...Applying Organizational Psychology Rebecca Rafferty PSYCH/570 Dr. Moore November 4, 2013 Applying Organizational Psychology When we as individuals begin searching for employment within any organization or company the application of organizational psychology is initiated. This process can be both demanding and overwhelming for not only the individual but companies as well. For any person seeking employment they are often looking for the best company that will fulfill their needs and the same applies to the organization. Companies are searching for the right individual to fit the position within the organization. Starting with the recruitment and hiring process, to the first day of work the principles of organizational psychology are important within any organization. The purpose of this paper is to assess the recruitment process from the perspectives of both an organization and applicant, explain how the principles of organizational psychology can be used in the recruitment process, discuss the concept of organizational socialization and examine how the principles of organizational psychology can be applied to organizational socialization. The Recruitment Process Organizational Perspective The concept behind the recruitment process is to assemble a sizeable group of qualified applicants for a potential job. This process allows an organization to evaluate which potential applicants will be the best fit for the company, has the most potential to become successful within...
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...Industrial/Organizational Psychology Pamela Groves PSY/435 January 7, 2012 Frank Del Grosso Jr. Industrial/Organizational Psychology The paper will examine the evolution of the field of industrial/organizational psychology, and how industrial/organizational psychology is different from other disciplines in psychology. Industrial/organization psychology can be used in organizations and it focuses on the employees performance and how to make it better. The report will include the role of research and statistics in I/O psychology. The evolution of I/O psychology started in the twentieth century. Industrial and organizational psychology states; “I/O psychology is a twentieth century invention, with roots in the late 1800s and early 1900s. It has existed almost from the beginning of the psychology field.” Experimental psychologists were interested in applying I/O work to organizations. The problems that were associated with I/O were job performance and efficiency in the work place. Hugo M’unsterburg and Water Dill Scott were the two psychologists that were the founders of the field (Spector, 2008). The first text book about I/O psychology was published in 1913 (Spector, 2008). I/O psychologists focus on more of the way tasks are done on a job, and give certain types of test to each person to find out which person is better for the job. I/O psychologist seems to be interested in picking what tasks can be improved on the job. There was a group of Psychologist who help boost...
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...Applying Organizational Psychology Organizational psychology utilizes scientific methodology to get a better understanding of people behavior who works in organizational settings. Organizational psychology has principles to help employees understand the behavior of the people working in organizational settings (Jex & Britt, 2008). The knowledge obtained from organizational psychology helps organizations to become more effective. Organizations are defined through defining characteristics, behavior patterns, and structures imposed on the perspective applicants. This paper will contain discussion of these principles within the recruitment process from both organizational and applicant perspectives along with how organizational psychology principles is used in the recruitment process, organizational socialization concept, and applying organizational psychology to organizational socialization. This paper gives personal insights of how they relate to work experiences. Organizational and Applicant Perspective of Recruitment Process According to Taylor and Bergmann (2006), organization’s recruitment process is toward green production. Employees and organization receive benefits that attract ideal employees because organizational recruitment has affected the reactions applicants have towards organizations and the job attributes associated with the positions such as salary and organizations locations. Organizational perspective of the recruitment process is that behavior...
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...Organizational Behavior in Team Enron By working together, each member of Team Enron had the opportunity to experience several factors that had an impact on our organizational behavior. All factors had both positive and negative affects, however, the behavior of each team member contributed greatly to the completion of our group project. There were positive and negative aspects that affected our job performance, our commitment, and lastly, our satisfaction. Before discussing the 3 areas of organizational behavior that were affected most, it’s important to understand the kind of team we were throughout the semester and how that had an impact on our productivity. Team Enron is considered to be a “Project Team.” According to our textbook Organizational Behavior, project teams are formed to take on “one time” tasks that are generally complex and require a lot of input from members with different types of training and expertise. The life span of our team is only the duration of the semester (4 months) and the project required moderate member involvement. At the beginning of the semester, we met as a group to discuss the process required to complete the project. We assigned each other an even amount of tasks in order to facilitate the research needed. As a group, we had high task interdependence. Task interdependence means the degree to which we interact and rely on each other for information, materials, and resources needed to accomplish our work. From there, we coordinated effectively...
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...to the success of any organization. Today’s individuals are looking for more than a job; they are searching for a career that will challenge them, allowing them to grow and progress within the organization. They need a sense of accomplishment while allowing the flexibility to be creative. It is these employees who find satisfaction in their positions. They are more productive, efficient, and effective; contributing to success of the company. The purpose of this paper is to define job satisfaction and its affect within the workplace. It will explain the impact that organizational socialization has on job satisfaction as well as providing an example of how an organization can use organizational socialization to positively impact job satisfaction. Finally, it will describe the relationship between organizational commitment and job satisfaction as well as providing an example of how an organization can use organizational commitment to positively impact job satisfaction. Define Job Satisfaction Employees who are happy and content at work are satisfied with their job. Employers are placing more emphasis on employee job satisfaction. Employees who are satisfied with their job have better retention, camaraderie with fellow staff members, and produce a higher quality of work. A few attributes help to achieve job satisfaction these include attitude, benefits, promotional opportunities, management style, family balance, and interpersonal relationships between employees. The...
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...Organizational Psychology Paper Dana Martinez Organizational Psychology /428 August 9, 2010 Antonio Borrello Abstract Everything we in life has a tremendous impact on the way we behave, from the kind of foods we eat, the cars we drive, to the roof over our heads. Organizational psychology is described as a field that utilizes scientific methodology to better understand individuals working in organizational settings (University of Phoenix 2008). The use of organizational psychologist is designed to help the organization function more effectively. There are several benefits from an effective organization. This paper will not only define organizational psychology, but will also explore the role of research and statistics in organizational psychology and describe how organizational psychology can be used in organizations. Organizational Psychology Organizational psychology is the scientific study of individual and group behavior in formal organizational settings (University of Phoenix 2008).To further this definition, psychology alone focuses on individual behavior. Organizations will fall apart if they would allow its employees to do their own thing and not have structure. Organizational psychology is a must in all organizations. Without organizational psychology, employees will be allowed to do their own thing without being aware of the behavior of their co-workers. Organizational psychology is mostly focused on group-type settings, most commonly in offices and workplace...
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...Industrial/Organizational Psychology 1 Industrial/Organizational Psychology Crystal Bell PSY/435 Instructor: Dr. Simone Senhouse University of Phoenix June 16, 2012 Industrial/Organizational Psychology 2 Industrial/Organizational Psychology In the mead of a strike and management, psychology has studies ever since infancy in psychology itself (Spector, 2008). In the start, Industrial and organizational psychology was completely worried with the strike side of the mead in which concentrated on the organizational features of trade and highlighted individual resources- as contradicted to the management side, in which is worried with the reform of work conditions of the workforce, still, as the mead has expanded over the years, it was brought to contain the full bands of colour of the industry and management. Therefore, Industrial and organizational psychology was explained as, “a related which is distressed with the growth and a formal request of experimental principles to the workforce.” (Spector, 2008, p.5). on the empirical level, the ambition of the industrial and organizational psychology is to, “ ameliorate the grade of the surrounding for the workers, as well as to raise the successfulness and methodically of the worker’s behavior in that surrounding” (Barnes-Holmes et, al., 2006, p.56). The concise distinctness and practical action of applying something...
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...What is Organization Psychology? Anissa Michaud PSYCH/570 November 07, 2014 Michelle Seyfarth What is Organization Psychology? A growing psychology for industries seeking a scientific approach to his or her business, will outreach for organizational psychologists. Organizational psychology refers to a person or group of behaviors as a whole among particular organizational settings (Jex & Britt, 2008). Jex & Britt (2008) discuss patterns of behavior are influences from a structured environment such as a person employment. How organizational psychology works by scientific studies with collection of data. The data can come from individual behavior or systematic levels of grouping common behaviors (Jex & Britt, 2008). Some types of organizations have a formal or informal organization. A continuity among employees is a setting of forma organizations and an informal organization is less explicit about the purpose (Jex & Britt). This paper will breakdown all the information pertaining to organizational psychology. This includes the evolution, a couple of disciplines with association to organizational psychology, and roles for the research/ data collection. Evolution Industrial organization psychology begins in the 20th century. Topics of investigation for this scientific study were skill acquisition and personnel selection (Jex & Britt, 2008). This advancement gave industries a platform to formulating better hiring of employees through simple questionnaires...
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...industrial/organizational psychology. Explain how industrial/organizational psychology is different from other disciplines of psychology. Discuss how industrial/organization psychology can be used in organizations. Explain the role of research and statistics in industrial/organizational psychology. Industrial/Organizational Psychology Industrial/Organizational Psychology Define Industrial/Organizational Psychology A simple definition of Industrial/Organizational (I/O) Psychology would be, a branch of psychology that focuses on workplace behavior and focuses on ways to keep employees happy and motivated (www.ehow.com). The more appropriate definition, however, would include that I/O psychology applies proven methods that organizations find of value and are concerned with the workplace environment and therefore deals with anyone who has ever held a job or has been in a career (Spector, 2008, p. 5). Describe the Evolution of the Field of I/O Psychology Two psychologists are credited with being the main founders of I/O psychology; Hugo Munsterberg and Walter Dill Scott. Both men were experimental psychologists and university professors who became involved in applying psychology to problems of organizations (Spector, 2008, p. 10). I/O psychology is considered a twentieth century invention according to Spector (p. 9) and it has existed almost from the beginning of the psychology field (Spector, 2008, p. 9). Major milestones in the evolution of I/O psychology include...
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...Job analysis is the important process of identifying the content of a job in terms of activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian Moller Gilbreth in the early 20th century.[1] Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. Essentially, job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. The process of job analysis involves the analyst describing the duties of the incumbent, then the nature and conditions of work, and finally some basic qualifications. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job.[2]The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis.[3] Job analysis is crucial for first, helping individuals...
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......................................3 2.1 Objective career success ........................................................................................3 2.2 Subjective career success.......................................................................................4 2.2.1 2.2.2 3 Self-referent subjective success ..........................................................................4 Other-referent subjective success .......................................................................6 Conclusion ......................................................................................................................7 2 1 Introduction While traditionally a career was confined to advancing in organizational hierarchies the focus nowadays lays on objective and subjective aspects. Moreover, within boundaryless careers individuals not only strive for climbing up the ladder but rather for a life career including satisfaction within their professional and private sphere. Despite the fact that the literature on careers has not found a common ground to define and operationalize career success (Abele-Brehm and Stief, 2004; Dette, Abele and Renner, 2004), the objective/subjective dichotomy is widely accepted in the career literature (Abele-Brehm and Stief, 2004; Abele and Spurk, 2009b). While objective career measures are neutral and measurement does not highly...
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...Impact of Job Satisfaction on Business Productivity Table of Contents Chapter 1: Breadth Component 3 Conceptual Framework of Employee Engagement in Organizations 4 The Theory of Values: Employee Personal Values, and Business Values 4 Three-Dimensional Approach of Organizational Commitment 6 Summary 7 Chapter 2 - Depth Component 8 Person-Job Fit 8 Person-Organization Fit 9 Relationship between Person-Job Fit, Person-Organization Fit, and Work Engagement 10 Conclusions 12 Chapter 3- Application Component 13 Chapter 4- Initiative 16 References 20 Certification Statement 25 Chapter 1: Breadth Component Employee relations covers all types of interactions among employees such as union efforts, interpersonal, and group relationships. The purpose of employment relations it to deal with the employees that are employed by the companies and the issues arising from their employment. Acquiring, developing, maintaining, and motivating staff are all aspects that are covered by the employment relations area. Employment relations are necessary as the employee is the most important part of a business and any troubles that affect employees do affect the business as well. Since the end of 2008 the economic downturn has affected many countries and it has aggravated the crisis of confidence towards the institutions and also in the field of business. Employees have been seeking their trust and, therefore, their commitment to more solid and stable companies (Cohen...
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...Research into Action A Publication of the Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems. Previous Professional Practice Series volumes include: ...
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...[Pick the date] [Pick the date] Business Psychology Individual Assignment Business Psychology Individual Assignment Prepared by – Dashny Sarvaloganayagan Lecturer – W.M.S. Rambadagalla Unit code – F/601/1027 Batch No – 13 Edexcel No – GI 18931 American College of Higher Education, Kandy Prepared by – Dashny Sarvaloganayagan Lecturer – W.M.S. Rambadagalla Unit code – F/601/1027 Batch No – 13 Edexcel No – GI 18931 American College of Higher Education, Kandy Contents Plagiarism Acknowledgement Introduction 1.1 Major theoretical approaches 1.2 Assess the contribution of a scientific approach to investigating workplace behaviour 1.3 Assess strength & limitations of qualitative & quantitative approaches to understand the workplace behaviour 2.1 Describe the type of individual differences which have been the subject of assessment 2.2 Assess the usefulness of psychometric instruments with particular references to reliability and validity 2.3 Make justified communications for the use of two types of measures of individual differences in making business decisions 3.1 Use the theory to explain human reactions to change 3.2 Make justified recommendations for implementing change in selected organization 3.3 Make justified...
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...Industrial Organization Psychology By: Christy Whitworth PSY/ 435 May 28, 2012 Frank Del Grosso Jr. Industrial Organizational Psychology Industrial/Organizational psychology (I/O) psychology is a branch of psychology of which places focus upon workplace behaviors, ways upon which an employer can retrain happy employees, motivated employees and increase employee productivity. A more accurate definition would include that I/O psychology applies to time proven methods that organizations place value and have true concerns upon the work place environment, dealing with anyone who has ever been employed, held a held a job for a significant period of time, or career (Spector, 2008). Describe the Evolution of the Field of I/O Psychology According to McMillan, Stevens, and Kelloway (2009), “Almost every account of the development of Industrial/ Organizational (I/O) psychology in the United States emphasizes the formative influence of the military and military requirements particularly during the World Wars it is cited as the catalyst that brought I/O psychology out of the closet of academia.” (pg. 283) The history of I/O psychology has two individuals credited with the start of the field, Hugo Munsterberg and Walter Dill Scott. Both Munsterberg and Scott were experimental psychologist, and university professors whom became involved with the application of psychology to problems within organizations (Spector, 2008). By Spector’s account I/O psychology is a twentieth century...
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