Improving Performance of Workers and Their Workplace - Term Paper Example

?Industrial psychology is one which continues to examine the different roles which relate to work ethic and the ideologies which individuals carry into the work force. An area which is now developing and being examined is based on the relationship to work and family. The implications are not only related to how one focuses within the work area according to the family structure and dynamics. It is also now understood that the family structure and the work dynamics are directly affected and linked to the other. This can provide greater stress or reduction in stress when one is working. Examining the various concepts of work related stress to the family dynamics then builds a stronger understanding of what psychological factors need to relate to the work area to reduce stress and to help with the psychological components in the work area. Reviewing the articles that are related to the concept of family dynamics and work related stress is the beginning to understanding more about the ideologies of how both link to each other. An analysis of the work family research is one which challenges the theories and viewpoints of the past. This is done by examining the theories of Kossek, Baltes and Matthews and the concept of family – friend policies. The theory of this article is one which shows that there is a sense of different viewpoints that are used by researchers and which have created and implemented policies within society. However, the supports that are based on the claims which are made don’t provide the necessary concepts for the practical applications needed. The researchers show that there is still a large percentage of the work force that doesn’t have flexibility in terms of family and work relationships. This heightens the stress that many face and creates different complexities that most employers don’t consider with work and family relationships. The article challenges researchers to re-examine the work to family situation while looking at flexible options that could be added into the policies which are made among employers (Johnson et al, 2011). The strength with this is based on the practical applications and challenges, as well as the ability to tap into the other theories that are associated with the ideologies of family and work relationships. This is combined with the overview that is provided and the association that is taken to create a deeper understanding of the psychology that occurs with the work – family relationship. The idea of changing the performance level according to the family relationship is then able to have a deeper understanding with the policies that are made and how this relates to the work environment. However, there isn’t a study to follow this, which shows some limitations in the outcome that is expected for the work to family relationship. The work – family dynamics is looked into specifically with the concept of policies and the employment that takes place. There isn’t a deeper understanding of other psychological relationships, components that are a part of the family and the different dynamics that affect individuals within the work place. By expanding the examination of literature and the research offered, there would be the ability to understand even more about the psychological relationships of the work – family associations in the work environment. Another approach with the research of work to family relationships is one which considers the research which has been considered and how this has altered because of the dynamics of employment. The research study not only approaches the policies for work – family dynamics. There is also an association with how the policies and expectations change, specifically because of public relations that are required. The researchers examine the policies and the dynamics within the work space and how this is created in a specific manner to associate with those in society. However, the public relations and media are often overdeveloped in terms of policies and are not combined with the needs for the community, individuals and the organizations. The policies, according to this study, are then based on observing the gaps between the organization and the public view about a specific area of employment (Huffman, Sanders, Culbertson, 2011). The strength of this particular study is in examining the relationships and dynamics that alter the work – family associations in the work place while showing how this alters according to needs in society. The way in which this study is conducted with observations of the dynamics from different variables then combines with the complexities of the work force. The study is able to provide a unique perspective about the work – family relationship and how the external environment both influences and limits what is done within the work environment. This is important to note with the influence of policies and the initiatives that are taken with practical associations in the work environment. While this is able to provide different insight to the work – family dynamics, there is also a gap with the research provided by creating assertions that are expected to follow a trend. The gap is based on looking at other perspectives which may not have the same outcomes as the researchers propose. There is then the inability to create the right association with the work – family relationship and how other factors contribute to policies, community viewpoints and the practical changes which are created in the work space. The third research approach created is with the ideology of work and family dynamics and how this leads to unethical decisions. The thesis of the researcher is that there aren’t enough guidelines or policies which allow the family dynamics to have flexibility in the workplace. This leads to unethical decisions that are expected and accepted among those that are in the various environment. In this study, there is a combination of literature that is reviewed with policies and practical observations that are conducted. This occurs through a meta – analysis that creates an understanding that unethical decisions which link directly to the work area and family environment are accepted among most in the work environment. The researchers create a challenge to look at behavioral ethics and to have an ethical impulse that guides decisions and policies, as opposed to having more stringent rules which relate to family in the work place (Gephart et al, 2010). The approach to the article is one which has a variety of advantages with the main outline and approach. The use of meta – analysis helps to identify the various dynamics and components within the work force and how this relates to the family needs that are often disregarded. Adding in the literature and theories, combining this with the work – family dynamics and the concepts of ethical decisions then provide a strong foundation for the research. Combining this with the evaluation of various companies then offers research that is able to confirm the theories and past research that has been incorporated into the study. The result is the ability to create a new set of ideologies and research that is a part of the study while helping to create a different approach to the ideas of work – family dynamics. While there is a strong presentation of evidence, the research needs to further examine the ideas of policies and the psychological associations that would be expanded from the alternative ideologies that may indirectly link to ethics within the work place and the extension of family dynamics that relate to this. Another perspective which is offered and which associates with the work family dynamics comes with the ideas of how the human resource management looks into the productivity of those in the work area and how this relates to family. Work – family coping strategies are identified, specifically in terms of leadership capabilities that are a part of the work area. This is combined with the ability to negotiate and work with employees for family dynamics and how this changes the relationships that are in the work place for better flexibility. There are a variety of theories that are presented to show the idea of leadership and how this relates to work – family flexibility. The research study presents preventative forms and episodic forms that need to be considered with leaders and how this relates to the work place. The concepts then link to an understanding of different techniques that can be applied within human resources and in leadership form that work more effectively with the dynamics of the work space and the family relationships that are associated with this (Major, Morganson, 2011). The strength of this article comes from the additional perspective of leadership skills and how this directly affects the work – family relationship in any environment. By presenting this perspective, there is the ability to create a different understanding of how there is a change in stress levels and other factors with leadership skills and relationships. Unlike other research studies, this offers a different basis for forming and following policies and in implementing specific needs within the workplace. More important, the research study is able to challenge a different approach to the needs of employees in the work place and how this relates to practical needs in terms of family and work. While this is a main strength of the article, there isn’t the ability to have an understanding of other relationships to the work – family dynamics and how this is presented through human resources. The work – family psychology is based only on the human resource management. However, there isn’t a direct association with the other concepts and considerations that are a part of the work – family dynamics. This includes the relationship to policies, corporate culture and the expectations that are currently associated with the ideologies within the work space. When looking at the different research studies, it can be seen that there are a variety of perspectives offered about work and family dynamics within the field. Each researcher takes a perspective based on literature and past studies that are associated with the field. This is combined with surveys and meta – studies, all which add into the perspectives of the work – family psychology and how this changes the association with working. Each of the studies has strengths in processing the theories and past relationships with the current studies. This is combined with the focus of work – family relationships that are altered by policies, public relations, psychological associations and human resource management. Examining each of these perspectives adds in an alternative belief about the work – family environment and how this relates to the psychological components in the work place. The different research studies can add in to provide a specific understanding about the psychology and dynamics of industries and how the family dynamics associate with stress levels and the ability to work comfortably in a work place. While each of the researchers provided new insight and information to the studies, there was also a specific focus that didn’t consider other psychological factors or perspectives. Adding these into the mix would have altered the different ideologies of the researchers and the outcomes which occurred, while offering a diverse understanding of the psychology that is a part of the work and family dynamics. References Gephart, Kish, Jennifer Harrison, David Trevino, Linda Klebe. (2010). “Bad Apples, Bad Cases, and Bad Barrels: Meta – Analytic Evidence About Sources of Unethical Decisions at Work.” Journal of Applied Psychology 95 (1). Huffman, Ann, Adriane Sanders, Satoris Culbertson. (2011). “Work – Family Research Has a Public Relations Problem: Moving From Organizational Nicety to Necessity.” Industrial and Organizational Psychology (4). Johnson, Ryan, Kaitlin Kiburz, Soner Dumani, Eunae Cho, Tammy Allen. (2011). “Work – Family Research: A Broader View of Impact.” Industrial and Organizational Psychology 4 (3). Major, Debra, Valerie Morganson. (2011). “Coping with Work – Family Conflict: A Leader – Member Exchange Perspective.” Journal of Occupational Health Psychology 16 (1). Read More