...Organizational Psychology Kevin Reynolds PSY/428 May 29, 2012 Dr. Jeff Dunlap Organizational Psychology Government agencies, corporations, for-profit, and not-for-profit organizations are all composed of individuals making a larger, whole organization. Several factors can influence an individual, and the organization. Stress, working conditions, and external factors such as work-life balance influence an organization. Organizational Psychologists offer organizations ideas in the area of work environment conditions, work-life balance, and production improvements by using available methods of analysis and research. Organizational Psychology is "a field that utilizes scientific methodology to better understands the behavior of individuals working in organizational settings” (Jex & Britt, 2008 p.1). Organizational psychology concentrates on the human aspect of the working environment. Using research, surveys and interviewing, organization psychology will allow the psychologist to suggest process improvements and other ways to improve workplace conditions. Similar concentration of study will affect and can also improve production efficiencies. Organizational psychologists study and report on employee behaviors. Organizational psychologist will offer suggestions for improvements with the goal of influencing positive production, employee morale, and increase in profits. Research and Statistics Psychologist will use research and statistical exploration to develop theories...
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...Success of Training Programs Evaluating any training programs is done in five steps. The first step is to set the criteria for the evaluation. Training-level criteria and performance level criteria are both important in evaluating training methods. The next step in evaluating a training program is to choose a design. A common design used is the pretest-posttest design. Trainees are evaluated before training and again after training. This design is a way to measure how much was gained from the training. The next step in successfully evaluating a training program is to choose the measures of the criteria. The particular criteria would determine appropriate measures. The final steps of successfully evaluating a training program are to collect the necessary data and analyze and interpret the data. If the first four steps are done correct and thoroughly one will be able to reach a conclusion about the effectiveness of the training program (Spector, 2008). The selection and training of employees is an important aspect for organizations. For example: if a relative had to have surgery and the doctor conducting the surgery was not properly trained, that relative and his or her family would want a trained surgeon to do the surgery. As a consumer the most qualified person for a position would be the right way to go, but there are also other aspects like personality, sociability, and skill levels. The health of an organization, their employees, and consumers in the area are also...
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...Organizational Psychology? Beyounka Bonner PSYCH 570 March 2, 2014 Dr. Vicki Koenig What is Organizational Psychology? According to Britt and Jex (2008), organizational psychology is grounded in scientifically studying one’s behavior and interactions that one has within the workplace, as well as other organizations. Organizational psychology has an extreme effect on a company’s success rate; it has an impact on a company’s work performance, gratification, security, healthiness, and overall well-being of a company’s employees. Research on employee’s behaviors and assertiveness, methods on how improvements can be made to the company’s hiring process, training programs, and managerial coordination are all conducted by organizational psychologists. Organizational psychologists assist organizations in transitioning through different times of adjustments, growth, and developments. There are many factors that may influence the way in which one behaves in an organization, such as, the structure of an organization, societal norms, managing styles, and the expectation of different roles. Although the field of organizational psychology is indebted to the study of organizations that are formal, it is not to say that the organization will always be one that is a business or that is one for profit; which is a common misconception about this field (Britt & Jex, 2008). This essay will explore the field of organizational psychology. Evolution of Organizational Psychology The...
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...Organizational psychology is just one of the many practice areas of the much larger domain, psychology. Both organizational psychology and its overarching study, psychology are rooted in science and use scientific data to help them find, diagnose and fix problems. Although both organizational psychology and general psychology diagnose and solve problems, their practice areas and methodologies are very different. General psychology focuses on psychological disorders and helping individuals in their personal lives. Organizational psychologists are not trained to diagnose psychological disorders. Organizational psychologists focus their attention on individuals as a larger group, generally found in the workplace. The objective of an organizational psychologist’s work is usually to help an organization become more effective. Just as organizational psychology is a subfield of psychology, it is also a subfield of the broader field of industrial-organizational psychology, or I/O psychology. According to “Industrial and Organizational Psychology” (2014), “Industrial/Organizational (I/O) psychology is both the study of behavior in organizational work settings and the application of the methods, facts, and principles of psychology to individuals and groups in organizational and work settings” (para. 1). I/O psychology combines two major divisions: industrial psychology and organizational psychology (Huelsman, 2008). Industrial psychology could be considered psychology for human resources...
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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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...Organizational Socialization and Job Satisfaction Organizational Socialization and Job Satisfaction Productive behavior versus counterproductive behavior in the workplace is an important concern for any organization. Productive behavior is seen by an employer as work that contributes positively to the goals of the organization, according to Campbell (1990). Once an employee reaches points were they are comfortable in his or her job they usually begin to positiv contribute to the organization. Counterproductive behavior is defined as any behavior that goes against the main company goals. A general goal for any business is profitability; however, there are other areas such as customer service which is affected by counterproductive behaviors. Organizational psychologists have devoted considerable time to the study of productive behavior and counterproductive behaviors in organizations. Job performance has been measured by organizational psychologist to understand predictors of an employee excelling versus failing at work. Behavior is a combination of the characteristics of the individual as well as environmental factors. These same factors, individual characteristics, and environment, contribute to counterproductive behaviors as well. Socialization occurs during the time an employee learns to do his or her job, and gets along with other employees in the workplace. All organizations have politics, or un-written rules that define behavior of employees within the organization...
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...Director, of the Applied Psychology and Organizational Research Group at Wayne State University; President, Polaris Assessment Systems. Through the interview and some extensive research this summation will provide understanding of the Industrial/Organizational Psychology Specialization and what makes a person successful in the field. Indusial Organizational Psychology Dr. John Arnold Dr. Arnold has over 20 years of consulting experience, primarily in the areas of personnel selection and classification, assessment center design and development, and organizational research. Having directed numerous projects with a U.S., as well as international scope, Dr. Arnold is a recognized expert by many of the Fortune 500. A sample of private-sector clients include: Abbott Laboratories, AT&T, Chrysler, Ford Motor Company, General Motors, Harley Davidson, Motorola, Pizza Hut, Spherion Corporation, Starwood Hotels and Resorts (Westins, Sheratons, etc.), and Taco Bell. More recently, Dr. Arnold has focused his expertise developed in the private sector on issues involved in pre-employment in the educational arena. Dr. Arnold holds a Ph.D. in Industrial/Organizational Psychology from Bowling Green StateUniversity. He is an active member of the American Psychological Association, the Society for Industrial and Organizational Psychology, and the Society for Human Resource Management and has twice served as the President of the Michigan Association of Industrial/Organizational Psychologists...
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...ORGANIZATIONAL PSYCHOLOGY Organizational psychology also known as industrial psychology is “the scientific study of employees, workplaces, and organizations. Industrial–organizational psychologists contribute to an organization's success by improving the performance and well-being of its people”. Industrial/organization(I/O) psychology both work together to help the success of an organization, however; industrial psychology focuses on recruitment, performance, and training, organizational part focuses on group performance, leadership, and motivation. Research is important for organizational psychology. Evidence based practice be used along with collecting data to provide real life examples of how real life works. Theories and research are used in work and non work groups, this helps one another interact better so that later both can also work well together. Organizational psychologist also practice scientific-practitioner model to help create a foundation of research and techniques to help solve problems within an organization. Organizational psychology is not a science to many although it may involve research and theory and evidence. “How organizational psychology can be used; organizational psychology can be applied in a multitude of ways, for example, to analyze individual personality variables and career interests. Evaluate prospective employees as well as train, develop and evaluate the job performance of current employees. Study how work conditions affect aspects...
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...Discussion Paper 02-2011 Measurement of Objective and Subjective Career Success Beate Cesinger Stiftungslehrstuhl für Unternehmensgründungen und Unternehmertum (Entrepreneurship) an der Universität Hohenheim 1 Introduction .....................................................................................................................3 2 Career Success and measurement therof .......................................................................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...
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...Organizational psychology has become a prominent necessity within companies all over the world, regardless of size. With the growing number of competitors providing similar services and stressful expectations of continued success, this position proves time and again to be one of crucial significance. Organizational Psychologists offer a corporation unbiased, fresh ideas in the area of improvement and advancement using various methods of analysis and research. This essay will define the use of organizational psychology; the role of research and statistics in this form of psychology; and the many uses of organizational psychology within the workplace. Definition of Organizational Psychology According to Jex (2008), organizational psychology is a field that utilizes scientific methodology to better understand the behavior of individuals working in organizational settings (p. 1). Organizational psychology spotlights specific conduct and behaviors employees exhibit on the job; particularly ones in need of intervention or improvement, and offers plans of action with the goal of encouraging positive workplace morale. This type of psychology concentrates on the human portion of the working environment and through research, surveying, or interviewing, can produce fair-minded plans of implementation to improve workplace conditions and thus assists in capitalizing on employee efficiency. Research and Statistics in Organizational Psychology In view of the fact that organizational psychologists...
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...Introduction Many organizations have pondered the subject of employee attitudes and job satisfaction. Research has been done on this subject, and it has been determined that there are 3 major knowledge gaps between HR practice and the scientific research. The article by Saari and Judge , “Employee Attitudes and Job Satisfaction” (2004), discusses not only what those gaps are but what could be done to bridge those gaps. Employee Attitudes The first of the 3 knowledge gaps between HR practice and the scientific research is finding out what the causes of employee attitudes are. The most crucial of the employee attitudes is job satisfaction. The definition of satisfaction as seen by E.A. Locke in his 1976 published article was “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Saari & Judge, 2004). We tend to use both feeling and thinking when we appraise our jobs, just like when we evaluate something of importance to us in our lives,. One of the influences that is usually overlooked by HR specialists when considering job satisfaction is the work itself (Saari & Judge, 2004). There have even been a number of studies that show how one’s job satisfaction can be influenced by one’s temperament. It has also been indicated that the differences in temperament or disposition of some employees can be linked to their differences in job satisfaction, although that relationship has not been fully understood yet. An employee’s...
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...Ashford University PSY 302 Industrial/Organizational Psychology Instructor: Julie Johnson Running head: Performance Appraisals and Positive Psychology 2 Abstract The following paper will give valuable information regarding performance appraisal. It will also give example of personal experience with evaluations. Next the strengths and weaknesses of the evaluation process will be incorporated into the paper. Lastly strategies to improve the performance appraisal process in your workplace for a more positive experience in the future. Running head: Performance Appraisals and Positive Psychology 3 Many companies conduct evaluations during specific times of the year. During this time, the employee has a meeting with their supervisor. Several things are discussed during this meeting; job performance, attendances as well as goals if applicable. This evaluation is available to the employee and a copy is also placed in their personnel file. Performance appraisals should be conducted during this time. At my current place of employment, we have monthly one on one meeting with employees as well as end of the year evaluation. The monthly meetings are to allow employees to see how they are performing, give positive feedback and advise if their is room for improvement. We have what is called performance management central. This is where everything is recorded. The employees has the opportunity to speak...
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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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...EMPLOYEE ATTITUDES AND JOB SATISFACTION Lise M. Saari and Timothy A. Judge This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. © 2004 Wiley Periodicals, Inc. “Happy employees are productive employees.” “Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction— even at a time when employees are increasingly important for organizational success and competitiveness. Therefore, the purpose of this article is to provide greater understanding of the research on this topic and give recommendations related to the major practitioner knowledge gaps. As indicated indirectly in a study of HR professionals (Rynes, Colbert, & Brown, 2002), as well as based on our experience, the major...
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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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