Business psychology - Essay Example

Business Psychology Speaking from an ethical context, it is duty bound for any business that has an existence to meet the needs of the s through the different offerings in the form of its varied products and/or services. It asks for the business to be responsive towards the needs and requirements of the customers and defer the financial sides concerned with the company. It is important though not to ignore the monetary aspect but to remain in the business in the first place for the ones the business is being done, it is essential to situate the resources onto them and then move on forward expanding the market share and the like. Decision making in business is a significant aspect at understanding the scenarios which are presented from the different organizational perspectives. Similarly in science and any other field of study it is a difficult thing and one needs to understand what are the basic ways in which a decision can be arrived at, without wasting much time and using the best tools and techniques in order to achieve the same. These decisions are very crucial to the outcome of a project but certain things should be kept in mind that information is the single most significant thing in this whole process. Decision-making is indeed a very complex and well-developed area, one that has to be looked at by the researchers and lecturers with particular care. People think in different ways. They can either be positive about something or be very pessimistic about an approach. Nevertheless, the positive approach is the one, which is more rational, and understandable, as the negative might lead to something that may not ever happen in the future, yet become a relic. This is without doubt the reason that positive approaches are more or less quite successful. At times, the positive thinking on one’s part can lead to a problem from an emotional, insightful, creative or negative viewpoint. The reason for the same is that one might minimize the resistance to plans or misfire in making creative jumps every now and then. Creative thinking style looks at solving problems in a very creative, unique and novel manner – a way which has never been explored before. It is different from the logical thinking since the latter bases the rationale on logic and sound reasoning and creativity is usually a no-no in such a context. Similarly, scientific thinking style is based on the advancing sciences and the way science and technology brings to reckoning the different issues and subjects are of primary significance here. One could see that creative thinking offers a chance to discern questions which have usually been left unanswered at the best of times but logical thinking is elaborate, based on principles, rules and philosophies and contains alternatives only in the light of the mechanism being discussed under the auspices of the thinking style. More so, scientific thinking is focused heavily on the way modern day thinkers are bringing to light the pertinent issues. Employee motivation at workplace works to the advantage of the firm and the people at the helm of it since they know for sure that their employees would give in their best no matter how trying or tough the circumstances are. This means that they are assured of their commitment levels and the intensity of the hard work that they will put in, even under the most strenuous of routines. But this raises an interesting proposition, a stance which needs to be discussed by all and sundry. Over work can reduce employee motivation as well as add to the stress on the part of the employees’ physical and mental domains. What needs to be done is to gauge the exact amount of work that they can handle within a time period as well as give them enough incentives so that they remain loyal to the cause of the organization. If there is no privacy for the employees, they would not feel motivated to do their tasks and activities in an effective and efficient manner and it is ultimately the firm which will lose out on the productivity angle nonetheless. Setting up high performance teams is a prerogative of any organization and in the business world of present times; it is very much a need rather than a desire. The businesses have changed so as to create more room for teams than individual working ethos. This has given space to more facilitation within the working environments of teams since they bring combined efforts and usage of more brains than a singular person. The factors that stand important in the wake of high performing teams include a commitment towards common goals and a simplistic and solitary objective which must be kept in mind at all times. These factors underline the basis of the teams performing a singular whole than disjointed units within the framework of the organization or the group that they are working under. (Duke, 1993) Constituting a team is an important measure since it explains the manner in which the team members would carry out their processes and activities in order to reach the ultimate objective – the goal which is in sight. Also the presence of a leader within the ranks is also significant since he is the one who ensures that commitment and devotion is laid towards the activities of the whole team and that the team members are dedicated to the cause of serving the objectives of the team. A leader would guarantee that the team members remain on their toes and are up and ready in order to outperform each other so that the end result is one which will make the team stand out as a whole. The objectives of the team are more quintessential than the individual members and this is one aspect that the leader brings with him whilst formulating a high performance team. People selection and recruitment stands as a very essential step of the formulation of teams since right kind of people must be geared up to the task and it is a must to check the kind of motivation that these team members have at the very moment and whether or not the same would remain like that within the future. Thus these factors are deemed as very important whilst getting the people under an umbrella which would actually see that the teams would get the right kind of members within their hold and this is important since it will decide how the team would actually perform within the future and in the long run. (London, 2002) One must understand that team members are committed to the task and remain in line with the strategies and tactics deployed by the team leaders so that the team is a high performing one, both in difficult circumstances and in times of ease as well. This eventually will help the team keep in nice stead of the whole situation at all times possible. It is significant to outline the fact that there is a dire need for having a balance between the professional life and the personal life of a human being as he has to give in his best on both the fronts so as to have a worthy lifetime. A balance is must between the family commitments and professional duties so that the end result is one which is both satisfying for the individual himself and the family and work colleagues that he is attached with. If a person neglects any aspect of his personal or professional life, then he is sure to get the problems attached with the missing aspect of these lives and there would surely be repercussions in the wake of the very same. There could be problems in the form of distressing situations at work, the boss getting unhappy for all the wrong reasons, the colleagues feeling agitated with this person’s behavior and so on and so forth. Similar is the case when one speaks of the person’s personal life where the wife and the kids start to get agitated by the differing domestic situation and more than that there are fights within the house itself which leaves a lasting impression on the minds of each and everyone concerned. Stress management is pretty intrinsic to a person’s mindset and his eventual approach that he wants to have in the wake of a good and sound time. The purest definition that could be brought forward for a ‘work-life balance’ is one which suggests the implications that one has over the other – work over life or life over work. The balancing act needs to be found between the two things that a person does, both on the personal level as well as on the professional front. The reasons for employees being imbalanced within work ethos and life are apparent to one and all. No one can manage his life issues and work aspects with ultimate ease. There has to be a conflict sooner rather than later. This conflict can arise at a number of different levels and the manner in which it is avoided is of immense significance. This is said because employees do their best to leave their personal lives and similar baggage at home and concentrate on their professional undertakings and routines when at work. The reasons for employees to become imbalanced are because they undergo a lot of pressure at both the fronts and they have trouble dealing with each of these fronts at the same time. In fact every employee experiences these kinds of issues more often than not. (Bravo, 2007) What is most quintessential is the fact that how best they cope with these problems and how much they remain dedicated towards their work ethics and life. Another reason that could be mentioned here is the manner under which employees are forced to perform at optimum levels and display the best of their official commitments. This is humanly impossible at times and requires a great deal of patience on the part of the employees who are doing almost everything to make sure that their endeavors and efforts are praised by the top management and that they succeed within their lives on a continuous basis. Employees surely face a lot of wrath at the hands of the organizational management regimes when it comes to having a clear cut understanding of drawing the line between work and personal issues. Some of the employees find it morally correct to solve their domestic issues whilst being within the four walls of their office. In the end, this is ethically wrong and demands an explanation from them since they are paid to work for the office when they are in the office domains. Bibliography Bravo, Ellen. The Architecture of Work and Family: To Have a Job and a Life, We Need to Redesign the National Household. The American Prospect, Vol. 18, 2007 Duke, Daniel L. Removing Barriers to Professional Growth. Phi Delta Kappan, Vol. 74, 1993 London, Manuel. Leadership Development: Paths to Self-Insight and Professional Growth. Lawrence Erlbaum Associates, 2002 Word Count: 1,783 Read More