Industrial Organizational Psychology Essays (Examples)

Current Perspectives in Industrial Organizational Psychology

history of science has existed for many decades. This is considering that it is a well-established discipline of scholarly research. The scholarship of science initially concentrated on the physical and the biological sciences. However, it now includes both social and behavioral sciences. Some psychologists and scholarly researchers like George Sarton brought a call for a history of psychology. "Introduction to the History of science" is one of his articles in 1927 that represent the early work. The industrial and organizational psychology emphasizes on all areas of scientific discipline and the professional practice. Scientifically, the aim is to discover the phenomena, which influence behavior on the job and in the organization. Practically, the information obtained from empirical research can be applied in decision-making. This paper focuses on conducting a search for a case study in the industrial and the organizational fields. It gives a critical evaluation of various industrial and organizational…… [Read More]

Industrial Organizational Psychology

workplace is anchored in the realm of the financial, we are inclined to use economic models to study it. However, while certainly economics and business in many ways make good partners, if we are interested in understanding how it is that businesses work on a day-to-day basis we must be at least as interested in understanding the social and psychological elements the obtain in the workplace as we are interested in economic models. The research described in this proposal outlines a strategy for obtaining a clearer understanding of the importance of the socio-psychological relationships among individuals in an organization and the reasons why some organizations foster both higher levels of worker satisfaction as well as higher levels of organizational commitment (while some must be content with one or the other and some with neither.)

Central to this research design is a reliance on a workplace social exchange network model. This…… [Read More]

Industrial Organization Psychology Scenario The

" (Ivin, 2005)

The notion of utilizing sevant leadeship to enhance team wokgoups to pefom such as in the case study scenaio is a contempoay viewpoint with empiical evidence to show thee is effectiveness in implementing this fom of leadeship within the oganizational development famewok.

Poblem solving within the oganizational hieachy is often elegated to job specific activity to which one may o may not actual solve the poblem inheently active in thei domain. Often, poblem solving becomes a function of the goup think to which individual identities in the poblem solving pocess ae meged into a collective membane fo joint analysis. The use of motivational methods (Dubin, 2004) to incease the motivation to poblem solve has yielded meitocatic oganizations that focus on delivey of pefomance above all othe vaiables.

Additionally, the use of meta-communication (Dubin, 2004) evolves aound impoving oganizational communication such as teamwok communication and infomal netwok communication.…… [Read More]

Industrial or Organizational Psychology

Industrial/organizational psychology, or I-O psychology as it is abbreviated, has gone from being a little known branch of psychology to one that is studied and used by many. Although the concept and the idea of I-O psychology began in the early 1900s, it was not until after World War II that it gained prominence and attention from everyone in the psychology world (Aamond 2009). The idea behind the study of this branch of psychology was to analyze what it was that made people perform in their jobs. In a job market that influenced some to excel, but yet others did not produce results, this branch of psychology was used to understand what it was that caused these problems and how it was that someone could go about fixing them (Spector 2008). These factors were applied to all types of jobs, from factory and office jobs, to professional and military employment.…… [Read More]

Industrial and Organizational Psychology

Industrial/organizational Psychology deals with the human component of organizations as well as clarifying primary motivational drives together with implications of people, socially, that work at the same place within a setting of an organization. Its research as well as the way it is being applied tries to put up characteristic human nature to be a way of efficiency and productivity in the process of facilitating environment which is conducive and safe as per their effect to the employee. All through I/Q psychology's rich history, it has applied statistical analysis and scientific researches in determining application of real-world in the work environment in trying to uphold efficiency in the process of offering an environment which is safe and is conducive to the satisfaction and well being of the employees.

Evolution of Industrial/Organizational Psychology

The genesis of I/Q psychology is from the early history of psychology in late 1800s at the time…… [Read More]

Industrial and Organizational Psychology

In Hartlieb and Jones' study, a company's ethical practices in the workplace are projected onto its products/services, making the products "ethical," resulting to the concept of ethical labeling (583).

Further into the 'trend' of promoting ethical work practices in the company, companies are also promoting their corporate image and improving their relevance to their communities by developing corporate social responsibility (CS) programs. Secchi (2009) explored the 'cognitive side' of CSs, and argued that CS programs act as a "reinforcement mechanism…that, when exercised…works as a social tie between user (communities, recipients) and provider (companies)" (578).

These trends in industrial/organizational psychology are reflected in P&G's corporate practices, through its branding, corporate governance, and CS programs. P&G's corporate governance promotes ethical work behavior by allowing its employees to have a stake in the company -- that is, P&G employees are also its stakeholders. P&G's ethical corporate practices are reflected in its branding efforts,…… [Read More]

Industrial and Organizational Psychology

job analysis is a vital part of any organization. It provides not only a clear description of what employees should be doing during their work hours, but also offers a clear guideline when hiring new employees and determining where the organization should be heading in its operations.

A job analysis has various goals, including the writing of a job description, selection of employees, performance evaluation, and training requirements. When the tasks of employees and the condition under which these tasks are performed are clearly analyzed and presented, it enables a company to identify problems and make improvements where necessary. It is also a means for a company to determine its needs and potential redundancies within the organization. Ultimately, job analyses helps a company to maintain the effectiveness of its workforce and its ability to maintain profitable operations.

Conducting a thorough job analysis entails a variety of steps, the first of…… [Read More]

Industrial and Organizational Psychology Shares Much in

Industrial and Organizational Psychology shares much in common with several related fields, and there are multiple professional partnership opportunities. The field most closely linked to industrial and organizational psychology, and one that is important to my personal career development, is going to be human resources. As Cascio & Silbey (1979) point out, assessment centers have transformed the nature of human resources and the candidate selection process, helping organizations make more educated decisions about crafting the ideal organizational culture. Likewise, Murphy, Dzieweczynski & Yang (2009) show how the field of psychology, and organizational psychology in particular, has contributed to the evolution of assessment measures used at every stage of the human resources process from initial intakes and screening for candidates to ongoing assessments and evaluations. In this sense, human resources depend on organizational and industrial psychology.

The field of industrial and organizational psychology adds complexity to the human resources selection process,…… [Read More]

Industrial and Organizational Psychology Individual Psychological Testing

Industrial and Organizational Psychology

Individual Psychological Testing in the Workplace



Faced with an ever increasing competitive business environment, many employers are turning to employment testing as a way to improve their workforces. Every organization wants to ensure that they hire the right person. Job applicants may submit an effective resume and perform well during an interview, but they usually highlight only positive attributes. Psychological testing has been identified as one way of ensuring that the business picks an applicant who is a perfect fit for the position and actually can do the work required. Physiological tests have been validated by experts as a very good indicator of an applicant's working style. Testing potential employees can increase the chances that a company chooses the right person for a job, reduce turnover and their by lower training costs.

Specific Psychological Testing used in the Workplace

Personality Tests:

Personality tests are self-report measures…… [Read More]

Industrial and Organizational Psychology According

On a university campus, one of the most active niches is that of student organizations. Perhaps nowhere else do more organizations exist than on a college campus. These student organizations exist because there is a need for students to get involved, interact and stay active. ecause every student has their own needs for joining an organization, there are a diverse array of organizations to meet these needs. For example, there are social organizations for students needing to meet people, there are political organizations for students who want to create change in their community and there are interest organizations for those who want to share their knowledge and enjoyment of a particular hobby with others. If an organization matches the particular students needs, then the organization fulfills the student's needs. This determination is made by the combination of the three above mentioned factors and their application to the integration of the…… [Read More]

Training Programs Organizational Psychology

industrial/organizational psychology provides the evidence-based framework for corporate training programs, as well as the methods used to evaluate the success of those programs. Industrial/organizational psychologists can help organizations improve their current human resources strategies and make changes that can help promote organizational goals. Analyzing job roles, recruiting, and training all involve firm understanding of the principles of industrial/organizational psychology. The industrial/organizational psychologist "researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems," (Society for Industrial and Organizational Psychology, 2016). Because each organization will have different values, missions, and goals, their training programs will vary accordingly. There is no one-size-fits-all approach, but there are ways to ensure that a training program works to meet the specifications of its leaders and stakeholders.

According to Training magazine's annual list of the top 125 training programs, Jiffy Lube and Keller Williams ealty boasted the most successful…… [Read More]

Organizational Behavior Psychology Applied Comprehension

With this approach, consultation psychology focuses on the issues of the group as a whole and therefore typically uses group discussions, interviews and observations as opposed to singling out specific individuals. The result is that, by using consultation psychology in the field of industrial and organizational psychology, the focus is on the group and the roles the individuals who make up the group play. With this focus, industrial and organizational psychology is better able to meet its goals of increasing organizational productivity, well-being and success.

Case Example

In the case sample cited in the introduction of this paper, the issue was how consultation psychology could be utilized as a method for providing industrial and organizational psychological services to a mental health related organization. From the overview provided in the previous section, it can be seen that utilizing consultation psychology, as opposed to clinical psychology, will be the best method of…… [Read More]

Industrial or Organizational Psychology Issue

I believe that I would have to point to prior accomplishments, as well, so this is not an assignment I would take directly after becoming a consultant, but one that I would grow to so I could perform it to the very best of my ability.

I would measure my success by reassessing the job after a specific period of time, such as a year, to see what improvements came in the job satisfaction and production of the department, and if the employee turnover rate fell. Just as in the initial job analysis, I would interview current and former employees to discuss the management issues, and then assess the job and performance to see if those issues had cleared up. I would do a thorough assessment and present my findings to the administration, as well.

My issue falls directly into these organizations psychology topics because management is one of the…… [Read More]

Organizational Psychologist the Work of

Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.

Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.

Assess employee performance.

Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs as well as information about aspects such as job satisfaction.

Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning.

Facilitate organizational development and change.

Identify training and development needs.

Work Activities

Normal work activities for an Industrial Organizational psychologist might include: getting information, providing consultation and advice to others, interpreting the meaning of information to others, establishing and maintaining interpersonal relationships, making decisions and solving problems.

In addition to those, an I/O psychologist would analyze data, organize, plan and prioritize work, interact with computers, judge…… [Read More]

Applying Organizational Psychology

Applying Organizational Psychology

Organizational ecruitment

ecruitment is the procedure of seeking out prospects for work and encouraging them to get employment within the organization. ecruitment is the task that connects the companies and the potential candidates. It is a procedure of searching for and drawing in capable candidates for work. The procedure starts when brand-new employees are explored and ends when their applications are given to the company. The outcome is a collection of applications from which brand-new staff members are picked. It is a procedure to find workforce sources to fulfill the current workforce needs and to use efficient measures for drawing new potential recruits in ample numbers to assist the company in making an efficient recruitment choice. ecruitment of prospects is the feature preceding the selection, which assists develop a pool of potential staff members for the organization so that the management can pick the right prospect for…… [Read More]

Industrial Psychology

Healthcare

Contemporary Issues in Health Care

There are several factors that are driving up the cost of health care in the United States. ising drug costs are a major factor in the marketplace. A PriceWaterhouse Coopers (2014) study showed that new drugs in particular are a driver of cost increases in the health care system. New drugs come with monopoly protections, and drug companies use this to extract monopoly rents on their customers to recoup the high cost of new drug development. The use of new drugs over older, generic drugs that perform the same function drives up the total cost of health care.

Another major cost driver that has been identified for health care is a shift in where health care is performed -- for example hospitals charge more for the same care in an outpatient setting than physician offices charge. A move towards more health care delivered at…… [Read More]

Analyzing Psychology of Work

Psychology of Work

In accordance to iggio (2013), industrial organizational psychology is purposed to improve the level of self-esteem and performance of human beings, and the organizations they operate in, by progressing the knowledge and understanding of human conduct and behavior. Due to globalization, the workforces within organizations have increasingly become more diverse in the recent decade. In accordance to research studies, diverse teams and groups that are well managed outdo standardized and uniform groups as they have a tendency of being more inventive, creative and effective at resolving problems. Nonetheless, when these teams commonly experience problems with regard to communication, which results in lower performance, personnel from different nationalities, cultures, generations, gender and beliefs are presently forced to work together and operate in tandem within the same organization. As a result, these dissimilarities have come to be a current communication issue within organizations. This is for the reason that…… [Read More]

Organizational Personality Citizen's Hospital Is an Organization

Organizational Personality

Citizen's Hospital is an organization where employees and the organization share common goals. The organization has a personality of confusion. The culture of the organization focused on patient satisfaction where the climate was democratic with an emphasis on interpersonal skills, democratic values and human motivation (Francis, 2012). The structure was hierarchal and operated by departments.

Shared common goals included enabling patients to gain adequate recovery in the fastest, most effective way with safe measures to prevent infection and other illness. The psychological part of the company displayed friendliness with the interview processes that included a peer interview with the department's employees to determine capability. Upon hiring, all new hires were required to go through a socialization process of employee orientation and mentor training. Once the new hired is trained, confusion sets in with unsafe practices.

The organization developed large amounts of back injuries from role stress and a…… [Read More]

Organization Behavior Performance Management and People Performance

Organization Behavior

"Performance Management" and "People Performance"

Performance Management and People

"Performance Management" and "People Performance"

Management SUMMAY

The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.

The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers,…… [Read More]

Organization What Is an Organizational Theory In

Organization

What is an Organizational Theory?

In the organizational sciences (e.g., organizational behavior, organizational psychology), one of the more misunderstood terms is organizational theory. To some, organizational theory is a field of study; to others, it is the process of using metaphorical language to describe organizational processes (e.g., McKenna & Wright, 1992; Morgan, 1986), or it represents an attempt to determine the best way to organize work organizations. The term is used to indicate all of these things, but an organizational theory is really just a way of organizing purposeful human action. Given the diversity of purposeful human endeavors, there are numerous ways to organize them, and, hence, a great many organizational theories.

Major Organizational Theories

Having provided a brief overview of the field of organizational theory, we now move on to a consideration of the major organizational theories themselves. Organizational theories simply represent ideas or models of the form…… [Read More]

Organization Change Leveraging Power and Influence in Change Management

Organization Change - Leveraging Power & Influence in Change Management

Leveraging Power & Influence in Change Management

Change is the only inevitable factor within any organization in the contemporary society. The changes that take place in line with the Human esources as well as the technology are so rapid that to stay relevant, each organization must of necessity keep up-to-date with the changes that are relevant to the organization. However, to have effective change, amid all the challenges that come with the attempt to effect change, there must be leadership that leverages power and is in a position to influence change and manage it to the conclusive end. It should be noted that change is not a destination but a continuous process, hence change management must also be continuous and not static. Changes in organizations take place all the time and each and every day which in most cases are…… [Read More]

Organizational Systems and Quality Leadership

Not everyone thinks of a hospital as a business, but it must be operated as such if it is to take proper care of patients and make enough profit to continue to function. One of the best ways in which to be successful in those endeavors is to have good leadership. Proper leadership allows for an overall experience that is the best for everyone involved (van Vugt & Ahuja, 2011). In a medical setting, the leader must be sure to pass important knowledge and information down to those who are caring for the patients, and must take action to correct known problems.

There are resources that can be used to ensure patients are receiving the best care possible. As a nursing shift supervisor, working with the right colleagues and using the proper resources could help the patient and also resolve the ethical issues that are seen in Mr. J.'s case.…… [Read More]

Diverse Nature of Psychology the Human Mind

Diverse Nature of Psychology

The human mind is an incredibly complex tool. How it actually thinks and behaves is not always based on a single example, and thus there are clear elements of diversity within theoretical assumptions on how the mind works. Diversity is a crucial element to modern psychology and its various sub-categories. Modern psychology is heavily influenced by the extreme diversity found within its core concepts. There are a vast number of major concepts and sub-examples that differ enormously from one another and take their influence from other genres of study and the various findings of specific empirical research conclusions. Officially, there are four core "specialties," including clinical, counseling, school, and industrial / organizational psychology, although even these general topics are further diversified into more specific areas that highlight different findings and assumptions about man's position within modern society (Landrum 2010 p 13).

Therefore, there is great diversity…… [Read More]

History of Psychology Applied to Employee Selection

History of Psychology Applied to Employee Selection" appears in Historical Perspectives in Industrial and Organizational Psychology. Although it is a chapter in the book, it provides detailed information and can be used as a stand-alone text in an analysis of the subject. Vinchur (2007) divides the subject into chronological time periods, which is unusual for most essays in the field of organizational psychology. The first section is on the origins and early years of the application of psychological principles to employee selection. Surprisingly, this section covers the Industrial Age until 1930, an era in which psychology was barely recognized as a science let alone human resources being recognized as a field. The next section in the article is about Depression, World War II, and immediate postwar period employee psychology practices. Basically, this section covers 1930 until 1963. Finally, the civil rights era and "beyond" is the section that includes developments…… [Read More]

I-O Psychology Articles Review Employees

For instance, if there is a candidate who after interviewing appeared to be a good fit for a position, but the testing came back with poor results, there is the tendency to pass up the candidate. However, by making personnel managers aware of this tendency, they can really consider whether the candidate is still a good hire, even if the testing was not as desired.

Protecting the legal and appropriate use of personality testing: A practitioner perspective

Jones and Arnold (2008) explore the issue of legally and appropriately using personality testing. There are risks that must be managed to ensure personality testing doesn't become restricted, or worse outlawed, by state or federal law. The authors note that "I-O psychologists should never get myopic as to where the real threats might come from in terms of the ongoing use of personality testing or other selection tools used in the workplace." For…… [Read More]

South Australia Ambulance Service Organizational Behaviour Case

South Australia Ambulance Service

Organizational Behaviour Case Analysis

Who

ay Main should develop a system which empowers the culture of organization along with the shift towards automation and excellent customer service.

Has to do what

The leadership of South Australia Ambulance Service is required to do the following:

To set a strategic direction for SAAS this would be compatible to the new strategic plan.

Meet the service expectations of the clients by focusing more on efficient customer services.

Empower the service delivery personnel fully and hold them accountable for every action.

The expectations of donators and community should be aligned.

Make SAAS compatible to respond to mass casualties.

Workforce retention should be increased.

Emergency sector and healthcare should be integrated to respond efficiently to any casualty.

Interventions should be prioritized.

The impact of any change should be evaluated on the patient as patients' life is more important. (Daniels 2009)

The…… [Read More]

Why Only Christian Psychologists Can Practice True Psychology

Soul: Why Only Christian Psychologists Can Practice "True Psychology"

Today, there are more than one hundred thousand licensed psychologists practicing in the United States. These mental health professionals are in a unique position to provide individuals, groups, and American society with valuable counseling services for a wide range of mental health issues and mental disorders. This study uses a triangulated research approach to demonstrate that true psychology can be done only by Christians since only Christians have the resources that are needed to understand and transform the soul in healing ways. The first leg of the research approach consists of a review of the relevant literature, the second leg consists of a custom survey of 25 practicing American psychologists, and the final leg of the triangulated research approach consists of an exegetical analysis of relevant biblical verses concerning the human soul and its relevance for mental health professionals. Finally, a…… [Read More]

The Origin and Evolution of Clinical Psychology

old, the profession of clinical psychology is "one of the most vigorous fields of psychology," (eisman, 1991, p. 3). Clinical psychology refers generally to both social science research and application of that research to achieve specific clinical goals related to mental health. Since its inception in the 1890s, the field has changed and evolved dramatically (Benjamin, 2005). Earliest forms of clinical psychology included working with asylum patients, which often entailed using a variety of techniques that are now deemed unethical or harmful. The rise of psychoanalysis based on Freud's teachings led to the 20th century being an era in which talk therapy prevailed. esearch on different models of talk therapy has informed best practices in general. However, recent changes to the field of clinical psychology attempt to distinguish between the types of quantifiable evidence that can be gained from empirical research using psychopharmacological interventions on the one hand and less…… [Read More]

Productive Org Productive and Counter-Productive Work Behaviors

Productive Org

Productive and Counter-Productive ork Behaviors

Organizational success is predicated on the abilities and efforts demonstrated by personnel. ith respect to matters such as job performance and productivity, a company's long-term prospects will rest significantly on the shoulders of day-to-day employees. This denotes the importance of identifying behaviors that promote productivity and eliminating those which are counterproductive. The discussion hereafter offers a concise consideration of how to achieve this balance.

Productive and Counterproductive Behavior:

The text by hite (2010) offers some basic definitions that help to assign meanings to productive and counterproductive behaviors within the context of the workplace. hite identifies productive behavior as anything that helps to further the goals for the organization, that works to actively improve the company culture or that contributes to adherence with the company's mission. hite reports that "some of the most constructive forms of productive behavior in organizations are innovation, job performance,…… [Read More]

Psychology and Human Resource Management

Business enterprises and organizations believe that empowering workers develops their self-esteem, which in turn gives them the momentum to take responsibility of their own projects. The significance of the field of psychology on Human Resource Management in the future will be fueled by increased performance expectations and employer branding that characterizes this field. As a result, every personnel in this department will be required to take up a role in coaching, mentoring, and planning, which requires use of psychological tools.

Conclusion:

The field of psychology has continued to play a significant role in the development of Human Resource Management across business enterprises and organizations. This is evident in the fact that HRM personnel and professionals are increasingly using psychological concepts in their entire processes, especially the selection process.

orks Cited:

Covella, Linda. "HR Management Concepts & Techniques." EHow. Demand Media, Inc., 10 May 2010. eb. 15 Dec. 2012. .

Cullinane,…… [Read More]

Organization Management and People

Restructuring of First ank

Family enterprise, First ank, has, for three decades, been the town's only bank. Mr. First, the founder, originally instituted it as a little loaning shop; the small business grew larger, turning into the town's sole financial services organization. It provided small loans and over-the-counter cash facilities to clients. The town's growth, however, has led to a tremendous increase in the bank's client base, challenging the current operational structure of the organization. The problem faced is threat to the organization's existence, owing to the fact that the bank, at present, is not up to the task of meeting the town's growing demands. ank management, comprising chiefly of family members, is unwilling to alter the existing operational structure as well as improving quality and increasing the number of personnel employed. This has been a major factor in the bank's inefficient, stagnated, and outdated structure. Apart from hiring fresh…… [Read More]

Identifying and Resolving Organization

Organizational Conflict

RESOLVING ORGANIZATIONAL CONFLICT

Management Theory and Thought: Identifying and Resolving Organizational Conflict

Understanding Individual Preferences

Organizational Diversity

Interpersonal Communication

The modern business environment has become more complex and diverse than ever before. Globalization has been driven by technological innovations that allow for greater communication, information sharing, travel, and business networks that span the globe. Employees today expected to handle workloads that push their productivity beyond that of any generation in the past. Furthermore, the complexity and diversity found in this environment often significantly increase the potential for organizational conflict. Teams are now more commonly spread out across geographic locations and often represent individuals from far different backgrounds.

There are many perspectives that can be used to try to build organizational conflict resolution capabilities in an organization and this objective can be viewed from many perspectives. For example, you can try to build conflict resolution skills in the individual,…… [Read More]

Industrial Psychology in Principle the Primary Purpose

Industrial Psychology

In principle, the primary purpose of employee selection is to identify, attract, and retain employees who are most likely to be successful in their positions (Author, year p 147). That process begins with determining the specific characteristics, attributes, and capabilities necessary for success in the organization in general and in the capacity of the position of each employee in particular. Many organizations rely on objective job analyses and on related formulations such as knowledge, skills, and abilities (KSAs) for that purpose (Author, year p 149). For example, where the position of manager requires budgetary oversight, the skills of calculating budgets and understanding budget issues would be important elements of the list of KSAs for that particular position (Author, year p 149). Another tool typically used by organizations to increase the likelihood that new employees will be successful and that they will not respond negatively to the stresses posed…… [Read More]

Organization Behavior Strategic Management of Human Resources

Organization Behavior

Strategic Management of Human esources

Human resource is considered as the most precious asset for business organizations. The financial performance and growth in the industry heavily depends upon the way an organization's employees perform at the workplace (Edwards 2003). A dedicated and committed workforce contributes towards a high level of operational excellence and market competitiveness. Therefore, it should be among the top priorities for an organization to manage its human resource in an effective and efficient way (ose 2004).

Strategic Human esource Management deals with formulating policies and procedures for getting the best work from employees, implementing different techniques to motivate them, and assessing the future human resource requirements at the workplace (Saxena 2009). This paper explains the strategic human resource management policies of one of the World's Top software companies -- Adobe Systems Incorporated. These policies are required to meet the current human resource requirements of the…… [Read More]

Organization Behavior Competitive Advantage Through Human Resource

Organization Behavior

Competitive Advantage through Human esource Management Practices

Human esource Management Practices

Competitive Advantage through Human esource Management Practices

HUMAN ESOUCE Management

Human esource Management involves all those activities which are related to the management of workforce or employees of an organization. It is also one of the core functions which managers perform at the workplace. Human esource Management entails activities like recruitment and selection, training and development, performance assessment, compensation, leadership, and motivation at large (Chadwick & Dabu 2009). Basically, Human esource Management focuses on recruitment, management, guidance, and motivation of employees in an organization. In the past, HM was just restricted to two core functions: employee management and motivation. Now, it has emerged as one of the biggest strategic issues in the business world (Kandula 2007).

With the passage of time, the scope and functions of Human esource Management have also increased. Now, it also involves employee…… [Read More]

Organization Awards Since the Industrial

This suggests that people act fairly in part because of what they think may be the result of other people's reaction to the self-serving behavior. People appreciate distributive equity that further supports their personal circumstances. On the other hand, more recently, social scientists, such as Miller (1999) have argued that people do care about justice and behave with justice-seeking behavior instead of this more selfish self-interest. In other words, there is no overall behavior that is common to all people.

As noted in ischer et al. (2007), what motivates employees has normally been studied in laboratory settings, which is an artificial approach. or, the better alternative, studies have asked employees about their thoughts concerning the company's allocation policies. As noted, it is important to know what employees actually perceive instead of what decision makers intend to do. Thus, ischer's research focused on employees' perceptions of the allocation decisions made by…… [Read More]

Organization Change as a Result

The change that outsourcing and SAs bring into organizations is, or should be, planned. It is the result of specific efforts by a change agent (individuals and groups who take responsibility for changing the existing behavior patterns), in this case managers. Planned change processes are a direct response to someone's perception of a discrepancy between the desired and actual state of affairs (performance gap). Performance gaps are at the same time problems to be resolved or opportunities to be explored through outsourcing and SAs.

Conclusion

All in all, outsourcing and strategic alliances are both concepts that will be found on the corporate strategic agenda for the years to come. The market dynamics and increasing pressures toward efficiency impose the need for organizational change. The benefits of the two strategic directions discussed are real, and through careful planning and implementation, organizations can gain a competitive advantage.

eferences

Berrio A.A. 2003, An…… [Read More]

Industrial Psychology Any Human Interaction

More specifically, my goal as a student, for example, is to achieve grades that are as high as possible, which will determine the type of work I will be able to get in my future. As employee, I will strive to reward my employer's trust in me by delivering work of as high quality as possible. As family member, my goal is to spend enough time with those close to me to maintain my relationship with them. As citizen, my goals are to further the principles and values of my country by participating in public debate and politics. As human being, my goals are to make my best effort to help those in need of assistance and to be part of the interconnected network of humanity in such a way that life and peace are promoted.

My main motivators can be found in McClelland's acquired needs theory (CliffsNotes, n.d.). These…… [Read More]

Psychology of Gender in Business

Psychology of Gender in usiness

Traditional gender roles have defined the business lives as well as the home lives of families and breadwinners for numerous generations. Certain expectations were put in place at what seems to be the dawn of time. The evolution of these decided obligations went on to shape the traditional family and the roster of the traditional workplace. Expansions and millenniums of progression in this historical framework then gave way to what the modern world still often considers gender specific job roles. Though, without question, this segregative and selective approach to the business world is surely archaic. Nevertheless, over the last decade or so there has been a revolution that is gaining steam in the business community. The idea of equality is becoming more and more popular among businesses and government agencies. Such powerful and influential entities have finally realized that the furthering and promotion of gender…… [Read More]

Organization Behavior Student Inserts Grade Course Here

Organization Behavior

Student Inserts Grade Course Here

CUSTOME ELATIONSHIP Management -- INTODUCTION

A customer is the most prestigious stakeholder of any business organization. The success or failure of its business is totally dependent on the consumption behavior and loyalty of its customers (Campbell, 2003). Therefore, making a long-term and strategic relationship with the customers must be among the top priorities of business organizations (Mithas, Krishnan, & Fornell, 2005). This relationship is managed through a process called as the Customer elationship Management -- a multi-faceted phenomenon and a business strategy used by organizations to manage their interactions with customers in an effective and well-organized way (Homburg, Wieseke, Bornemann, 2009).

It is essential for a business organization to have good relationships with its customers as they are the sole source of earning profits (Krasnikov, Jayachandran, & Kumar, 2009). Customer elationship Management involves managerial level efforts to attract new customers as well as…… [Read More]

Organizational Leaders Produce Results Through

According to the authors, this can be done if employees are given a sense of importance in the organizations. Knowledge workers are already short in supplies and most competing rivals also compete to get the best human resource in terms of knowledge workers. It is therefore essential for any organization to retain this highly skilled part of their workforce and in order to do that organizations must eliminate the autocratic elements and give the employees more say in the organization.

The shortage in supply of specialized knowledge workforce has not only made this type of labor more expensive but also more immobile and difficult to acquire. High employee turnovers with this type of labours can therefore be threatening to organization's sustainable management and long-term success. The company should be more flexible with its bureaucracy. It should allow more decentralization as far as functional and regional departments are concerned (Ireland &…… [Read More]

Organizational Case Analysis

Organizational Case Analysis

Organization Overview

Apple Inc. is a multinational companies specializing in the designing, manufacturing and marketing of mobile communication devices such as personal computers and digital music players. The company also sells varieties of mobile telecommunication devices such as iPhone, iPod, iPad, and Mac. Additionally, Apple Inc. sells some professional software application such as Mac OS, iOS, iCloud and other varieties of communication accessories. Apple Inc. sells its products through retail stores, online stores, value-added resellers, direct sales, wholesalers, and through third party cellular network carriers. (Apple Annual eport, 2011). Apple Inc. was Incorporated in 1977 in California, and presently Apple Inc. has become one of the most successful companies in the United States and globally. Apple Inc. is committed to bring best computer experience to its customers, and the company business strategy is to develop high quality products to reach more customers. Major customers of Apple Inc.…… [Read More]

Motivation Among Employees

Industrial Organizational Psychology: Motivation

Applied behavioral science

This is a branch of science that comprises of fields such as sociology, psychology and anthropology that deals primarily with the human actions and seeks to give a general view on human behavior within the society. This is a field which takes an interdisciplinary approach when it comes to the study of human behavior. It explores the activities and interactions among human beings. Applied behavioral science therefore is a process of systematically applying interventions that are based on the behavioral science principles in order to bring an improvement of socially significant behaviors to a meaningful degree and demonstrate that the interventions used are the ones that are responsible for bringing an improvement in behavior. This case study is explored from cognitive psychology which focuses on internal states like motivation, decision making, problem solving and so on.

In this case study Jasmine has to…… [Read More]

Applied Social Psychology

Social Psych

Applied social psychology refers to the application of social psychological theories and research to practice. Social psychology is the study of human behavior in social situations. The field draws as much from sociology as psychology, to describe issues like gender, race, and power but from a more individualistic perspective. Whereas sociology is interested more in the macro processes shaping society and its institutions, social psychology is concerned with the role the individual plays and how social factors shape personal identity and behavior. The application of social psychology could be in a range of professional fields including private counseling, school counseling, or social work. Some of the most important applications of social psychology are in the realm of public policy analysis and development, or in administration. Issues such as attitudes, beliefs, values, and norms are probed in the research, as are problems related to criminality and aggression.

I will…… [Read More]

I O Psychology

psychology's contribution to the war effort during I. 2)Describe the results of the original Hawthorne Study regarding the relationship between lighting and efficiency. hat was significant about this study?

Industrial Organizational (I/O) Psychology

Psychology was just emerging as a field of scientific study and application in the years just before orld ar I. American psychologists were intrigued with Alfred Binet's work with mental measurement, as well as the scientific management movement to increase worker productivity (Historical pg). However, when orld ar I began, "the problem of assimilating millions of U.S. civilians into the armed services... brought the tools of psychologists to the military environment" (Historical pg).

At the start of the war, the president of the American Psychological Association, Dr. Robert M. Yerkes, headed a meeting of psychologists to discuss how they could assist the war effort (Historical pg). Yerkes was most responsible for bringing psychology in the war effort…… [Read More]

dynamic network theory article on psychology

Westaby, J.D., Pfaff, D.L. & Redding, N. (2014). Psychology and social networks. American Psychologist 69(3): 269-284.
Westaby, Pfaff & Redding (2014) attempt to fill a gap in the literature on social networks by focusing on how social networks influence goal striving via emotional pathways. The authors base their research on dynamic network theory, and the results can be applied to numerous practical or clinical settings including organizational-industrial behavior or even information science. The dynamic network theory orientation also sheds light on numerous types of social networks and organizations, illuminating both individual and collective behavior. Although not an experimental research or a meta-analysis, the study does direct psychologists and researchers toward potentially fruitful areas of investigation.
The authors explain dynamic network theory in depth, centering their attention on the importance of emotional responses in social networks, and then outline the most important roles social networks fulfill in human behavior. Dynamic network…… [Read More]

Branch of Organizational Design That I Am

branch of organizational design that I am going to investigate is participative management, which was an idea developed by Likert in the 1960s based on his observations of changes in the management techniques at the time.

Participative management was explained by enis Likert. At the University of Michigan, he started Michigan Survey esearch Center. In 1961 he published his New Patterns of Management that described participative management. He would elaborate on this theory quite a bit in later books, especially in 1966 and 1967. He had noticed that there was a new style of management that had arisen that was different from the old, authoritative style. Likert would then outlined four different types of participative management -- exploitive authoritative, benevolent authoritative, consultative, and participative group systems.

2b.

At the time, Likert's work was received well. He was successful in explaining a phenomenon that existed in the business world, so while…… [Read More]

Improving Organizational Performance Simulation Summary Improving Organizational

Improving Organizational Performance Simulation Summary

Improving organizational performance

One of the challenges that organizations are faced with is performance improvement. For the organization to grow and survive it would need to depend on the commitment and passion of its employees. Airdevils is a professional stunts company based in Salt Lake City. The company was founded by Celsey Evans who was later joined by four of her colleagues. The company soon expanded and currently has 115 employees. The company's daring and dramatic stunts have won it many awards and loyal customers. ecently, some of the loyal customers have been expressing dissatisfaction in regards to the stunts, and some key employees have resigned. The employees have been expressing their dissatisfaction on an internet blog.

The first phase of the simulation was problem identification. This involved researching why the job satisfaction was too low within the organization. After analyzing the blogs, comments, and…… [Read More]

Managing Organizational Culture

Human esources

Managing Organisational Culture

The values and behaviors that contribute to the unique social and psychological environment of an organization make up the organizations culture. Organizational culture is the summation total of an organization's past and current suppositions, incidents, viewpoint, and values that hold it together, and is articulated in its self-image, inner workings, connections with the outside world, and future prospects.

In dealing with the management of organisational culture, it is firstly essential to recognize as fully as possible the characteristics of the existing or new target culture to include the myths, symbols, rituals, values and assumptions that strengthen the culture. Organisational culture is not something that can be viewed very easily it is consequently quite hard to replace it. Usually when certain leaders form a company, their values are converted into the actions of the members of that organisation. When other leaders take over, it may not…… [Read More]

Comparison of Three Categories of Motivation Theory

Organizational Psychology - Motivation

Landy and Conte (2013) define industrial-organizational psychology as "the application of psychological principles, theory, and research to the work setting" (p. 7). A prominent line of research in industrial-organizational psychology is the study of worker motivation. Over many decades, as management theory has developed, several philosophical and psychological strands have emerged, and are often referred to as: 1) Person as machine; 2) person as scientist, and 3) person as intentional.

Person as Machine

Theory X managers are known to take "the carrot and the stick" approach to supervision since they believe that people work only for the monetary compensation, which means that coercion, threat, and punitive measures must be used to extract efficient workplace effort from employees. Manifestations of Theory X management include high levels of mistrust between employees and employers, and a tendency of management to blame workers for inefficiencies or mistakes rather than looking…… [Read More]

Looking Into Psychology of Work

Psychology of Work

Politics in the organizational context represent unofficial, informal, and sometimes, secret attempts at selling ideas, increasing power, achieving other aims, or influencing the organization. This phenomenon has been occurring since many millennia. Companies need skills to manage changing power bases and contradictory agendas. Successful politics does not mean to win at any cost; rather, it is concerned with maintaining relationships whilst achieving desired results. While this is typically depicted in a negative light, company politics aren't intrinsically bad. Nevertheless, knowing the likely destructive elements associated with organizational politics, for minimizing its adverse effect, is imperative. Examples of negative politics are: circumventing organizational command chain for receiving authorization for any special venture; lobbying people at the top of the organizational hierarchy leading to any major promotion decision or using improper channels for obtaining special favors (iggio, 2015). Such actions undermine workplace fairness, as every employee won't involve in…… [Read More]

Ethnography Studies Od Organizations

Organizational Psychology

Qualitative research is conducted according to several different philosophical orientations, one of which is phenomenology. The science of phenomenology studies the consciousness of individuals according to a first-person point-of-view. Experience is structured by meaning and intentionality toward something or some object, and phenology is the effort to describe the meanings of the lived experiences of individuals. That is to say that, the first person accounts of individuals constitute meaningful, authentic qualitative data. Ethnography is a form of qualitative research in which the investigator becomes immersed in the context in which the inquiry is taking place (ouleau, et al., 2014).

An ethnographic researcher essentially indwells in order to obtain thick, rich data about individuals in a population and about the environment in which they live their lives (ouleau, et al., 2014). The field of ethnology requires the researcher to be at once acutely tuned-in to the individuals in the…… [Read More]

Open System Model and Organizational Change

CONCLUSION

The rate of teacher burn out has reached alarming numbers. Each year teachers are fleeing from the field as they become overwhelmed following the first few years in a classroom. This school system has voted to incorporate a new organizational structure using the open system model as its guide. The new system will utilize a Consult Team of senior experienced teachers who will be trained in how to assist the new teachers in their first five years of the career ladder. This team will be compensated at a higher rate of pay and will be relieved of their extra duties within their school day so that they may be available to work more closely with their assigned new teachers in helping them settle in and learn to navigate the balance between teaching and career building. The system will be revisited in five years to determine whether it has had…… [Read More]

role of inclusive leadership in'strengthening organizational culture

The trend of a global marketplace has given rise to needs for multinational companies. Literature on global business, HR development and management, social problems, etc. has, of late, greatly focused on the key subject of global leadership efficacy (Caligiuri & Tarique, 2012). Leadership represents a central element of every firm. However, leadership ability and function is increasing in complexity with enhanced engagement in technological development and globalization (Ulrich & Smallwood, 2012). People hailing from diverse cultures may have different ideas regarding, and expectations from, corporate leaders. Hence, this paper aims at determining an inclusive leadership approach's contribution to reinforcing corporate culture within a diverse international workforce, having individuals hailing from the US, Germany, Greece, Iran and Singapore.

An overview of the traits of inclusive leadership

Commitment: Developing an inclusive, assorted workforce requires commitment of corporate leaders' energy and time, which are the two elements most important for them. Besides having…… [Read More]

Leadership Priorities and Practice in Organizational Management

Leadership Priorities and Practice in Organizational Management

The enterprise software industry is going through a series of disruptive innovations that are disrupting the economics of the industry while also shifting the balance of power away from the Chief Information Officer (CIO) to the line-of-business leaders including the Vice Presidents, General Managers and Directors of Business Units. As this balance of power shifts throughout enterprise software, many long-standing approaches to developing, delivering, monetizing, and supporting software are also changing. One of the most successful companies in the enterprise software industry, specifically in the Aerospace and Defense sector, is Cincom Systems. Cincom has been able to attain a highly profitable business model by creating very customized systems for customers' needs while at the same time creating maintenance agreements that ensuring highly profitable recurring revenue stream over the long-term. This strategy has been largely responsible for the company's ability to withstand the recurring…… [Read More]

Industrial Management Continues to Remain Competitive As

industrial management continues to remain competitive. As the economy changes over time, the field of industry follows suit. Industrial managers are charged with maintaining productivity and profits regardless of the economy. In addition, they are responsible for maintaining the workforce at its optimum performance level.

One thing that often has a negative impact on the performance level of the workforce, is absenteeism. Absenteeism can create problems in the field of industry in several ways. One of the first problems it causes is a slow down in production. If there is a problem with absenteeism and a significant number of employees are calling out sick it can be detrimental to the production of product. In addition, when people call out sick, temporary workers are often brought in and they must be quickly trained and try to keep up production speed. This training can be costly and their lower level of performance…… [Read More]

Organizations Need an Awareness of

, 1999). Generally speaking, the results of this study showed that increased levels of diversity within the top leadership team had a negative impact on their ability to reach strategic consensus because of both direct and indirect effects (Knight et al., 1999).

These findings are not that surprising, of course, given that it is intuitive that as diversity within a top leadership team increases, so too will the range of views that will be brought to the management table for consideration. Despite these constraints to consensus building, there are some highly desirable outcomes that can be achieved using the strategic diversity management approach that make it worthy of consideration by organizations that are "stuck in a diversity rut."

Strategic diversity management can improve organizational effectiveness by facilitating communication between superiors, peers and subordinates. Although many organizations have recognized the importance and value of a diversified workforce, some have failed to…… [Read More]

Organizational Culture An Analysis Based on Morgan's

Organizational Culture:

An Analysis Based on Morgan's Cultural Metaphor

When one thinks about the word "culture," one tends to think about some far-away, exotic place where people in elaborate costumes perform mysterious rituals. While it is certainly true that people on the other side of the world from wherever one lives certainly have their own culture, it is vital to remember that all people have their lives deeply influenced by culture. We each live in a number of different cultures: The culture of our family, of our neighborhood, of the place where we work, sometimes of a religious and ethnic community. Culture is simply an agreement among the members of a group about how they will behave, what their values are, and how they will communicate with each other. Culture determines how we each interact with each other on a daily basis.

The paper examines the organizational culture of a…… [Read More]

Industrial Psychology Consulting Case Study Diagnostics Phase

Diagnostics

Industrial Psychology Consulting Case study - Diagnostics Phase

The inter-group situation

The current situation at the described office is marked by intense, apparent divisiveness. On the surface, there seems to be no cohesion to the existing organization. Sales reps are said to be more interested in bolstering their personal reputations than the reputation of the company, hence their tendency to make promises that they cannot fulfill to clients. They are, however, highly motivated to promote the company, given that they work largely on commission. In contrast, the operations staff is unionized and actually has a motivation to work more slowly, rather than swiftly, thwarting the goals of the salespersons.

The issues of this company are organizational, informational, and psychological. First and foremost, there are two sets of employees with apparently very different goals. The sales staff is profit-driven, while the operations staff is procedure-driven. Both are necessary for the…… [Read More]

Organization Dynamics & Development it

Despite their supposed differences, all of the foregoing organizational management techniques and approaches share some common themes involving getting a better handle of what is actually being done in companies and how better to manage these things. Unfortunately, another common theme these management approaches share is the inappropriate or misapplication of these approaches by managers who either do not understand how they work or by rabid managers who insist on absolute conformity with these processes and procedures without any room for flexibility according to the unique needs of the organization. In fact, according to Mills (2003), "Analysis of the data suggests that the implementation of organizational change, particularly selected change programs such as Culture Change, TQM and BP, does not follow the rational, orderly decision-making processes indicated by advocates" (p. 2). Nevertheless, some of the more recent management approaches do provide a more comprehensive analysis of what can reasonably be…… [Read More]