Occupational / Organisational Psychology - Essay Example

Occupational Organisational Psychology Introduction Organisational psychology or industrial psychology is the scientific study of human behavior within the work environment. Organisational psychology helps in developing psychological reviews of the unique behaviors that are prevalent within an organization. The prevention of cognitive blockages of employees is possible with different approaches of organizational psychology, which enhances an employees' performance. It is involved with the development of the varied structures within an organization and even provides with a better understanding of how the employees interact within an organisation. The functional elements of an organisation that include manufacturing, quality and human resource management among others help in developing organisational structures. This further enhances the ability of the organisation to deal with its employees and improve their level of performance. Organisational or industrial psychology helps in creating a better relationship among the elements for further increasing the ability of an organisation to perform (Jex and Britt, 2008). In this context, the essay elaborates on the implication of the theories in the area of the job design. Specific descriptions are provided on the role of occupational psychologists to promote safety in workplace. Discussion Theory and Research in the job Design The theory of job design is termed to be one of the most important factors for the development of different sectors. The different job roles that an employee plays within an organization depend on the ability and competency level of the same. According to Truss et al. (2013), job design is a process that helps in designing a range of assignments that would enhance the ability of the employees to perform their jobs efficiently, economically and safely. Improper design of the job creates confusion about specific job roles that employees have to perform. This further leads to boredom and dissatisfaction among employees. The psychological imbalances that are created among employees due to improper job design may lead to de-motivation among them (Truss et al., 2013). Latham and Pinder (2005) noted that formulating a proper job design helps in creating a feeling of contentment among the employees, which in turn enhances their ability to perform better. Furthermore, this even increases the interest of the employees to conduct the job and build up their individual ability to perform. Work motivation is a psychological factor that acts as a positive force and increases the credibility of an employee to perform. This further creates a set of energetic forces that help in improving the performances of the employees. Additionally, it enhances the ability of the employees to interact with the diverse internal and external environment (Latham and Pinder, 2005). According to Grant and Parker (2009), work motivation helps in building an effective internal environment and accordingly, enhances the attachment of employees with an organization. Job design prevalent within an organization is likely to increase the ability of employees to perform better. Furthermore, this is even identified to be developing psychological factors that may be accountable for creating dissatisfaction among employees. Correspondingly, job design and work environment are likely to affect the behavioral attributes of the employees by affecting their ability to perform. By developing the behavioral attributes of the employees, an organization will be able to increase job satisfaction among the employees. Additionally, this would reduce the chances of absenteeism among the employees and would reduce the number of labor turnover (Lumley, Coetzee, Tladinyane and Ferreira, 2011; Grant and Parker, 2009). According to Lumley et al. (2011), the organisational commitment of the employees is majorly related to the level of satisfaction with the task they perform. The degree of satisfaction is likely to increase the interest of the employees towards the task they perform and further increase their credibility to gain new heights. Organisational safety could only be ensured by providing job safety to the employees. Organisational psychology helps in developing the attributes that lead to employee satisfaction, which in turn assist in improving the ability of an organization to conduct operations leading to a sustainable domain (Lumley et al., 2011). Employees’ attachment with the task they perform will aid in improving their capability to perform. In this respect, organizations are majorly inclined to create a workplace environment that provides more security. A work environment where employees work with cooperation will have a greater level of engagement and fewer situations of conflicts. However, it is noted that many organizations and their policy maker pay less attention to the job design that is prevalent within the organization (Grant and Parker, 2009). Conversely, Truss et al. (2013) stated that work design is one of the most important factors leading to employees’ satisfaction. Several instances evidence the fact that there have been direct correlations between the job design and level of satisfaction the employees have within an organization. In addition, an organization with the provision of effective organizations policies will be facilitated with the opportunity of developing the level of organizational safety. These policies will effectively minimise workplace violence, conflict, and stress among the employees working (Phipps, Malley and Ashcroft, 2012). Occupational Psychology and Safety Needs According to Lumley et al. (2011), job satisfaction has emerged to be one of the prime factors that lead to employee motivation and develops a better image of an organization. Since its inception, occupational psychology was based on the development of individual attributes to enhance the ability of an organization to perform. Moreover, it is an issue of concern that the policymakers in an organization consider job design to be of minimal importance. However, it is obvious that job design is most important to decide the level of employee satisfaction. It is noted that majority of the organizations are inclined in developing their rewarding techniques to enhance the credibility and motivational level of employees (Leka and Houdmont, 2010). Notably, the major needs of the present day employees are directly related to safety concerns of a workplace. The needs of safety even vary at a larger level, which even involves the requirement of counseling that would help the employees to fight with their cognitive blockages and enhances their ability to perform (Leka and Houdmont, 2010). In this context, a series of attributes relate to the development of the employees’ level of performances. The concepts related to the individual differences within an organization could be directly related to the assessment of other external attributes. The selection of job and development of the concepts directly relates to the level of job satisfaction and enhances the credibility to perform. Additionally, the occupational psychology in the present area plays an important role in developing safety needs of employees (Turner, Chmiel, and Walls, 2005). Assessment of needs of employees and their approach towards security needs increase the safety considerations at the workplace. Furthermore, these attributes even create a positive approach amid the employees towards developing a clear notion about safety factors that are to be considered for the development of an effective working environment. The psychological balances further develop diverse relations related to the safety needs of employees. By creating a safe climate within an organization, the level of satisfaction of the employees could be sufficed effectively (Gilbert and Bilsker, 2012). The approaches of occupational psychologist are observed to be developing different attributes that would help employees to develop their mental stability and enhance their commitment towards an organization. The assessment of workload and level of mental health are likely to affect employees’ growth and sustainability. In this regard, an organization with better management of work stress and health factors is able to enhance the abilities of employees to perform their operations competitively. The implication of health policies on the workforce is likely to develop the quality of work and enhance security requirements at workplaces. The psychological analysis helps in formulating varied measures that enhance climate of safety and generates a sustainable environment for the employees to operate (Leka and Houdmont, 2010). Furthermore, job design is observed to be having a positive motivation for the employees. Correspondingly, occupational psychology deals with fields of intrinsic factors that enhance employees’ satisfaction and develops their ability to perform. This factor is directly related to the needs of safety within a workplace. The safety requirements of employees even vary at several levels further generating a need for an organization to develop safety measures for effective psychological attachment of employees (Leka and Houdmont, 2010). Promotion of Safety at Workplace Safety at the workplace must be the prime concern of both employees as well as the employees. The occupational psychologists dealing within different organization majorly inclined towards developing occupational safety within the work environment. The proper preparation of job design would enhance an understanding of requirements of safety that is underlined with the fulfillment of specified jobs. Promoting psychological health and safety is one of the prime requirements of the present day organizations. The occupational or organizational psychology is majorly related to the development of approaches that would lead to enhancement of strategies leading to safety at the workplace. The occupational psychologists are also identified to manage stress factors so that employees are able to conduct their operations in a better way. Measures relating to job controls and job demand are adopted for framing an effective strategic framework that ensures fulfillment of operations in accordance with organizational objectives (Brun, Biron, and Ivers, 2008). Strain management is observed to be having a huge impact on the management of different organizational hazards. Effective formulation of a job design enhances the ability of employees to anticipate the risk that may occur while performing the job. This further provides employees to have a better insight of a number of safety measures that they should follow while performing their activities. By increasing needs of safety within an organization, the occupational psychologists will be able to develop a better awareness among employees and develop a healthy work environment. This will increase employees’ ability to perform and develop their level of individual growth. A well-designed job structure will provide the employees with an insight into their roles and enhance their coordination with approaches of management in initiating safety measures. The perceived belief of the employee over their jobs affects their approaches towards maintaining safety and precautionary measures. This creates a dilemma among the employees to adhere to the safety needs associated with the job (Gilbert and Bilsker, 2012). The organizational psychologists through their innovative approaches enhance the attachment and commitment of the employees to relate their job satisfaction with their personal needs of safety. The negligent attitude of the employees towards safety measures is either due to the lack of proper commitment with the job or due to the improper knowledge about the task. It is often noted that the casual approach of the employees is having a negative impact on the development of strategies relating to safety at the workplace. The organizations must be generating their risk management approaches by providing a clear description towards the necessity of the same with the task they perform. In order to ensure overall development organizations must be taking the initiative to attach the needs of safety along with the desired job role. This underlined requirement will provide employees with a guided approach to develop their consciousness about safety needs. By informing about the hazards, employees are likely to face while conducting their job roles are going to create consciousness about the safety needs they must adhere (Gilbert and Bilsker, 2012). The diverse needs of safety must be informed so that consciousness is developed in order to enhance their work practices and ability to perform. The organizational psychologists enhance the ability of employees to assess their needs of safety by elaborating the underlined risk that they will face while performing their job roles. This includes work stress, conflicts and workplace violence among others that may affect their work life. It is the responsibility of the employers to create preparedness within employees to face adverse situations while conducting a job. Organisational psychologists should be performing their task to develop the level awareness among the employees to maintain their safety needs. This would further enhance workplace safety and improve work life balance among the employees (Jex and Britt, 2008). Conclusion Based on the above discussion, it can be comprehended that developing an effective job design is a complex task. Different factors that include safety measures and job satisfaction are required to be considered while formulating a job design. In this context, the organizational psychologists are needed to elaborate on the job roles that employees are likely to perform during their course of operation. This is even likely to affect the growth of the employees towards their safety needs. The different approaches of the occupational psychologist are observed to be having a positive impact in developing the needs for the employees. By further enhancing, the credibility of the employees to perform and occupational psychologist ensures steady growth of the employees. Subsequently, a detailed job design provides an elaboration on different job roles that an employee performs will develop their urge to follow the safety measures. This would further enhance the ability of the occupational psychologists to develop consciousness and instigate the employees to follow the safety measures for mitigating issues relating to work life balance and psychological distress. References Brun, J., Biron, C., and Ivers, H. (2008). Strategic approach to preventing occupational stress. Retrieved from http://www.irsst.qc.ca/media/documents/PubIRSST/R-577.pdf Grant, A. M., and Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 3, 1-89. Gilbert, M., and Bilsker, D. (2012). Psychological Health and Safety. Retrieved from http://www.mentalhealthcommission.ca/English/system/files/private/document/Workforce_Employers_Guide_ENG.pdf Jex, S. M., and Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach. UK: John Wiley and Sons. Latham, G. P., and Pinder, C. C., 2005. Work motivation theory and research at the dawn of the twenty-first century. Annu. Rev. Psychol., 56, 485–516. Leka, S., and Houdmont, J. (2010). Occupational health psychology. UK: John Wiley and Sons. Lumley, E. J., Coetzee, M., Tladinyane, R., and Ferreira, N. (2011). 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