Although industrial and organizational psychology can be traced back to almost the dawn of psychology, it did not truly become the science it is today until 1964 (Landy & Conte, 2010). The Civil Rights Act of 1964 was “federal legislation prohibiting employment discrimination on the basis of race, color, religion, sex, or national origin” (Landy & Conte, 2010, p. 22). The law, which had a major impact on the workplace, may not have been directly related to I/O psychology, but it appears to have ushered in the modernization of I/O psychology (Landy & Conte, 2010). the changes that occurred in I/O psychology occurred in 1973 (Landy & Conte, 2010). It was then that the word organizational was added to the name Industrial Psychology to become I/O Psychology (Landy & Conte, 2010). This change occurred after it became apparent that it was equally beneficial to study group behavior rather than just individual behavior in the workplace (Landy & Conte, 2010). Our textbook says the name has been altered to emphasize that an individual who is part of an organization will be subject “to a common goal and a common set of operating procedures” (Landy & Conte, 2010, p. 23) . the name may be one of the most obvious changes in I/O psychology, but there have been other changes as well. For example, before the field was modernized, great emphasis was placed on mental ability tests (Landy & Conte, 2010). Currently, instead of being the main focus, they are now seen as just one of many things considered important by I/O psychologists. A second example is that the individual branches of industrial psychology saw themselves as separate entities and were perhaps competing rather than working together toward the same goal (Landy & Conte, 2010). Fortunately, individual sectors now understand the importance of working together and have changed their views regarding work behavior and adopted a systemic view (Landy & Conte, 2010). This modified perspective recognizes that there are multiple variables that impact observed behavior in the workplace (Landy & Conte, 2010). One challenge that is affecting today's workplace that could be addressed by I/O psychologists involves older adults and technology. which seems to be constantly advancing. Seniors are retiring later than in the past, which may be linked to the economy as well as other factors.