In case you didn’t know, I have been studying Industrial-Organizational Psychology since December 2020 at Purdue University Global. I made the choice to study I-O Psychology based on a few different factors:

  1. I took an extensive battery of personality and aptitude tests,
  2. As an Operator on the Predictive Index and as a Restorative Individualist from the StrengthsFinder, I have a keen interest in team performance and the motivations of individuals,
  3. I interviewed a successful businessman who told me in a podcast that business and marketing are simply applied psychology.

As I’ve stated in earlier posts, I’m taking a hiatus from school because the next class in my sequence has no professor available, thus giving me an unwanted but still appreciated 10 weeks away from school. It’s during this time that I’m dedicating some time and energy into these blog posts and doing some personal and professional improvement through classes and coaching and potentially a certification.

Colleagues at School

Purdue has a vast and supportive network of alumni. That is certainly one of the attractive qualities of the program. Recently, I’ve been able to connect with some of my classmates on LinkedIn. I think one of the main reasons why I feel so connected to the school and can develop relationships with my classmates and professors is that we share the same “why” in what we are doing – we want to make the future of work a better

I-O Psychology started with the study of human behavior as it relates to the ability to perform jobs. Aptitude, cognition, personality, and other facets of people on the “industrial” side of I-O have been researched and the results have provided applications to aid in selection, performance improvements, training needs, and termination decisions.

The “organizational” part of this discipline of psychology deals more with motivations, worker satisfaction, team building, and other elements which foster organizational citizenship behaviors (OCBs) and reduce counterproductive work behaviors (CWBs).

Kindred Spirits in I-O

In our seminars, in our discussions, and through our personal interactions on social media, I’ve come to know that my classmates, like myself, seek to transform stagnant organizations into more productive, and more cohesive workplaces where people feel they belong and where they feel they have impact. At the same time, our goal is to maximize performance through the people who make things happen.

Personally, I also feel that it’s important to know the personas and, thus, the psychological makeup of the customers and patrons of these businesses and nonprofit organizations. Many of the same principles which foster better cohesiveness and communication among workgroups may also be applied to how we develop relationships with those whom we serve.

In any case, I believe the future looks bright with this new batch of soon-to-be I-O Psychology practitioners who will serve as consultants, managers, researchers, and/or professors.