walking, talking, etc. and that can not be observed directly (closed behavior) such as thinking, motivation, etc. another.
In Indonesia alone, industrial psychology and organizational development is still limited to the activities, especially those that implement the findings of psychology in general, industrial and organizational psychology in particular, and in many industries and organizations.
As noted in industrial and organizational psychology of human behavior is learned in its role as workers and as consumers.
As workers, studied the behavior in the workplace, in carrying out his job duties, mutual influence in the relationship, the extent of labor according to their job.
As human labor becomes a member of industry organizations, on the contrary as a user of human consumers (users) of the product or service from an industry organization.
Other than humans learned that individuals and groups. In relation to the organizational units, structures, patterns and types of organizations to learn how to conduct an impact on the workforce, and vice versa.
From the findings are then obtained data, among others:
1. the existence of theories, rules and principles that can be applied back into the industrial activities and organizations for the benefit of workers, consumers and the organization.
2. collected data that not every successful manager in his job duties.
3. The main difference between a successful manager with the less successful managers lies in the speed and accuracy to solve problems and make decisions.
The findings obtained can be used to develop tests, exercises for candidates for the selection of managers and prospective managers.
Definition of Industrial Organizational Psychology is required to provide the limits for a science that studies the science is clear. As a specialty area within the framework of psychological science, the Industrial Organizational Psychology has a limited definition of science studies.
One definition says, "industrial and organization psychology is the scientific study of the relationship Between man and the world at work; the study of adjustment people make to the Places they want to go, the people meet and the Things they want they want do in the process of Making a Living " (cited in Muchinsky Guion, 1983)
Blum and Taylor (1968) defines as the Organization of Industrial Psychology, "... Simply the application or extension of psychological facts and principles to the problems Concerning Human beings operating within the context of business and industry."
According to the Society of Industrial and Organizational Psychology (SIOP, APA Division 4), briefly Industrial Organizational Psychology defines as follows: " Industrial / Organizational (I / O) psychology is both the study of behavior in organizational and work settings and application of the methods , facts, and principle og psychology to individuals and groups in organizational and work settings. "
Industrial Organizational Psychology is a science subdisplin of psychology that studies human behavior in an organizational context, whether for-profit organizations or industry organizations, as well as the reciprocal influence between individuals and organizations working place.
In practical reality, Industrial Organizational Psychology overlaps with other disciplines. Society of Industrial and Organizational Psychology (SIOP), provides some of the meters that distinguish the Organization of Industrial Psychology with another specialty within the discipline of psychology.
Population
The primary focus of Industrial Organizational Psychology is human behavior in work settings (work setting). Industrial Organizational Psychology Since the population is in the business, industry, labor, public (including non-profit), academic, community, and health organization.
Problem
Industrial Organizational Psychology has applicative problems pertaining to human problems in his work, which includes recruitment, selection, training, development, motivation, organization development, consumer behavior, structure of work, human factors and others.
Procedures and Techniques
A variety of procedures, tools and techniques have been developed to assist the Organization of Industrial Psychology in handling the problem effectively. There are three important elements to be measured, namely workers, his job, and work context.
In relation to workers developed a variety of tests to measure individual differences such as intelligence tests, personality tests, measuring tools and a variety of other measuring instruments. If for measuring aspects of his work using job analysis procedures (job analysis).
To measure the context of the work has developed various procedures and test kits to identify organizational culture, organizational climate, organizational design, reward system in the organization and others.
Industrial Organizational Psychology own purposes, the same as those listed in the preamble code of ethics in psychology, namely for the welfare of mankind (the well being of human beings). So in the studies and recommendations, Industrial Organizational Psychology must place the dignity of humanity as the highest measure, not the welfare of individuals within the organization or advancement solely based organizations.
Industrial and Organizational Psychology in Indonesia
The development of psychology in Indonesia starting late 1949 or early 1950 with the use of psychological tests conducted by the Center for Psychology and the Center Psychotechniek Army is using it for selection and majors based on measurements psikometris.
New in 1953, Prof.. Slamet Iman Santoso, founded the Institute of Psychology and Education Assistant Psychotechniek Hall. Both institutions were then called into the Vocational Psychology and the Company.
Institute of Psychology of Education, Vocational developed into a Department of Psychology Faculty of Medicine UI Vocational Psychology majors of 1960 and the Company as one of its parts.
This section then becomes Department of Industrial and Organizational Psychology. This major development was pioneered by the Faculty of Psychology UI and the Faculty of Psychology, Padjadjaran University (1963), later followed by the Faculty of Psychology, Gadjah Mada University (1965).
The problems encountered in the development of Industrial and Organizational Psychology in Indonesia, among others, that in order to adapt its research results, developing theories, methodologies and sophisticated tools of the western world to conform to the conditions in Indonesia, we face difficulties with lack of or limited funds, staff researcher existing, and readiness to apply psychology in the field of labor organizations in the company.
In connection with that the industrial and organizational psychology in Indonesia today is still an applied science, in the sense that their activities are still in the field of implementation of audit for the selection and placement, counseling, vocational guidance, career development and implementation of corporate exercise programs. Being in the field of organization, human engineering and consumer behavior research has not been widely applied.
Industrial and organizational psychology is the result of growth of general psychology, experimental psychology and psychology in particular where broad application in industry took place around the 1930s. Until World War two industrial psychologists (no additional organizations) whose main activities are applying the methods, facts and principles of human psychology as a workforce. New since the second world war industrial and organizational psychology became an independent science with its activities.
1. carry out scientific research in relation to the role of human behavior in organizations and the organization itself;
2. develop and test theories of truth;
3. apply the new discoveries.
With these activities, industrial and organizational psychology is the overall knowledge that contains facts, rules, and principles of human behavior in the field of employment.
In connection with these activities, the industrial and organizational psychology needs to be in use for the benefit and the benefit of all parties concerned and should be strived for in its application that the interpretation was wrong not occurred.
Industrial and organizational psychology is the science which studies human behavior in his role as workers and consumers either individually or in groups.
The meaning of behavior is any activity carried out by humans, whether that can be observed directly (open behaviors) such as walking, talking, etc. and that can not be observed directly (closed behavior) such as thinking, motivation, etc. another.
In Indonesia alone, industrial psychology and organizational development is still limited to the activities, especially those that implement the findings of psychology in general, industrial and organizational psychology in particular, and in many industries and organizations.
As noted in industrial and organizational psychology of human behavior is learned in its role as workers and as consumers.
As workers, studied the behavior in the workplace, in carrying out his job duties, mutual influence in the relationship, the extent of labor according to their job.
As human labor becomes a member of industry organizations, on the contrary as a user of human consumers (users) of the product or service from an industry organization.
Other than humans learned that individuals and groups. In relation to the organizational units, structures, patterns and types of organizations to learn how to conduct an impact on the workforce, and vice versa.
From the findings are then obtained data, among others:
1. the existence of theories, rules and principles that can be applied back into the industrial activities and organizations for the benefit of workers, consumers and the organization.
2. collected data that not every successful manager in his job duties.
3. The main difference between a successful manager with the less successful managers lies in the speed and accuracy to solve problems and make decisions.
The findings obtained can be used to develop tests, exercises for candidates for the selection of managers and prospective managers.
Sabtu, 02 Oktober 2010
Tugas Pertama Unit 2 (Kelompok) (2)
EXERCISE 2
Conscious, make his mind up, fellowship, fascinate, and acquire, disturbance, dealing, and ego
1. He is always confused to choose which girl he should marry. His friends tells him to make his mind up Which girl he tends to marry quickly.
2. He is a smart students but poor. He wants to enter university without paying. His uncle, ask him to join a fellowship program.
3. My child is always interested in toys- cars and always ask me to buy them. One we went shopping in delta plaza. Suddenly he stopped in front of a car shop and pointed out the big car. As a mater of fact, he was fascinated by the car, which was like his toy-car. And do you know what happened? and he asked me to buy that car.
4. He was come for days, but now she fully dealing again.
5. Some students says, that they study hard because they want to get reward from their parents. Some want to obtain good marks and some other want to acquire knowledge only.
6. Disturbance Some problems we have discuss, would you please attend the meeting schedule on Saturday night , 17 august 1995 at my house. Because it very urgent, no excuse for your not to come to the meeting. Thanks a lot
SIMPLE SENTENCES IN PARAGRAPH
1. He developed psychoanalysis.
S V O
2. Freud was born in Moravia
S V C
3. Freud entered the University of Vienna.
S V C
4. He attended a lecture on nature
S V C
5. He won a fellowship.
S V C
GLOSSARY VERB IN PARAGRAPH
- Explored = Menjelajahi
- Developed = Membangun
- Entered = Memasuki/Memulai
- Attended = Menghadiri
- Became = Menjadi
- Won = Memenangkan
- Study = Belajar
- Began = Memulai
- Has = Mempunyai
- Thought = Berpikir
- Said = Berkata
- Grow = Tumbuh
- Continue = Melanjutkan
- Teaching = Mengajar
- Hurting = Menyakiti
- Make = Membuat
Tugas Pertama Unit 2 (Kelompok) (1)
SIGMUND FREUD (1856 -1939)
Sigmund Freud adalah seorang dokter berkebangsaan Austria yang menyelidiki pekerjaan tentang pikiran manusia.Ia mengembangkan psikologi analisis yang mana kedua nya baik mengobati gangguan mental dan teori tentang bagaimana pikiran bekerja.
Freud lahir di Moravia,yang mana sekarang menjadi bagian Czechoslovakia.Waktu umur 4 tahun keluarganya pindah ke Vienna,Austria. Freud masuk ke Universitas Vienna sewaktu dia berumur 17 tahun. Suatu hari Ia mengahadiri kuliah alam. Dia sangat terpesona dan memutuskan menjadi dokter.
Freud tertarik pada penyakit dari pikiran. Pada 1885 dia memenangkan beasiswa untuk belajar di Paris dibawah bimbingan dokter, Jean Martin Chariot yang terkenal untuk karyanya pada jenis penyakit tersebut. Tahun berikutnya, Freud kembali ke Vienna, menikah dan memulai untuk mengobati penyakit dari pikiran.
Freud memiliki wawasan besar ke dalam pikiran manusia. Ia berpikir bahwa setiap orang lahir dengan kebutuhan tertentu, katanya secara tidak sadar. Orang-orang tidak menyadari untuk memikirkan kebutuhan tersebut. Freud menanamkan bagian dari pikiran bawah sadar yang mengontrol kebutuhan naluriah id (kesenangan) dan berkata id atau kesenangan orang itu bekerja untuk memberikan kesenangan.
Freud juga mengatakan, seperti kita tumbuh dari masa kanak-kanak, kita memperoleh ego, kumpulan kenangan dan pikiran yang membantu kita menangani dengan kata disekitar kita. Kita terus bertumbuh, dan melalui ajaran dari keluarga dan masyarakat,kita mengembangkan norma – mengakui. Superego dan id kita sering mendorong dengan cara yang berlawanan, ego kita biasanya mengurangi konflik ini dengan membantu kita untuk mendapatkan kesenagan tanpa ” menyakiti “ hati nurani kita.
Tetapi jika pikiran bawah orang dan kebutuhan sangat kuat mereka dapat menyebabkan perilaku yang tidak biasa atau gangguan mental. Pengobatan Freud untuk neurosis adalah psikoanalisis (pemeriksaan batin), sebuah metode untuk mengungkap pikiran-pikiran bawah sadar dan memahami bagaiman mereka menimbulkan masalah, pikiran Freud bahwa mimpi-bhkan mimpi yang sepertinya tidak masuk akal- adalah petunjuk yang sangat penting untuk memahami pikiran.
Exercise I
Answer these following question based on the above text
1. When was Sigmund Freud born? He was born in1856
2. How old did he die? When he 83 years old
3. What was he concerned with? About explored the working of the human mind
4. When did he join University? What major did he study? When he was 17 ! diseases of the mind
5. Why did he want to be a doctor? Because one day he attended a lecture of nature then he was so fascinated with it
6. Who is Jean martin chariot? Jean Marti is doctor who guidance Freud in Paris.
7. According to Freud, food and drink are unconscious needs. Why did he say so? Freud said food and drink are unconscious needs because every person is born with certain needs, he said, are unconscious-people are not aware of thinking about such needs. Freud named the part of mind controlling these instinctive unconscious need the id, and Freud said that person’s id operate to give pleasure.
8. These needs, he sad are unconscious – people are not aware of thinking about such needs. What does “dash” (-)” mean? To explain what does unconscious mean
9. Mention the example of conscious needs and don’t forget to explain each? Nature is what we are consciously aware at certain times, such as direct sensing, memory, thoughts, fantasies, and feelings that we have
10. What do id, ego, and superego mean? Explain by giving examples of each?
-Id = a wish or longing
-Ego = an act to get desire
-superego = something which controlling an act
Example :
-Id: urgent ego in order to quickly take the food because of the encouragement his hunger.
-Super ego: warn and ban because the food was not hers, taking items that do not belong is not good or sinful.
-Ego: started to organize themselves. His position became difficult, ego-driven id (lust) to satisfy immediate needs (eating food) in any way, while the super-ego forbade him to act because of its moral basis.
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