...Organizational Psychology Fred Sanford PSY428 July 13, 2011 Dr. Love Less Organizational Psychology Modern businesses must stay on the cutting edge in order to ensure success in the ever changing and highly competitive corporate environment. Paramount to this success is the application of organizational psychology which focuses on the human factor of business. Close examination of the root definition, roles of research and statistics, and utilization of organizational psychology within organizations will provide insight into just how the human factor contributes to the failure or success of an organization. The finely tuned sports team, that just achieved greatness, or the corporation that collapsed due to corruption contained one thing, people who had either a positive or negative impact on an organization. “Organizational psychology is field that utilizes scientific methodology to better understand the behavior of individuals working in organizational settings” (Jex & Britt, 2008, p.1). The simple explanation is to understand what makes people tick in an organizational environment such as a business. Once understood, the challenge to organizational psychology is to capitalize on dynamics of individual behaviors and build upon the success of the organization. The role of research and statistics in organizational psychology is crucial to understanding how an organization functions. Research is accomplished in numerous ways; archival data studies, survey studies...
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...Productive and Counterproductive Behaviors Christopher Prue PSY428 March 28, 2011 Catherine Jennings, MA Productive and Counterproductive Behaviors Some people seem to do better at their jobs compared to others. People behavior at work can lead to success or failure. There are many studies to understand why some people do better than others. Some Studies have concentrated on productive and counterproductive behaviors. Define productive and counterproductive behavior. Productive behavior is behavior that contributes to the goals or objectives of the organization. When a new employees starts they are more a liability than an asset to the origination. People coming in to the organization need to be trained and socialized. (Jex & Britt, 2008). Organization socialization it he process of a new employee is becoming a fully fledge member of a company. Until socialization is complete the employee may not be fully productive. An example at FedEx Express is a new courier coming to the job. On average there is a month to two months of training before the courier is on the road by themselves. There is much training that goes into a new courier. The first is having the new driver to become DOT Certified. After that there is learning how to do the job. FedEx has a two-week class for couriers to learn the basics of the job. Then there...
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...PSY 428 Week 5 Individual Review of Chapters 1-16 To Buy This material Click below link http://www.uoptutors.com/PSY-428/PSY-428-Week-5-Individual-Review-of-Chapters-1-16 PSY428 REVIEW OF CHAPTERS 1-15 Guide 1. The field of organizational psychology began to take its present shape in the _____. a) 1870s b) early 1900s c) 1950s d) early 1800s 2. Organizational psychologists collect data most frequently using ____________. a) survey research b) one-on-one interviews c) under-cover agents d) none of the above 3. The transitioning process by which a new hire becomes a productive member of an organization is known in organizational psychology as: a) organizational integration b) organizational socialization c) new-hire trauma d) group cohesion 4. Which of the following is not true regarding realistic job previews? a) They should only provide applicants with positive information b) They may lower applicants’ expectations of a job c) They may reduce turnover d) They can facilitate newcomer socialization 5. Employee behaviors that are not required under a formal job description (e.g., altruism, general courtesy) are known in organizational psychology as _______. a) Organizational personal behaviors b) Organizational citizenship behaviors c) Person-in-organization behaviors d) Extra-organizational behaviors 6. An evaluation of...
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...Improving Organizational Performance at AirDevils Linking job satisfaction and organization productivity directly to an employee’s psychological state within the workplace is possible using theory of motivation. Rectifying psychological causes such as dissatisfaction motivate employees to perform tasks well, thus leading to productive behavior. Rectifying psychological factors can remove workplace stressors and relieve issues employees face in the workplace. AirDevils is a company full of dissatisfied and stressed employees. Although they may seem linked, the cause for dissatisfaction is not the cause for stress or vice versa as two specific groups make up the company. The performers make up one group and the supporting crewmembers make up the other. Dissatisfied performers create a downward spiral in productivity, and stressed crewmembers are unavailable or missing from work. The job characteristics theory of motivation is applicable to both groups to create improved job satisfaction and organizational productive by lowering stress. Improving the performers behavior by incorporating new stunts in routines can create a better aerial performance. In turn, AirDevils may begin to win awards in competition with the new routine, leading to improved job satisfaction. Some crewmembers are also aspiring performers, but too many are not able to keep pace because of injury and job stress. To reduce dissatisfaction and stressors, AirDevils must alleviate problems between performers and...
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...RUNNING HEADER: Job Satisfaction Team Paper Job Satisfaction Team Paper PSY428 June 21, 2010 Maria Cuddy-Casey Job Satisfaction Team Paper With today’s ever-changing, stressful environment individual job satisfaction is critical 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...
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...Improving Organizational Performance Kyle Petty PSY/428 July 27, 2011 Dr. Jerry Punch Improving Organizational Performance The Airdevils is a stunt organization whose quality of performance has plummeted in past two years. The founder, Celsey, has made some assumptions that the performance decline is a reflection of the heavy recruitment throughout the year and the unfamiliarity between the team members. Celsey was confident that the team members of Airdevils would resolve matters with passage of time; however, after two years the problems surfaced, matters have become worse and the time had come to figure out the root cause of the problems. Celsey administered the Job Description Index (JDI) survey to Airdevils employees and the results reflected a very low-level of job satisfaction, especially the stunt performers (Apollo Group Inc, 2005). The organization, through an outside consulting firm progresses through four phases to address and improve employee’s job performance. In phase one the Airdevils hired Dream Teamworks (DT) to assist in identifying the reason for the low job satisfaction in the stunt performers group. After interpreting the JDI survey DT concluded the cause of low job satisfaction among stunt performers was the lack of exciting challenges in their current job profiles. The main driver for this is the rigid organizational structure that has evolved...
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...Airdevils Job Satisfaction Simulation The most significant challenge of any organization is how to improve performance. In order for the organization to survive and grow, it must depend upon the passion and commitment of all who are a part of the organization. Airdevels is an internationally known agency. The company was started by Celsey Evans. She was shortly joined by four of her colleagues. They well known for their breathtaking, daring air stunts and photographic equipment used to capture these moments. They have received many awards since the company was founded in 1996 (University of Phoenix 2005). Over the past two years AirDevils has not received any new awards. Customers have reported that they are unhappy with the quality of the stunts and old routines. Many employees have been quitting, and talking about their dissatisfaction over internet blogs. The founder of the company, Celsey, has hired Dream Teamworks an organizational psychology consulting firm, to help correct the situation at Airdevils (University of Phoenix 2005). For the first part of this simulation Dream Teamworks researched the reasons that job satisfaction was low. First step was to separate the causes from the symptoms. Dream Teamworks assumes after research, that employee dissatisfaction is the symptom of monotonous routine and refusing employee suggestions. There were other complaints addressed towards money however the main cause appears to be lack of change and growth. Some excitement was...
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