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Organizational Psychology
Relevant information about Organizational Psychology.
- An overview of the treatment
In the last fifty years, the development of systems thinking nurtured applied psychology as a discipline. Thus, from mid-twentieth century, Organizational Psychology dealt specifically with the study of human behavior in the workplace.
A psychologist is a specialist in organizational development organizations. From this perspective, professionals are invited as outside consultants, or embedded in the institutional dynamics, carrying out the task of helping organizations to find effective and lasting solutions to their problems.
While firms are organized into areas or sectors (management, production, sales, customer care, human resources, administration, etc.), each is more or less from each other to achieve good overall performance. That is, each area contributes to adopt what defines or characterizes the company as a system. In this sense, Organizational Psychology address the structure as a whole.
Currently, the economic scenarios are characterized by constant change of requirements, products, services and customer expectations. It is therefore important that companies can collect external information and remain flexible to stay competitive. The communication and interaction skills to act as a group are useful talents required by the present context. The era of the isolated individual be replaced by teamwork. To address these cultural changes, Organizational Psychology generates and proposes solutions that provide the creativity, innovation and continuous improvement processes within the organization.
- What problem/ s is expected to be solved
The overall goal of organizational psychology is to manage the conflicts within the overall framework of the company long term. To do this, it is essential to make a correct diagnosis. The administration of the conflicts consists of processes of diagnosis, interpersonal styles, created strategies of negotiation and other interventions to avoid and to solve the discrepancies that affect when institutional happening.
In organizations, individuals may encounter a whole range of problems, incompatibility of goals, differences in interpretation of the facts, disagreements on expectations of behavior, among others. Organizational psychology from the goal is to make the business work as a team. Thus, this approach aims to manage conflict and emotional communication is an organization towards a common goal for all.
Among the functions in which the organizational psychologist can take part includes the selection, evaluation and direction of the personnel; the formation and the development of the personnel; the conditions of work; the organization and management of the human resources; the strategies of marketing or external communication.
According to the most used working model, the organizational psychologist defines in the first place which are the problems that are perceived within the company. To this end, a resource is to talk to members of the company at different levels, in order to obtain a more systemic view. After analyzing all the information gathered, the psychologist must diagnose with alternative solutions to the client and decide whether to approve this action.
The main research techniques include interviews, psychological testing, sociometry, staff appraisal, organizational charts, job analysis, questionnaires, surveys and direct observations.
In relation to the intervention itself, the techniques used depend on the specific objectives. Thus, for example, to reduce the effort required to perform a specified task can suggest amendments to the routines. Also, a change in environmental conditions may result in maximizing the productivity benefits. Other intervention strategies are linked to the modification of communication channels within or outside the company, implementing a policy of motivation, or conducting training workshops.
Once the approach is leading to market, are frequently established track variables to strategically refocus the goals and objectives.
The duration of interventions depends on the device deployed in each case. For example, if the goal is to help develop leadership skills, just the realization of a workshop of 12 meetings. You may also be the case shorter workshops. There are days that last no more motivation than a day or speech courses part-time extension.
Now, if the failures are related to organizational policies, the solution may take longer because there will be to carry out modifications in the management of resources, including, involving rearrangements of staff.
Organizational psychology tends to improve the work environment, decrease the stress on employees and managers, develop attitudes and skills-oriented decision making and improved corporate image. All these elements translate into a quantitative and qualitative improvement of the management of the company, key factors in these times.
In short, organizational psychology service does help companies achieve their business objectives by relying on the management of human resources.
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