Industrial Psychology in the Work Place Essay Example

324). If I incorporated input from fellow employees into the hiring process, it would increase fairness. Lauryn's selection for the job would be likely if this were implemented, benefiting the company. Unfortunately, in the second scenario named "Unfair Hiring," I inform Lauryn that we will not be offering her the position.

Instead of making a different decision, I choose to employ Mike, and it's evident to the audience that we are both enthusiastic and anticipate enjoying our collaboration. However, as soon as Lauryn discovers that Mike has been hired, she becomes enraged. She kicks the door open and begins swearing, yelling and throwing paper around in a fit of anger.

The scene serves to demonstrate that Lauryn's response of anger is a typical reaction in her situation, although not everyone would react similarly. Furthermore, it emphasizes the unfairness of Mike being hired over Lauryn and connects with other scenes in the screenplay. Legal Acts such as The Americans with Disabilities Act (ADA) prohibit employers from discriminatory hiring practices. According to The ADA (1), "individuals with disabilities who are qualified for a job are protected against discrimination based on their disability." Although there was no evidence of discrimination based on disability, Lauryn could argue that gender inequality played a role.

Despite knowing that Mike was turned down because of his strong connection with Lynette, the third scene called "Special Treatment" illustrates how he manages to get a job at her firm and gets preferential treatment from her. Even though he arrives late for work by fifteen minutes, she chooses to ignore it in an indifferent way.

Mike's pay has been increased after only one week of working together, which

may seem generous but actually emphasizes the strong connection between us. This bond motivates me to prioritize Mike's success over others who may be more deserving, despite his lackluster work ethic that includes tardiness and poor performance. The pay raise is a crucial element in the screenplay.

The absence of necessity for improvement due to already receiving raises leads the protagonist to continue acting in the same way. The fourth scene, named "Downsizing," depicts the repercussions of downsizing on terminated employees. Chris showcases his superior work ethic to his boss, Lynette, completing reports for three consecutive weeks in advance. This demonstration of organizational citizenship behavior and prosocial behavior exemplifies behavior that surpasses formal job requirements (Muchinsky 326).

As a consequence of downsizing, some employees had to be let go by the company. Lynette was in a dilemma as she didn't want to terminate her friend Mike. Consequently, she ended up dismissing Chris who was an outstanding employee. In the film Erin Brockovich, initially the law firm declined to employ Erin due to her appearance and inadequate professional experience. Subsequently, they offered her employment but terminated her when they wrongly assumed that she wasn't working during her week-long absence. Similarly unjust like Erin's dismissal was Chris' treatment.

Chris exceeded expectations as an employee and felt betrayed when his perceived agreement with the company was not upheld. This agreement, known as the psychological contract, refers to the unwritten exchange between an employee and organization based on mutual contributions. As it was not a formal agreement, there was no guarantee of specific promises being made. (Muchinsky 328).

Despite his right to be angry, Chris experienced job loss due to downsizing. According to

Muchinsky (334), those with skills specific to the organization and less education suffer greater financial losses. The strain of unemployment can lead to physical symptoms such as headaches, stomach problems, and high blood pressure. In addition, unemployment can result in patterns of learned helplessness, lower feelings of self-worth, and increased depression among those affected (Muchinsky 334).

The fifth scene, labeled "Downsizing Survivor," explores how downsizing impacts remaining employees. The protagonist, Mike, is tasked with an overwhelming amount of assignments and deadlines, reflecting the increased workload placed on surviving personnel. This scene highlights the effects of downsizing on workers, emphasizing the need for employees to take on additional responsibilities to compensate for the loss of coworkers.

This results in Mike becoming fatigued, sleeping while on duty, displaying anti-social behavior, and declining a party invitation. Muchinsky indicates that, while contingent workers may offer increased organizational flexibility and reduced labor costs, there is a cost - employees demonstrate fewer prosocial actions or even engage in antisocial acts (335). The sixth and concluding scene features me observing that no customers are visiting our company, blaming Mike for its downfall, and arguing with him while stating that our friendship is over. The culmination of the sequence is Mike addressing the camera directly and explaining the injustice of his selection over Lauryn.

The admission of feeling remorse for destroying both our friendship and my company is significant as it summarizes the key themes of the screenplay. The various aspects of Industrial Organization psychology, including job analysis, classification, selection, and placement, are showcased in each scene. The hiring of an unqualified individual sparked a chain of issues that serve as the narrative's backbone.

Within

the work referenced Erin Brockovich (2000), issues were identified that included favoritism towards undeserving individuals, the dismissal of valuable employees due to downsizing while underperforming individuals were kept, and the detrimental impact on both a company and a friendship.

The DVD Muchinsky, Paul M. (2003) features Julia Roberts in a performance directed by Steven Soderbergh.

The book "Psychology Applied to Work: an Introduction to Industrial and Organizational Psychology" by Wadsworth Pub Co. and the resource "The ADA: Your Employment Rights as an Individual With a Disability" (2005) from the U.S. both address the application of psychology in the workplace and employment rights for individuals with disabilities.

The website for the Equal Employment Opportunity Commission is http://www.eeoc.gov/facts/ada18.html.