IOPS 311 Assignment 1

Dylan Mugadza
29646375
IOPS 311 Assignment 1
Due Date: 8 March 2019
1
Contents
QUESTION 1.....................................................................................................................2
QUESTION 2.....................................................................................................................3
QUESTION 3.....................................................................................................................4
QUESTION 4.....................................................................................................................5
QUESTION 5.....................................................................................................................6
2
QUESTION 1
The concept of Evidence Based Psychology
According to Briner and Rousseau (2011), Evidence-based practice is defined as a set of

approaches to incorporate evidence into practice decisions. This definition consists of three
aspects which are as follows; firstly, evidence-based practice integrates the coordinates the
professional's ability and external evidence from research. Secondly, it is about trying to obtain
and use the best available evidence even if ultimately determined to be inconsistent or rejected as
irrelevant. Thirdly, it uses systematic reviews to assess all available and relevant evidence rather
than relying on single studies. Rousseau (2009) provides the steps of evidence-based psychology
and they are as follows, develop a question, find the evidence, analyse the evidence, combine the
evidence with your understanding of the client and situation, apply to practice, lastly monitor and
evaluate results.
Evidence based-psychology is relevant to the field of Industrial Psychology on the basis that
certain characteristics it possess apply to Industrial Psychologists. Briefly, I will discuss the
relevance of it to Industrial Psychology. For instance, systematic reviews are produced and
made accessible. Also, articles reporting primary research and traditional literature reviews are
accessible to practitioners, which means that industrial psychologists in practice will have access
to relevant information that they require. Furthermore, there is a demand for evidence-based
practice from clients and customers. This means that clients or customers want proven
information before being in unison.
Evidence based practice incorporates executing the best-known practices into the clinical setting.
It helps maintain a vital link to research therefore, it is evident that similar steps are followed in
Industrial Psychology, which makes evidence-based psychology relevant to the field of Industrial
Psychology.
3
QUESTION 2
Role of the Industrial Psychologist in promoting/advancing evidence based practice
Briner and Rousseau (2011), are of the view that experts and researchers in industrial psychology
research are to a great extent particular networks of intrigue, information, and social links. In
contrast to their view, I believe that in promoting evidence-based practice, it is beneficial in such
circumstances to implement methods for conveying and sharing concepts that serve the interests
of each. Research states that evidence-based practice involves the better use and integration of
evidence and information. When it comes to practitioners’ evidence based practice involves
figuring out a way to acquire and utilise the most effective out the evidence to inform their
decisions and develop effective organisational practices. Evidence-based practice implies careful
basic leadership to structure powerful procedures for repeating and novel choices directors and
different professionals make.
According to (Scottsdale) an industrial psychologist makes use of research by collecting

employee data and analyzing it in order to come up with solutions to a problem. They also make
use of synthetic reviews, which its purpose is to search for, collect, critically appraise, and
consolidate research evidence relevant to the causes and possible solutions to the problem they
are faced with.. Qualitative and quantitative methods are a key factor.
4
QUESTION 3
Case study
Banks Inc. is experiencing high levels of absenteeism and management is not impressed by the
latter, as a result, they hire the services of an industrial psychologist to diagnose and assess the
problem. Thabang an industrial psychologist finds that the roles of the employees are complex
and ambiguous, he also finds out that the amount of pressure they receive from management to
reach deadlines results in them being burnout. Employees must also try to balance the work-
home life which also contributes to their stressful demands on a daily basis. From his research
and diagnosis, Thabang concludes that stress is the main cause of absenteeism in the organisation
and therefore he proposes wellness programs to help remedy the situation.
In such a scenario the industrial psychologist is advised to apply the following steps:
Assess the patient- In this case, ask Thabang questions about the workplace and allow him to
vent.
Ask the question- What is the reason behind the high levels of absenteeism in the workplace?
Acquire the evidence- The reason why absenteeism is high in the company is that the employees
are stressed due to the amount of work pressure and trying to balance the work-home life.
Appraise the evidence- They have to meet deadlines which results in the employees suffering
from burnout.
Return to the patient- Inform Thabang about the research you conducted and explain to him the
information you acquired about high levels of absenteeism. Explain to him your reasoning and
understanding about the problem and suggest solutions that the company can implement.
Evaluate your performance with the performance- Ask Thabang for his honest opinion on what
he thinks of your solutions. Do some self-analysis and rate yourself.
5
QUESTION 4
Role of the Industrial Psychologist in the Fourth Industrial Revolution.
One can easily say that we are entering into the Fourth Industrial Revolution because of the swift
advances in technology. The Fourth Industrial Revolution is dynamical in the sense that it is
changing ways in how individuals work, and the way businesses create value is modernised.
Numerous questions have emerged on how these changes will affect the workers, and the
organisation itself.
According to Ghislieri, C. Molino, M and Cortese, C (2018). Job transformation and automation
are aspects that guide the Fourth Industrial Revolution.
One deals with how job transformation will impact necessities for learning. Competency profile,
considering hard work, soft skills is crucial. In contrast, the expansion of automation poses
questions such as whether the relationship between the workers and technology is evolving, how
might we anticipate that it should influence business and fairness in the future? This question
focuses on the theory outline and approves of satisfactory skills, however, most importantly who
adds to the improvement of information, training, and workplace policies.
Research and interventions is vital towards distinguishing certain policies geared towards
maximising positive effects and limiting negative results. The significance of distinguishing
satisfactory and distinctive measures to adapt to the progressing change is agreed upon.
6
QUESTION 5
What are Brexit and its impact on industrial psychology?
Mueller, B. (2019) suggests that Brexit is the proposed disengagement of the United Kingdom
from the European Union, which entails the change in trading agreements, as well as the ease of
movement around other neighbouring countries in Europe. This now creates a dilemma with
regards to the operation of companies whom are based in the UK and have international relations
in and around Europe, there are major concerns on how this new policy of the Brexit will affect
organisations. This is a situation that would be closely monitored by Industrial Psychologists
especially regarding the impact it has on organisations internally and externally. They will need
to assess the extent of change this will bring to the organisation in terms of the work
environment as well as the financial implications furthermore the external environment which
mostly deals with competition and legislative processes.
7
Reference list
BBC, (20190. Brexit: Your simple guide to the UK leaving the EU. Retrieved from
https://www.bbc.com/news/uk-46318565
Briner, B. & Rousseau, D.M. (2011) Evidence-Based I–O Psychology: Not There Yet. Retrieved
from https://www.researchgate.net/publication/263444899 Evidence-Based I-O Psychology Not
There Yet
Duke, (2018). What is Evidence-Based Practice (EBP)? Retrieved from

https://guides.mclibrary.duke.edu/c.php?g=158201&p=1036021
Mueller, B. (2019) What is Brexit? A Simple Guide to Why it matters and What Happens
Next. Retrieved from https://www.nytimes.com/interactive/2019/world/europe/what-is-
brexit.html
https://www.ukessays.com/essays/nursing/concept-of-evidence-based-practice.php
Scottsdale, B. (n.d.). The Responsibilities of an Organisational and Industrial Psychologist.

Retrieved from https://woman.thenest.com/responsibilities-organizational-industrial-
psychologist-10844.html
Robbins, S. & Judge, T. & Odendaal, A. & Roodt, G. (2017). Organisational Behaviour: Global
and Southern African Perspectives. 3rd Edition. Pearson
Rousseau, D. (2009). I-O Psychologists at the Leading Edge of Evidence-Based Management:

Carnegie Mellon University; Retrieved from http://www.siop.org/tip/jan09rousseau.aspx

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Dylan Mugadza

According to Briner and Rousseau (2011), Evidence-based practice is defined as a set of

According to (Scottsdale) an industrial psychologist makes use of research by collecting

Duke, (2018). What is Evidence-Based Practice (EBP)? Retrieved from

Scottsdale, B. (n.d.). The Responsibilities of an Organisational and Industrial Psychologist.

Rousseau, D. (2009). I-O Psychologists at the Leading Edge of Evidence-Based Management:

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