Neuroscience, Leadership, and Motivation in Industrial Psychology
Neurons: The Nervous System’s Building Blocks
The neuron is the basic unit of the nervous system, transmitting information through synapses. Neurons are classified as:
- Monopolar: Single input/output pathway (spinal cord).
- Bipolar: Two-way input-output pathway.
- Multipolar: Multiple input/output pathways.
A synapse is the connection between neurons where information is transmitted. An action potential is an electrical impulse traveling along the cell membrane.
The Nervous and Endocrine Systems
The nervous system comprises cells (neurons) connected to organs, muscles, and glands, producing behaviors. Key features include motor movements, sensory experiences, and intellectual memories. It’s divided into the peripheral and central nervous systems.
The endocrine system consists of organs and tissues releasing hormones. Hormones are glandular secretions that excite, inhibit, or stimulate organs. Glands are endocrine organs, categorized as:
- Ductless (Endocrine) Glands: Release hormones directly into the bloodstream.
- Exocrine Glands: Release hormones onto skin tissues.
Industrial Psychology Fundamentals
Leadership
Industrial psychology studies individual behavior in industry. Leadership is interpersonal influence used to achieve goals through communication. Types of leadership include:
- Autocracy: Strict, arbitrary rule.
- Democracy: Fair and considerate.
- Anarchy: Lack of direction.
- Paternalistic: Parental style.
Group discussion is a meeting to reach agreements through idea exchange (coordinator, secretary, observer).
Performance
Performance refers to activities done under certain conditions to measure abilities. Workers distinguish skills. Performance measures include:
- Production Quantity: Accepted quantity, loss amount.
- Qualities: Category rating scales.
A psychogram analyzes performance based on required job skills. The halo effect refers to biases affecting individual evaluation.
Training
Training is the process of acquiring job-related skills and knowledge. Objectives define the aim of training. Types of training include inbox exercises, administrative games, and development task teams.
Labor and Learning
Labor is human activity applied to production (skilled and unskilled). Learning is behavior modification from experience. Types of learning include:
- Associative Learning: Linking experiences.
- Focused Learning: Connecting experiences purposefully.
Education encompasses skills, accuracy, and company loyalty. Apprenticeship is selective associative learning training. Training methods include weeklies, audiovisuals, demonstrations, lectures, simulations, case studies, teaching, role-playing, and linear programs.
Motivation in the Workplace
Motivation is a series of individual processes encouraging conduct for personal or group gain. It involves:
- Reason: What drives a person to act.
- Impulse: Force that moves something.
- Desire: Incites action and gives direction.
- Need: Physiological state stimulating action (physiological, security, social, esteem, self-realization, acquired).
- Incentive: Object or event affecting behavior.
Types of Incentives:
- Royalties: Meeting needs by achieving goals.
- Substitutes: Avoiding real issues.
- Positive/Negative Punishment: Modifying behavior.
Incentives can be based on production quantity, managerial profitability, sales performance, or organizational cooperation.
Types of Motivation:
- Extrinsic Motivation: Driven by external factors (money, objects).
- Intrinsic Motivation: Action is its own reward.
- Opposite-Intentioned Motivation: Force exerted in opposition.
Motivation is applied intentionally to make a difference. A motivational model suggests behavior responds to stimuli associated with disequilibrium, aiming to achieve a satisfying incentive or goal.
Motivational Complexities:
- Identify the reason.
- Set the ground.
- Recognize individual differences.
- Understand the nature of changes.