I/O Psychology

R V A ASSOCIATES, INC. P.O. Box 1220, Spokane, WA 99210.

E-mail published@usarvaassociates.us Phone No. 307-509-1041

About this Website' Section

An objective of this website' section is to contribute to greater general knowledge about Industrial and Organizational Psychology, and to further advancement of the profession as a whole, its graduates, practitioners, scientists, faculty, students, and to attract more individuals to explore it and join it as an area of study leader to a career in it. To attain this all-encompassing objective this website provides reports about Industrial and Organizational Psychology as it has developed in The United States of America (U.S.A.).

It is the opinion of the writer of the articles that in order for progress to occur in a field, it requires often to have taken a look at the good and at any gaps in it candidly, and then aided by the scientific method advancements and advents take place generally. With that in mind, the articles provide an insight into strengths, weaknesses and ways to supplement them; thus it may be that they raise interest and creativity into current and yet unseen employment earning-opportunities. Although many of the articles may neither be found in text-books, nor may they be obtained as official statements from Division 14, www.siop.org, of the American Psychological Association www.apa.org, the information and perspective they bring to light could be important to one's career in the profession.

The writer of the articles does not regret his endeavor, pursue and attainment of an academic degree in I/O Psychology coupled with work in many of the functions people can serve in and make money at; the author enhanced this for himself with the addition of formal education in business administration, marketing, sales, management, accounting along with a fortified mind and goal to make the workplace better for all including the organizations he worked for. I/O Psychology is about more than just productivity; productivity without effectiveness is only efficiency. I/O Psychology is about systems at work; their interaction with each other, and about their interaction with humans at work, and vice versa, it is about a better quality of life at work and about a better-return to the employer or company. It works to create an objective win/win R.O.I. (return-on-investment) environment.

It is easy to talk about productivity and easy to attain if we remember that it is not so much about savings for the sake of saying you saved on this or that such and such a dollar amount as it is about the ratio relationship between in-put and out-put. It can usually occur in the two ways.

1) Reduce in-put and sustain output, and

2) Increase in-put and increase output.

Pick an in-put variable(s) and out-put variable(s). For example for a lender the input variable may be the actual money and time they give to banks to lend out via credit cards; I would guess that their output variables might have been the amount a credit card's holder charges to it and the interest they charge for usage or spread-out payment of it beyond grace period. From an accounting angle a credit card's holder use of it within the limits allows the bank and/ or the lender to make such credit card account in their Chart of Accounts an Asset Account as it is a receivable account that they can and will collect money on, but a personal banker will try to make you think that your account is a liability to the bank and an asset to you. However, it is not an asset to you; it is a liability to you under an individual chart of account because you are not another person that you can collect that money from. You owe it to the bank, and that is how come your debt to them is an asset of theirs.

As you see, there are complex systems at play that involve more than just input and output. Similarly with a workplace and I/O Psychology. I/O Psychology is a very comprehensive profession. However, they cannot cover everything a business degree covers and vice-versa. The result is that it may leave many of its graduates with a lack of knowledge about instrumental functional systems in a workplace such as marketing and sales, worker's compensation, accounting, advertising and technology. Thus, leaving a graduate who did not recognize this early on kind of loss at sea without a life-saver and with a few holes in boat when it comes down to selling their ideas to decision makers. Nevertheless, if one knows about this duplicity of a degree in that it can be an asset and a liability circumstantially, one can prepare oneself better with additional education, or at least one would know what to expect and not become shocked by unexpected resistance to recommendations.

Similarly, a banker knows that the same money is an asset and a liability depending from whose chart of account is the amount viewed. Money a bank gets from a lender is a liability of the bank to the lender and thus the bank is an asset to a lender's Chart of Account. The larger the balance on your card within specific parameters the larger of an asset the bank can state that they own. In turn they can leverage that to generate more funds from lenders.

And while it may be that one exchanges dollars for results from others, or provide results for others in exchange for money, which seems simple, the interaction between systems at work that constitute the infrastructure of a business and its employees --let alone clients, customers, suppliers, investors etc.-- is not a simple one. Furthermore, although to increase one's own productivity one may consider to make adjustment to one or another known variable to gain a higher return-on-investment, I/O Psychology in practice takes knowledge of additional variables that one can learn about via a minor in business. The writer is optimistic that an approximate 21 articles contained here will yield additional sun-shine or moon-light to contribute to others smoothing of a semi-paved road provided by a university degree in I/O Psychology.

Six of the 21 articles or reports are suggestive or expository comments on chapters from As A Men Thinketh by James Allen. James Allen we believe was one of the early founders of Psychology prior to its availability in the United States of America. His book regardless of its age remains timely information, which deserves greater consideration than it has received in the U.S.A... It may be that further Study and scientific research of transferable knowledge from James Allen's book into present-day Journals of Psychology inclusive of Journals focused on Industrial and Organizational Psychology would advance the profession further.

Sincerely,

Rom Antony Day, President/Treasurer/Secretary/Director/Corporate Board Officer,

R V A ASSOCIATES, INC.

Character, Common Sense, and Intellect

Clarification of Basic Terms

Definition of the Term First-Class Men

Early Contributor to I/O Psychology, and Management

Essential Functions, and Duties from Various Jobs

First-Class

General Psychology

Group, Pair, or Individual Work

How Industrial and Organizational Psychology Faculty and Students Clear(ed) an Academic Gap -- 3rd. Ed.