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.
The organizational side of psychology is more focused on understanding how organizations affect individual behavior. Organizational structures, social norms, management styles, and role expectations are all factors that can influence how people behave within an organization. By understanding such factors, I/O psychologists hope to improve individual performance and health while at the same time benefiting the organization as a whole. Two ways psychological research and theory is used to support workplace activities are; the experimental method and the correlation method. The experimental method can be applied in an actual work, in which case it is known as a field experiment.
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.
Section 1: Rights and responsibilities at work This section will help you to evidence Learning Outcome 1: Know the employment rights and responsibilities of the employee and employer Learning objective Place in Assessment 1.1 Identify the main points of contracts of employment Question 1 Page 1 1.2 Identify the main points of legislation affecting employers and employees Question 2 Page 2 1.3 Identify where to find information on employment rights and responsibilities both internally and externally Question 3 Page 3 1.4 Describe how representative bodies can support the employee Question 4 Page 3 1.5 Identify employer and employee responsibilities for equality and diversity in a business environment Question 5 Page 3 1.6 Explain the benefits of making sure equality and diversity procedures are followed in a business environment Question 6 Page 3 1. Identify four main points that would be included in a contract of employment. If possible, use an example contract to support your answer (feel free to obscure any confidential information). [1.1] Points that would be in a contract of employment could be, you’re contracted working hours, your employer providing a safe working environment, you’re salary and employment rights. 2a) List three key points of legislation that affect employers in a business environment.
The organization should conduct an employee motivation and learning curve study. This study should be conducted as it will provide the organization’s management with more confidence and estimate of the costs involved in the implementation of the technologies. 2. The Biometric recognition system should be used in areas of increased security. Areas such as the company record room hold valuable past information about the organization.
Abstract This paper will focus assessing the position of a management analyst with in the business management office of Joint Forces Warfighting Center. It will look at the goal setting system, performance evaluation and workplace rewards with impacting productivity. It will further identify the task and responsibilities of a management analyst. It will examine the rewards organization wide to determine whether they are effective. It will also explore the goals of the organization.
4. Apply quantitative tools and techniques to solve production planning and inventory problems. 5. Explain the benefits and difficulties involved in using these quantitative tools and techniques in manufacturing and service environments. V. METHODOLOGY This course will conducted through traditional lecture and student-centered activities including case studies and problem solving exercises.
OB is an interdisciplinary field that includes psychology, sociology, economics, political science, management and communications. (Bauer p. 10). The study of Labor or Industrial Relations (LIR) is a subset of organizational behavior topics and is very specialized; however, it can provide insights into the broader view of employer-employee relations in any organization. Wages, benefits, work-life balance issues, workplace conditions, career opportunities, employee development and training programs are just a few of the issues that HR professionals currently manage. As we look forward, the role of HR will be increasingly tasked to prove their worth by improving a company’s financial performance by focusing on activities such as strategic planning, change management, corporate culture transition and development of human capital.
Quantitive ability, a third variable, influences how a person solves problems involving mathematical relationships. It is considered important for successful job
Organizational psychologists study the behavior of people in organizations, such as business firms. Industrial psychology and organizational psychology are closely related. Psychologists in these fields are often trained in both areas. Industrial and organizational psychologists are employed by business firms to improve working conditions and increase worker output. They may assist in hiring, training, and promoting employees.