The study of industrial/organizational psychology has two parts. The industrial aspect focuses on the proper use of personnel, how to select employees, train, motivate and cultivate an efficient workplace team. The organizational side of the coin looks at understanding the behavior of staff while on the job and works towards enhancing the wellbeing and happiness within the system of the team (Spector, 2012). Two university professor are accredited for their foundational work in I/O psychology, Walter Dill Scott & Hugo Munsterberg. Scott and Munsterberg were interested in the science of employee selection and psychological testing.
Improving Organizational Performance April 29, 2013 Psy 428 Professor Catherine Floyd-Jennings Improving Organizational Performance Job satisfaction and productive work performance are essential factors in an organization. Ensuring that employees are satisfied and capable of exhibiting quality work performance can be challenging. This report will explore the four major phases of the simulation and the solutions recommended for improving work performance. I will discuss the way motivational theories can increase productivity and ways to reduce stress in the workplace in relation to the simulation. I will also examine how human behavior, cognition and affect can enhance relationships within an organization.
(About.com) To be an effective leader is to care less about your needs, and more about the needs of the people and organization you are leading. Leadership styles can be presented in a multitude of ranges, from commanding: a classic model of “military” style leadership where ‘it’s my way or the highway’, to a democratic style: a style that draws on people’s knowledge and skills and creates a group commitment to the resulting goals. (Managers Success) These are only a few of the many types of leadership styles and when trying to find the best that fits both you and the group, are not something to try on and later discard like a pair of shoes in search of the one that fits best. You should be efficient when choosing which leadership style to use or implement on any given group.
Two, assessments, which predict if a candidate interests are for the job for which they applied. Last, simulations that test the applicant’s skills ("The Four hiring Practices of Highly Successful Organizations" 2012). Conclusion This paper explained the choices of two employees who were administered assessments surveys to determine the conditions in the workplace as related to their perspective jobs. The surveys provided a look into the personalities, characteristics and, other valuable information. The paper also discussed how employee’s characteristics affect the organization and recommendations for additional
Goals The main goal of this position is to place the organization under a microscope and define areas of improvement and productivity. This position is directly in line with the mission of the organization because implementation of processes and monitoring the progress is essential to the growth and development. Exploring potential problems in practices and procedure can be useful to the infrastructure of the organization. Impact on Productivity This position has a direct impact on productivity as it sole existence is based on analyzing the controls in the organization and defining if they are productive in accordance to the mission. The employees who occupying these positions are motivated to fulfill the goals and mission, therefore, they are productive in their
Workplace Motivation Stephen Hahne PSY 320 01/22/2014 Christine Page Workplace Motivation Retail companies implement different strategies to motivate their employees. These strategies are intended to improve employee performance, well-being, and overall job satisfaction. In turn, the company hopes to reduce employee turnover, provide better customer support, and increase employee loyalty. This paper will examine how various motivational strategies affect productivity in the workplace. It will include an explanation of the organization's efforts to improve performance, employees' resistance to increasing productivity, and management's philosophy of motivation and its practices.
Organizational structure is the stereotypically categorized agreement of power, connections, privileges, and obligations of an organization. It determines how the position, authority, and duties are dispersed, regulated, organized, and how the information is disseminated between the various ranks of management. A structure relies on the organization's goals and policy. There are two types of structures, centralized and decentralized structures. In a centralized structure, the senior management has the power to make decision and has a strong control over departments.
Research Process Paper Whitner Autoplex must consider a number of factors regarding the research process. Organizations rely heavily on the results of research prior to making decisions, which will affect the success of the organization. In this paper Team A will effectively establish a purpose statement, define the purpose of research, discuss the importance of the research problem, and form a research hypothesis. Team A will also define the origins of the samples, consider the possibility of biases or errors, provide insight into the data collection process, and discus the ethical concern. The descriptive statistical data provided by Team A will provide calculations of precise measurements, which are displayed on graphs.
Another important aspect of research is the process of scientific theory construction and testing. Scientific theory construction and testing is an intricate and important part of psychology research. The first step is to propose a theory, which is a set of interrelated ideas that explain a set of observations (Shaughnessy, Zechmeister, & Zechmeister,
www.businessdictionary.com. If we accept this definition to be true in its entirety, then it is also necessary to understand that motivation can be diverse just as people are diverse and that motivation can change within a person depending on their day to day situation. Professor Edwin A. Locke, American Psychologist and pioneer of the Goal-Setting Theory proposes that intentions to work toward a goal are a major source of motivation. The detailed concept conveys that specific goals give an employee a clear understanding of what is the task at hand and how much effort needs to be expended. (Robbins & Judge, pg