Industrial Organizational Psychology

4. Briefly describe the elements of the formal and the informal organization. Give examples of each.

Classical organization theory evolved during the first half of this century. It represents the merger of scientific management, bureaucratic theory, and administrative theory.

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

Industrial organizational psychology is very important in the workplace for encouraging productive worker attitudes and behaviors and for the selection of applicants in the most effective manner (Pond III, 1999). In today’s world, there is a great demand for equal employment, equal pay and a satisfying yet productive workplace. These demands present many challenges for the organization and for I/O psychologists. Even more challenging are these same demands in a unionized workforce.

Organizational behavior is the study on how organizational structures affect behavior of its employees within the organization. Organizational systems is the structure that an organizations uses to organize its functions and assign responsibility to its employees. Organizational behavior in any criminal justice organization is how the superiors and the employees relate

In the “Mind Tool” quiz, I graded the lowest in “creating a positive environment” for problem solving (Mind Tool, 2014). I have learned that audience is key when determining who will make final decisions. At my previous job doctors, nurses, psychologist, and therapist integrated to determine a patient’s discharge status. A status that sometimes determined how or where a brain-injured patient should be

This activity made the author realize that change can be brought about by staff discussions, and better the working environment for the safety of the patients. It made the author aware that positive changes can occur in the workplace, and that using evidence-based medicine can be applied to our work

IT is important, however, for an I/O psychologists, and anyone considering the benefits and issues that arise from the new workforce, not to rely only on perceptions. Research like the studies cited above must be consulted in order to have definitive and objective data that can then be used to create the most effective environments and well informed decisions in order to maximize employee satisfaction and the bottom line. The most effective managers and I/O psychologists will be well informed on these studies and create an environment that maximizes the strengths of this incoming workforce, most namely their abilities with technology and their flexibility in the workplace while meshing these skills with the leadership and professional experiment of older employees to allow each employee from each cohort to constantly improve themselves in many different areas. Not only will this lead to happier and more effective employees, but it will also increase the likelihood that these employees will stay within the company, reducing turnover and increasing company

340). The current culture can be described as a normative, process culture in that employees follow regulations and policies when completing their work. The organization is transparent with their communication, hence employees respect them. However, the workface feels like they are running to lean and only care about the bottom dollar hence turnover is high. There is great coordination of care between all departments except for the marketing department. There is a disconnection secondary to the clinical staff feeling that marketing only brings in patients to meet their quotas instead of patient that truly need services. Moreover, marketing is the only department that is bonus eligible. As a result, the folklore is that the organization only cares about the bottom-line and not the employees. Additionally, the only reason patients come to this hospital is because the employees “kill them with kindness”. Superior Hospitals needs a cultural change. It needs to more towards an academic and normative culture as employees are highly skilled and need further training and education in order to be successful. The research notes that this type of culture pays particular attention on who they hire, their current skill sets and their motivation to learn and grow, so that turn-over rates remain low and the employees are fulfilled in their roles (Sponaugle, 2014). Moreover,

The first web resource is the Society for Industrial and Organizational Psychology (SIOP). It is a membership organization for those learning, practicing, and/or teaching industrial and organizational (I/O) psychology (Society for Industrial and Organizational Psychology, 2016). It is the principal site for information concerning I/O psychology. SIOP provides support to members in the form of webinars, continuing education and professional development, I/O groups, research grants, and a documents library. SIOP also aids in promoting public awareness of I/O psychology, which may have many long reaching benefits to members, as well as practitioners. Some features are restricted to members, but there are also many articles available from leaders

The distinctions between industrial psychology and organizational psychology are not always clear. Thus, the two areas are often referred to jointly as industrial/organizational psychology, or I/O psychology. I/O psychologists work for businesses, consulting firms, government departments, and

Every business has a set of key characteristics or values that make up an organizational culture which is unique to its business. Organizational behavior examines "the impact that individuals, groups, and structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organization's effectiveness" (Robbins, 2005). The purpose of this research paper is to identify and evaluate General Electric's (GE) organizational culture, organizational behavior, and customer service standards. We will also

The 1998 film Antz is an excellent depiction of the industrial and organizational work force. Being that the film is a Dream Works animation, it has a simple and attention grabbing plot that is given to the viewer through the perspective of a hero, and in this context an colony ant worker named Z (Darnell et al., 1998). This peculiar, open-minded ant portrayed several topics related to industrial organizational psychology such as leadership, occupational stress, and job satisfaction. In addition to the prevalent presence of industrial psychology that can be seen in the main character, other characters and details of the plot are representative of industrial psychology as well. Elements such as organizational commitment and employee selection are intriguingly exemplified through this moralistic story of ants (Darnell et al., 1998).

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

TUTORIAL QUESTIONS INSTRUCTIONS: PREPARE THE ANSWERS TO THE QUESTIONS IN THE TUTORIAL DISCUSSION. TOPIC 1: AN INTRODUCTION TO OB a) The workforce diversity is one of the emerging trends/challenges in organizational behavior. Describe how the workforce is diversified and briefly identify two consequences of these diversities for organizations. b) Telecommuting has been identified as an important trend in organizational behavior. Discuss three organizational behavior topics that are influenced by telecommuting. c) Describe why managers require knowledge of OB. d) Explain how the three levels of analysis of OB are related? e) Define