Organizational Psychology Implementing - Essay Example

Name Professor Course Date Organizational psychology Introduction In the recent years, many companies all over the world have embraced the need for Organizational psychology despite of their size. The number of competitors and the need for continued success within companies in as far as the provision of similar services is concerned has grown steadily. This situation has therefore been demonstrated to be great importance necessitating the need for adequate attention. The concept of Organizational Psychologists presents a company with fresh ideas that are unbiased in line with improving and advancing their operations with the use of various techniques of research and analysis (Mitchell and Daniels 2009, p.222). This paper examines organizational psychology beginning from the definition, its evolution, how it can be compared and contrasted with other related disciplines as well as an analysis of the role played by research and statistics in this filed. Organizational psychology may be understood to be an area that makes use of scientific methodologies in a bid to better the understanding of how individuals behave as they work within an organization (Jex and Brit 2008, p.44). Basically, organizational psychology makes use of research methodologies and principles in scientific psychology to study different issues that are important to understand the behavior of individuals in organizations. Organizational psychology being an applied field gains much relevance to many work settings and through the application of research it aims at increasing the productivity of individuals in the workplace. Organizational psychology directs focus on a specified behavior or conduct of employees as exhibited within a certain job. More particularly focus is basically upon the conducts which need to be intervened into or rather improved. In connection to this organizational psychology provides an action plan with the objective of offering encouragement at work in as far as positive morale at the workplace is concerned. This field of psychology has its concentration on the human aspect within the environment of how they do their work. Therefore through the process of surveying, interviewing or research it aims at producing fair plans geared towards implementing and improving the working conditions at the workplace. This demonstrates that organizational psychology aids a company to capitalize on the efficiency of its employees to achieve increased productivity (Jex and Brit 2008, p.67). It is quite important to understand the Evolution of Organizational Psychology. To begin with, the origin of psychology as a science dates back to 1879 a time when the first laboratory of psychology was established by Wilhelm Wundt. This formed the foundation of the establishment of organizational psychology at a later time. This being the case even before the establishment of organizational psychology many issues in this field had earlier on undergone discussion (McCarthy 2002, p.88). It is in the early 1900’s that organizational psychology underwent both growth and development. It started with the organizational structure being studied scientifically. The first impact of organizational psychology was realized during the Second World War. Within the army various units were being allocated to a large number of soldiers. It is in line with this process of allocation that the importance of organizational psychology came to place. Therefore there the hiring of organizational psychologists to do testing of the soldiers so that they appropriately place them in the right jobs. The Army Beta and the Army Alpha tests are the tests that were used. The tests could gauge the intelligence levels of the soldiers (Aamodt 2010, p.56). During the 1930’s growth was experienced in this field of organizational psychology as it became more concerned with the working environment in line with the quality of work as well as the employees’ attitudes. This period followed the publication of Hawthorne studies which encompassed many discussions from research on the environment of work for the employees. Focus within the Hawthorne studies was on the work schedules, wages, break and temperature schedules, and light and how a worker was affected by each of the named. These studies acted as an inspiration to many organizational psychologists motivating them to increase their focus on the aspect of human relations in the environment of work for the employees examining the outcomes that result from the attitudes of employees (Aamodt 2010, p.45). Much attention by organizational psychologists was directed to civil rights legislation in the 1960’s. This made companies to check their practices in as far hiring new workers is concerned. In this case there the demand for organizational psychologists increased due to the emergence of new laws. From the 70’s to currently the field of organizational psychology has experienced great development. Focus in this field is being extended to other areas such as how work affects leisure activities and family life and aspects of employee satisfaction and motivation. Majorly in the 2000’s organizational psychology has had a great impact in line with technological advancement. This is due to the fact that many surveys and tests can now ne carried out by the use of systems of computers. For instance it has been made possible for employers to search for new potential employees to be hired via the internet. It has also been possible for them to offer training through the internet (Aamodt 2010, p.56). Recent developments involve the use of webcams which has made it possible for people in the business world to hold meetings among other business activities without necessarily having to meet face to face. Organizational psychology can be compared and contrasted with organizational behavior and social psychology. In comparison with the other disciplines, organizational psychology as well centers attention on individual behavior. Though, with organizational behavior and social psychology focus center of attention is on the organization while with organizational psychology attention is on issues of intervention in line with the main objectives of an organization (Mitchell and Daniels, p.230). Both organizational behavior and social psychology focuses on the creation of an intimate connection aimed at yielding in the researcher or rather psychologist. With organizational psychology, this is not the case. Observation and gathering of statistics is the key objective. Over the years Research and statistics has been seen as to play quite a major role in organizational psychology. It can be understood as the techniques of psychology involving principles in places of work. Using practices which are supported by certain evidences has enabled for proper processes of analysis with the use of the correct methods of collecting information in a systematic manner. Systematic researches have been used by Organizational psychologists in measuring the levels of competency in the attitudes of employees. These researches have created a path for the scientists to study and establish the behavior of employees at work in line with certain levels of stress emanating from experiences both at home and at work (Mitchell and Daniels 2009, p.226). Archival data has also been used to study behavior. This method of studying behavior has gained more prevalence in organizational in comparison to other methods of observation. This is due to the fact that there are numerous sources available of archival data to researchers. Survey research is another important role of Research and statistics in organizational psychology. It encompasses a process through which individuals are asked questions in a bid to determine their behaviors, attitudes as well as personalities. Basically in line with this interviews and questionnaires are used to facilitate the research process. In conclusion, organizational psychology forms quite an integral part in the world of business. This field of psychology studies the behavior of groups and individuals using the scientific approach. Psychologists and researchers carry out observations using research and statistics making note of problems that occur in organizations. Most importantly in connection to this organizational psychology enables the management of an organization to come up with solutions to the problems with ease. Through proper Organizational psychology can aid the management in the processes of implementing and coming up with programs to intervene in the operations of an organization aimed at ensuring that organizational effectiveness is increased. Works Cited Aamodt, M. Introduction to I/O psychology. Wadsworth: Cengage Learning 2010. Jex, S. M. and Britt, T. W. Organizational psychology: A scientist-practitioner approach, Hoboken, NJ: Wiley, 2008. McCarthy, P. History of Organizational psychology. New York: McGraw-Hill, 2002. Mitchell, K. and Daniels, T. Industrial Organizational Psychology. New York: Wiley 2009. Read More