The Psychological Needs Of An Organization

The organizational side of I/O psychology focuses on making the most of organizational performance. This focuses on interpersonal relationships at work, how individual differences affect an organization, leadership, motivation, team and group dynamics, and organizational change and development. In addition, the organization side concentrates on job satisfaction, attitudes, and dealing with job stress such as balancing work and family (McCarthy, 1999).

employees will only refer individuals they trust are qualified for the job. Another plus is that referral programs help organizations save costs because search firms and advertisements cost more (Kreissl, 2010).

As organizations grow and expand globally, the growing number of business competitors who provide the same services becomes greater. Organizational psychologists are a benefit to organizational success, regardless of size. Organizational Psychologists can offer fresh ideas for improvement using various methods of study and research. One important step in understanding the people within an organization is to understand their behavior. How employees behave within an organization has an influence upon the lives of coworkers. Employees do not always consider the impact of decisions unless the result is beneficial or

Intrapersonal conflict reveals itself through different individual attitudes and behaviours. Most of these attitudes and behaviours may originate from self-induced, emotional or inner feelings which may include frustration and emotional instability. These attitudes or behaviours may lead to absenteeism and destructive behaviour among individuals in an organization (Hughes, 2001). Poor attitudes and behaviours which result from intrapersonal conflict usually decrease the performance and efficiency of an organization. On the other hand when it is managed in the right manner it helps individuals promote capacity to adapt and attain a balance in the working relations with the organization.

Conflict is divided into five levels such as interpersonal, intrapersonal, intergroup, intragroup, and interorganizational. Conflict is always present in organizational settings. It could either be a goal conflict which happens when the desired outcomes are incompatible, cognitive conflict in which ideas or thoughts are inconsistent or affective conflict where feelings and emotions are do not go together. To measure individual’s response to conflict the Thomas-Kilmann Conflict Mode Instrument developed in 1974 as a conflict style inventory could be used (Soard,2017).

The wrong amount of conflict can lead to limited physical or mental health (stress), wasted resources, sidetracked goals and/or heightened self-interest (Torrington et al 2008). The manager has to see how it is the relationship between the company and employees or among the employees. If the manager notices that the performance is poor, he or she should minimize it.

As previously mentioned, it is important that organizational needs are met by ensuring that leaders have the right skills, while also having a foundation of a specific leadership theory to drive the daily functions of the organization. As important as these aspects are, it is even more important that leaders take the time to evaluate their leadership style and philosophy to ensure that they remain effective and efficient in their work. Fisher (2009) notes that it is important to recognize the type of leadership that is most effective with staff, so that it can be applied accordingly. By taking the time to self-evaluate, it will allow for self-reflection on one’s own philosophies and the ability to grow as a leader in their areas of weakness and enhance the areas that are the strongest.

All these theories show that no matter how employees can be motivated, they are the key element to a company’s good performance. But employee motivation is not the only factor that can make or break a company’s results. How conflicts are resolved is also really important and it must be understood and managed correctly. Regulating conflicts does not mean avoiding them. Conflict is a choice made by individuals or groups, to affirm their rights, defend their

The medical profession is one of the most crucial professions in any country, including the United States. As such, it is ideal to refine processes and practices in order to maximize the output of employees within this profession. Although such an outcome is desired of any sort of organization that industrial organizational psychologists work in, it is pivotal to achieve this objective in the medical profession for the simple fact that the result of medical procedures directly affects the health and vitality of the profession at large. Industrial organizational psychologists improve workplace conditions for employees (No author, 2013). Thus, there is increased scrutiny on industrial organizational psychologists and there work within the medical field which may account for the fact that traditionally, "there are very few I-O psychologists working in health care settings" (Ehler et al, 2003).

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

Organization behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper we propose to study leadership, motivation and organizational conflict, as among the most pressing issues in

Approaching the business world with a psychological perspective will be different and somewhat more advantageous than approaching it with other business trainings. Business psychologists view organization development as a way of increasing organization effectiveness and health by targeting employee welfare. For example, when an M.B.A trainee is offered a machine, he or she will most likely focus on the perfunctory aspects of the machine and its monetary output for the business. On the other hand, given the same machine, a business psychologist, is more likely to look beyond the mechanics of the machine. This is to say that, he or she will look at what the machine does to make it unique; why this particular machine is the best fit for the business and its current needs; additionally, what can he or she, as a business psychologist, do to help the machine reach its highest potential so that it is not a machine that solely performs one particular function exhaustively - in a mundane and unmotivated manner. I believe this is a defining quality that distinguishes a business psychologist’s contribution to the business world from an M.B.A trained personnel’s contribution to the same industry.

Resource will give me knowledge on how to successfully run a company. The Reducing conflict-related employee strain: The benefits of an internal locus of control and a problem-solving conflict management strategy article focus on the relationship between workplace conflict and psychological strain. “It is therefore not surprising that in the past 20 years, scholars, as well as practitioners, have attended to workplace conflict and its consequences for individual and team performance. As a result, our understanding of how workplace conflict affects the welfare of organizations in terms of productivity and individual and team performance is quite developed…. However, attention should also be given to the consequences of conflict for the welfare of the individual members of organizations, which is reflected in stress-related outcomes such as psychological strain”. (Dijkstra, 2011) Basically, the article discusses how workplace conflicts can have an influence on performance, and mental health. I do believe job conflicts can strongly affect individuals work performance and their mental health.

Before the start of this class I had little experience with research and little knowledge regarding the components of each research approach. Additionally, I had preconceived notions that qualitative research would be my approach of choice because I assumed it was an easier choice so to speak because it did not include numeric data. This course has definitely changed my mind on being open to the other approaches. I have learned that quantitative, qualitative, and mixed methods approach all involve a lot of time and effort when it comes to planning, executing, and analyzing. Another thing I learned is that each approach is not interchangeable.

Effective Communication is significant for managers in the organizations so as to perform the basic functions of management, i.e., Planning, Organizing, Leading and Controlling. Communication helps managers to perform their jobs and responsibilities. Communication serves as a foundation for planning. All the essential information must be communicated to the managers who in-turn must communicate the plans so as to implement them. Organizing also requires effective communication with others about their job task. Similarly leaders as managers must communicate effectively with their subordinates so as to achieve the team goals. Controlling is not possible without written and oral communication.