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Yemelyan Romanov
Yemelyan Romanov

Principles Of Organizational Psychology Extra Quality



It is essentially the study of workers and the workplace environment with the aim of improving performance through efficient utilization of human capital. It involves the application of principles and theories in psychology to explore interactions between people who fall through the structure of an organization. Organizational psychology is practiced in the processes of recruitment, on-the-job training, personnel competency assessment and organizational communication systems (Doyle, 2004).




principles of organizational psychology



The turn of the twentieth century saw the idea become formally conceived by scholars of the time such as Walter Dill Scott who encouraged business leaders in Chicago to employ elements of psychology in advertising and marketing.


Hugo Munsterberg added the scientific taste to it by applying psychological discoveries derived from experiments in laboratories to the industrial environment. From that early period to the present day, theory, practice and research in organizational psychology have experienced tremendous growth (Doyle, 2004).


Research and statistics have definitive roles in organizational psychology. Research is used to lay credence to any practice through scientific evidence accumulated and analyzed using statistical tools. In the process of collecting potential data used by organizational psychologists to formulate policies, researchers need to be fully aware of statistical concerns that determine the validity of their findings.


Techniques in psychology need to be based on real-life examples in order to have meaning that can subsequently be applied to real-life situations; these examples are collected through statistical processes. Psychological theories derived from analyzed evidence are more effective in the workplace (Aamodt, 2009).


Indicators of job performance and stress levels among employees are based on the accuracy and reliability of statistics collected in an organization; facilitating the need for proper and accurate statistical methods for the efficacy of organizational psychology to be realized.


There are several ways through which organizational psychology can be used for the ultimate goal of enhancing productivity in an organization. Derived from and based on collected and analyzed data, it can be used to formulate policies, create procedures and institute structures that foster growth.


The basic tenets of organizational psychology can be used by the top management in an organization to motivate and inspire workers. Through letting them in on the importance of their work, workers get a sense of value for their contribution to the growth of the organization which stimulates hard work.


Demonstrating confidence in the capability of employees to perform specified duties can just be the drive needed for them to accomplish tasks satisfactorily. Individual talks with workers to evaluate their experiences in the workplace may also turn the negatives of challenges into resounding positives. On the overall, organizational psychology is important for any organization that needs to grow beyond the conventional reach of traditional growth strategies.


Why some teams work more effectively than others is one of the questions studied by organizational psychologists. As a small business owner, you need to recruit employees who blend into and enhance your workplace, and there is less room for error in your smaller workforce. Organizational psychological principles help you identify ideal candidates, create an appealing workplace to attract and retain employees and maximize your recruitment efforts with effective outreach and interview strategies.


Think about the type of employee you need. A toy store might need friendly, playful employees willing to share an enjoyment of toys with the customers. A tax preparation service, on the other hand, requires more professional, businesslike employees. Organizational psychological principles help you identify which qualities are the most important and what educational degrees are most likely to attract people with the personalities you seek. In addition, they help you choose compatible people without becoming discriminatory.


Once you've identified your ideal candidate, use organizational psychological principles to help you understand your management style, organizational culture and employee needs to begin your recruitment efforts. Outreach and recruitment efforts might start with recommendations for trusted associates and expand into local colleges. Organizational psychological principles help you determine which university programs are likely to attract students compatible with your business and also what elements of the job to focus on when presenting your opportunity. For example, long hours are not likely to be attractive, but opportunities for creativity might be.


It can be difficult to interviews to gain the information you need and excite prospective employees about working for you. Organizational psychology helps you formulate the right questions and organize your interview effectively. The principles of organizational psychology help you focus your interview on personality strengths needed for your team while avoiding questions that suggest stereotyping. For example, if you have a trendy clothing store targeting teens, you want salespeople that can connect with your customers. If an older woman applies for the job, you need determine how she would connect with your young customers without offending her or appearing to discriminate based on age.


Recruitment involves not only identifying potential employees, but also offering them attractive employment. Small businesses often cannot offer the extensive benefits that larger corporations provide, but they can provide other, more valuable perks. Organizational psychology looks at what perks are most important to different types of employees and applies them to create enticing offers. For example, the creation of a family-friendly workplace, where employees can attend school functions and take care of sick children without fear, might be essential for the mothers you'd like to hire in your baby gear store.


I/O psychology is the scientific study of human behavior in the workplace. It focuses on assessing individual, group and organizational dynamics and using that research to identify solutions to problems that improve the well-being and performance of an organization and its employees.


I/O psychologists are experts in the design, implementation and analysis of psychological research. They apply their findings in a variety of ways to help solve human and organizational problems in the workplace such as:


Find out what it takes to become an I/O psychologist Industrial and organizational (I/O) psychologists focus on the behavior of employees in the workplace. They apply psychological principles and research methods to improve the overall work environment, including performance, communication, professional satisfaction and safety.


The specialty of industrial-organizational psychology (also called I/O psychology) is characterized by the scientific study of human behavior in organizations and the work place. The specialty focuses on deriving principles of individual, group and organizational behavior and applying this knowledge to the solution of problems at work.


Specialized knowledge and training in the science of behavior in the workplace requires in-depth knowledge of organizational development, attitudes, career development, decision theory, human performance and human factors, consumer behavior, small group theory and process, criterion theory and development, job and task analysis and individual assessment. In addition, the specialty of industrial-organizational psychology requires knowledge of ethical considerations as well as statutory, administrative, and case law and executive orders as related to activities in the workplace.


The specialty of Industrial Organizational Psychology addresses issues of recruitment, selection and placement, training and development, performance measurement, workplace motivation and reward systems, quality of work life, structure of work and human factors, organizational development and consumer behavior.


The distinct focus of I/O psychology is on human behavior in work settings. Therefore, the populations affected by the practice of I/O psychology include individuals in and applicants to business, industry, labor, public (including non-profit), academic, community and health organizations.


I/O Psychologists are scientist-practitioners who have expertise in the design, execution and interpretation of research in psychology and who apply their findings to help address human and organizational problems in the context of organized work. I/O psychologists:


Industrial-organizational psychology is the study and application of psychological concepts and practices to a company or organization and its workforce. In practical terms, that means industrial-organizational psychologists help companies maximize their efficiency by improving hiring and promotion strategies, training and development, employee motivation programs and much more.


Essentially, industrial-organizational psychologists can help businesses recruit and hire the right people, help develop training and development programs to improve employee performance and create incentives and organizational structures, so employees are happier and more productive at the job and maintain work-life balance.


SIOP conducted a case study as a way to illustrate how the principles of industrial-organizational psychology can impact a business. It describes some of the challenges the automotive parts chain Advance Auto Parts encountered at its nationwide network of 9 distribution centers and more than 3,000 retail stores (SIOP PDF Source).


Industrial-organizational psychologists were able to design an online assessment that evaluated potential hires for key traits, including attention to detail and adaptability, among other factors. Once fully implemented, supervisors ranked new employees who scored well on the assessment as more effective employees, and the system was credited with: 041b061a72


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