Industrial development psychology offers an ideal way to tackle the problems of poor workplace morale and low productivity plaguing so many organizations today. By investing in training and development, you can keep your employees happy and engaged, thereby improving your bottom line.

But how exactly do you go about doing this? How do you even know if it’s worth your time? Here’s everything you need to know about industrial development psychology, including some of the best ways to implement it into your business strategies. Warm Greetings from MSK Life Clinic Foundation! We are very happy to introduce our organizational uplifting service MSK Industrial Development Psychology for industrial people!

Industrial Development Psychology Deals With

Industrial Development Psychology refers to a branch of industrial organization that applies psychological principles in order to improve working conditions and enhance productivity. It includes but is not limited to human resource management, occupational health and safety, employee well-being and organizational development. Industrial Development Psychology also deals with issues like work-life balance, stress management as well as other factors that affect workers’ overall performance.

Industrial Development Psychology is becoming increasingly important in today’s business world. Some experts are even predicting that companies that fail to take advantage of Industrial Development Psychology will soon be left behind by their competitors, who will reap all of its rewards.

Industrial Development Psychology is a rapidly growing field that is predicted to continue seeing growth in both its demand and salary potential. According to some estimates, more than 300,000 industrial psychologists will be needed by 2022.

Areas Of Industrial Psychology

It’s true that Industrial Development Psychology is a big, diverse field. As a result, there are many specialties in industrial psychology. But there are also overarching areas of focus that span much of Industrial Development Psychology. These include management consultation and psychological therapy.

Consulting involves advising business managers about how to structure their workplaces for maximum employee performance. Psychological therapy, by contrast, is essentially clinical practice—the treatment of disorders using psychological methods.

But these areas have crossover. For example, if you’re consulting on how to structure an office, it’s very likely that you’ll be including some psychological therapy elements. On the other hand, a lot of clinical practice includes behavioral modification advice for clients and employers.

Industrial Development Psychology is a lot of things, but there are two overarching themes. One is work—the study of how people do their jobs, and what methods can be used to make that process as effective as possible. The other is psychology—the study of how people think and behave. Both are crucial components of workplace performance and understanding workplace behavior.

As you can see, there’s a lot more to Industrial Development Psychology than what we covered here. And as we discussed earlier, there are also a few ways that Industrial Development Psychology differs from traditional clinical psychology. But if you take away one thing from our discussion, let it be that Industrial Development Psychology is an essential part of any strong economy and modern workplace—and that investing in its development can help both your company and your employees succeed.

Industrial Organizational Psychology

For companies, industrial and organizational psychology (I-O) is about management consultation. When you’re making operational decisions, it’s important to understand how your workers think and react, and I-O psychologists provide valuable insight.

Industrial development corporations: For cities that have been left behind by globalization, industrial development corporations have offered a lifeline. However, they are criticized for cozying up with big business at the expense of local interests, so their economic impact is sometimes more harmful than helpful. Most I-O psychologists work in offices, conducting research and offering consultation services. Sometimes they’re even self-employed.

Industrial and organizational psychology Sustainable development goals: The goals of sustainable development are completely incompatible with those of economic growth and neoliberalism, for obvious reasons. Sustainable development is about guaranteeing human well-being for generations to come, whereas neoliberalism is all about protecting corporate profits, limiting government intervention, lowering taxes on high earners, increasing tax loopholes for corporations and converting public goods into private ones.

I-O psychologists are responsible for ensuring that job applicants can actually do what they’re paid to do, and I-O psychologists also counsel workers who’ve become so frustrated with their jobs that they want to quit.

I-O psychologists conduct research, teach, publish and provide consultation. They work in offices, hospitals, universities and businesses. Sometimes they’re self-employed consultants or entrepreneurs.

Industrial Occupational Psychology

Industrial occupational psychology (IOP) is a branch of I-O psychology that addresses work environments. This type of industrial psychology focuses on helping managers and companies make more efficient use of workers. Typically, these specialists also focus on providing psychological care for their patients and clients. As such, they are often called industrial psychologists or occupational psychologists.

Although they focus on improving conditions in specific workplaces, industrial psychologists can also help people cope with and overcome psychological issues that are affecting their work performance. One type of I-O psychologist is an industrial development corporation (IDC).

These specialists work within corporations to help businesses become more productive and profitable. IDCs typically have experience as managers or consultants and must have extensive knowledge of business management, organizational behavior, human resource management, organizational communication, economics and social psychology.

Another type of industrial occupational psychologist is an organizational development consultant (ODC). These specialists also focus on helping businesses and corporations improve their efficiency. However, they approach their patients from a different angle than IDCs. ODCs tend to be trained as organizational psychologists or industrial psychologists.

Industrial And Organizational Psychology

Industrial and organizational (I-O) psychology is a sub-specialty of applied psychology. Industrial psychologists are experts in developing and testing effective work environments. They advise managers, employees, and companies on how to make their businesses more efficient in terms of workplace practices, training, employee development and other things that impact workplace culture.

I-O psychologists also help organizations hire, train and retain employees. Many are involved in leadership training, employee evaluations and counselling/ therapy programs. They may also work with individuals who have suffered injuries or other disabilities that could potentially impact their ability to function in a given workplace environment.

I-O psychologists typically work in a variety of fields, including business management and human resources. They may also conduct independent research or consult with other companies in developing their own workplace practices.   Due to increasing public awareness of mental health issues, I-O psychology is becoming increasingly important in supporting individuals who are seeking treatment for depression, stress, anxiety and other related disorders.

These professionals use both traditional counseling techniques as well as psychological assessments (which include brain scans) to identify sources of stress or trauma that have had a negative impact on an individual’s quality of life.

Major defect in industrial developing syllabuses for human capital maintenance

Nowadays, product quality has maintained with exact materials & scientific updated knowledge. But, still up to this pandemic era, for human capital maintenance, all industries are unconsciously and consciously following power point based syllabus, with entertainment game by entertainment trainings & trainers. Most of the organization (or) intuitions are following traditional way for Human Capital Development. For example, syllabus based power point Lecture & Picture. This will enter to their Ear & Eye with enjoyment mode, but not enters to their Mind for permanent execution level. Quality output from Human capital must be derived by exact human updated individual psychological process.

Traditional training system and its issues

In traditional training method, at the end of the syllabus training, participant are asked to tick feedback form about the training content and trainer contribution. If the above feedback followed in hospital, what will happen?

Just assume, patients are asked to tick the feedback form with same industry like questions. Some example questions are;

1. Your opinion about doctor’s surgical performance
2. Are you like this treatment
3. How the surgical procedures fitted to you
4. Give grade mark to the doctors surgery
5. Is this surgery or treatment opt for your physic and family
6. Are you satisfied with medicine, prescription by doctors-give your grade
7. Are you interested his treatment
8. Are they flowing correct medical procedures

These are some example of industrial feedback replicated at patients about doctors.
Some industrial management peoples are still can’t realize inner meaning of the ‘ours’ concept reality abut traditional feedback system
Instead of understanding they argue to withstand their traditional feedback system. But reality never fails.

Some Big Questions to realize the ineffectiveness of classical training methods

These questions (called as MSK Big Q’s) are given for realising the ineffectiveness of traditional system.

MSK Big Q – Number.1:
How can patients evaluate the doctor’s medical procedures & process?
MSK Big Q – Number.2:
Is it possible to repair and improve performance of machine other mechanic?
MSK Big Q – Number.3:
Is it possible, to perform surgery by long experienced social person?
MSK Big Q – Number.4:
What is difference between Training and Therapy?
MSK Big Q – Number.5:
It is possible, Trainer can modify the inner psychological pattern of the industrial staff or industrial workers?
If it is possible means can able treat behavoural issues of public.

MSK Big Q – Number.6:
Is it possible, to modify the personal skill and inner perception by training?
MSK Big Q – Number.7:
Is it possible, without modification all machine will serve for industrial needs?
MSK Big Q – Number.8:
Is it possible to repair, different machine by same one mechanics?
MSK Big Q – Number.9:
Is it possible to perform same surgery to all people?
MSK Big Q – Number.10:
Is it possible, (game at training session) entrainment can improve the productivity?
MSK Big Q – Number.11:
Is it possible same qualified candidates are same psychological quality?

These are the MSK Big-Q’s for realize the truth.

MSK Industrial Development Psychology

MSK Industrial Development Psychology developed by MSK Life Clinic Foundation to fulfil the complete requirements of Human Capital requirements of Industries by giving the psychological training. To know more about MSK Life Clinic Foundation, kindly visit www.msklifeclinic.com

The therapeutic components of MSK Industrial Development Psychology

1. Industrial and Intuition Policy Analysis
2. Organization Behaviour Analysis
3. Work or Service Productivity and Development Analysis
4. Work Attitude and Working Attitude observational based analysis
5. Quality of Work-Life
6. Performance and Human Error Analysis
7. Psycho-Physic Health Analysis
8. Human Relationship Analysis
9. Human Communication Barrier-Analysis & Effective Communication with Co-workers
10. Top to Bottom Co-ordination & Co-operation Analysis
11. Employee Engagement Analysis with Happiness & Productivity
12. Organizational Culture Defining & Work-Life Balance Analysis
13. Organizational dynamics & Optimize Workplace and Processes
14. Industrial Well-being Development
15. Industrial Cognitive Re-Structuring for Management & Staff
16. Staff & Workers whole family analysis including child behaviouar and education
17. Industrial conflict analysis and de-conflicting
18. Industrial and social stress analysis and de-stressing
19. Industrial Ergonomic and Health Issues Analysis
20. Psychological well-being analysis including dispositional optimism, hypertension, diabetes anxiety and depression, co morbidity and coping strategies.
21. Personal and industrial coping strategies & problems of daily life analysis
22. Industrial demands and decision deriving analysis- maximizing potential utilization
23. Industrial Fatigue and sleep deprivation analysis and therapy
24. Personal de-addiction including digital, mobiles, TV, substance
25. Fatigue and sleep deprivation, Smoking habit
26. Competing responsibilities at work and at home
27. Self-management & collaborative management
28. ADHD symptoms in the work place, manifest as disorganization, failure to meet deadlines, inability to manage workloads, problems following instructions from supervisors, and arguments with co-workers.
29. Problem-Solving and coping skills
30. Goal setting & goal achievement procedure
31. Corporate social responsibility
32. Corporate learning – globalization, coping with increased competition
33. Occupational health, improving verification interactive procedures with safety and well-being
34. Leadership Training- Work motivation and attitudes -strategic change.
35. Trust Building -Trust is crucial to teamwork, and it starts with people knowing each other mutually with team Transparency
36. Analysis for increased absenteeism, reduced production, resolving massive customer complaints on products and services
37. Work factors analysis including ,time pressure, hectic work, and more responsibility, monotonous work, shift work ,work under the threat, psychological stress, responsibility and work overload related sleep disturbances, burn-out syndromes and depression.
38. Industrial People participative management analysis including rigid rules and regulations, Restriction on behaviour, Lack of participation in decision making process, lack of effective communication, emotional distress, lowered self-esteem and job dissatisfaction fear factors.
39. Industrial subjective skill and productivity well-being analysis, including perceived self-efficacy, autonomy its range, lack of competence and recognition of potential ability, un-realizing intellectual potential.
40. Confidence Building, Confidence activity analysis & Team management. Improving attitudes toward hierarchy and authority
41. Therapeutic Time Managements (Time management and mind management)
42. Intra – Interpersonal Relationships development & Management. Reducing differences in perception and viewpoint, Lack of attention, interest, distractions, or irrelevance to the receiver, Passive listening.
43. Supervisory Qualities/EQ/SQ/IQ/superior or inferior skill complex
44. Stress Management & balanced life Management
45. Work tension analysis- Tension/ Indecisiveness/Emotional problems/anxiety/work mistakes/ lack of Initiative Taking Ability/ Restlessness/anger/frequently damaging things
46. Employee Assistance Programs (EAP)
47. Industrial wellness Tourism with outbound learning
48. Industrial lifestyle management
49. Human capital optimization
50. Industrial work system & Office work system designing and developing
51. Learning curve development & modification
52. Store management –internal & external supply chain management

The Psychological components of MSK Human capital industrial program

1. Therapeutic Facilitation
2. Analysis
3. Drama therapy
4. Mind partnership with industry or institution
5. Industry wellness and human capital wellness
6. Total employee child and family care analysis and improvement
7. Wellness tourism
8. Total WE attitude development
9. MSK program is learning instead of training

One-on-One consultation in Industrial Development Psychology

One-on-One consultation Therapy is the Learning Solution developed by Mind Set Knowledge (MSK) in personalized executive format.  MSK therapeutic facilitation with individualized & collective analysis will leads to reorganize their unconscious Mind Set Knowledge to match the real actual organizational (or) intuitions goal. MSK is world of first unconscious knowledge replacement therapy & facilitation Learning.  MSK Life Clinic Foundation had many success stories with this personalized format.

Get Your MSK Industrial Development Psychology

As per MSK Theory, Human capital is most important than money & machine. Corporate people can join in MSK Life Clinic Foundation to get Industrial Development Psychology for their own corporate style.

The most common methods available to join in MSK Life Clinic Foundation are

1. Direct consultation: Those who can come directly to contact the MSK Experts are welcome to MSK Life Clinic Foundation with the pre appointments.
2. Online Consultation: Those who cannot come directly to the MSK Life Clinic Foundation can join the course in online with their mobile phone or laptop.

We welcome you to experience our services! To find out more about us, type ‘MSK Life Clinic Foundation‘ on google.com or click this link. You can find more information about MSK Life Clinic at msklifeclinic.in and YouTube channel named MSK Life TV! Stay tuned to facebook.com/gsexperts to know our services from time to time.

Industrial Development Psychology from MSK Life Clinic Foundation, India.

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