Human Welfare at the Workplace - Research Paper Example

? Human Welfare at the Workplace Every organizational leadership team worldwide aims toachieve a higher degree of independence by running its operations more effectively. The Human resource (HR) in an organization is specifically tasked with handling the intricacies of every day management of the human resource in the organization and their potential. The success of an organization requires a solid and effective work force. The effective of the work force will however depend on the leadership practices in place. Understanding the Industrial Organizational (I/O) psychology will aid the Human Resource Management (HRM) to improve the over-all workforce, which needs the human welfare to be given priority. This paper explores the practice of I/O psychology aimed at understanding how it can improve human welfare in workplaces. The paper offers goes from outlining a brief history of I/O psychology to exploring how it has been applied in improving HRM and effect it has on workers welfare and hence organization productivity. To this end, the paper offers an account of the existing literature and links the literature to improving human welfare at workplaces. Introduction The history of Industrial Organizational psychology is rooted in a confluence of precursors from philosophy, science and psychology (Koppes&Pickren, 2007). It is a branch involving the practice of theories and practices of psychology to industrial and organizational environments. Levy (2013) says that the I/O psychology serves to access, measure, and offer workforce motivation as well as enhance leadership, employee-employer relations, and job attitudes. Rogeelberg (2007) similarly notes that the goal of I/O psychology is to better understand and ensure the effectiveness, well being, and health of both the workers and organizations. Industrial-organization psychology may be defined as the psychology of scientific study of human behavior at workplace or simply the study of behavior at work (Vuulen, 2010). Industrial-Organizational psychology has been a focus of study for many since it emerged in the 1900s. The real essence of the emergence of the I/O psychology was an attempt to improve job productivity and the quality of lives at workplaces. The new branch of Psychology aimed at solving practical problems at workplaces (Vuulen, 2010). Industrial- Organizational psychology is a double faceted principle aimed at enhancing organizational performance by addressing effective workers performance at contributing to human welfare at workplaces. Relevance of Industrial-Organizational Psychology at work place Most employed people spend a substantial amount of his time at workplaces and therefore the work environment should consider the welfare of the workers, which greatly affects their quality of life. The realization of this fact has led to a rapid of I/O specialty in North America as well as throughout the industrialized world at large (Spector, 2003). Organizations are seeking the services of specialists who can comprehend and assess the human resource behavior to improve the job satisfaction of their workers and thus productivity. Since its inception the Industrial and Organizational psychology has continued to transform the way organization are run and the values that are important in a work environment. The I/O psychology itself has undergone some metamorphism to what it is today under the influence of scientific management, ergonomics and human relations. Human relations is a management approach that has evolved more recently which stresses on the workers and managers’ psychological characteristics underlining the importance of factors such as humane treatment of workers, morale, attitude and values (Cameron 2007, quoted in Cengage Learning, n.d.). Traditionally work was viewed primarily as a means to cover one’s economic needs, a perception that has changed with the human relation management approach that demands workplaces to be run as a social system. Positive interpersonal relations at workplace, proper job attitudes, proper leadership, and teamwork must then be upheld at organizations for organizations wishing to be successful in today’s world. The welfare of workers is at the heart of Industrial and Organizational psychology at workplaces. Several studies have been done in the past to rate the success of companies that values workers welfare and from the studies it has emerged that I/O psychology is correlated to high productivity. For instance, the Great Place to Work Institute carries out yearly survey of the best places to work in the United States. Their research continually reveals that the best workplaces are those where the welfare of workers is taken care of. In 2007, Google was this voted the best workplaces and its policies reveals values of I/O psychology; it offers tuition reimbursement to its workers and has onsite doctors and dentists. Genetech Corporation that was the best in the previous year came in second. This organization offers three weeks’ vacation every year to its workers (Moskowitz& Levering, 2007, quoted in Cengage Learning, n.d). The welfare of workers is directly correlated to job satisfaction. I/O psychology is keenly interested in work attitudes. Job satisfaction refers to how content one is in a certain job. The value of I/O psychology in an organization then means that the HRM will be interested in how the organization workers feel about the jobs and seek to initiate greater job satisfaction (Vuuren, 2010).The happier the individuals feel in their jobs, the more satisfied they would be and therefore offer optimal productivity at the workplace. Research reveals that workers who feel satisfied with their jobs will be more motivated, to put more efforts in their work, and will perform better than people who are dissatisfied (e.g., Fisher, 2003; Judge et al., 2001; Whitman, van Rooy, &Viswesvaran,2010, quoted in Cengage Learning, n.d.). A meta-analysis by Harrison, Newman and Roth (2006, quoted in Cengage Learning, n.d.) offers more evidence that job satisfaction and commitment to the organization actually contributes to enhanced performance. One of the key areas in addressing workers welfare is by ensuring that they safety is given priority. Studies have revealed that so many accidents occur at workplaces. In the year 2012 for instance there were 4,383 fatal occupational accidents in the U.S. (Bureau of Labor Statistics ,n.d.). The Bureau of Labor and Statistics indicates that motor vehicle accidents, falls, and equipment accidents at workplaces mostly cause most of the accidents. I/O psychologists have attributed most of these injuries to occupational stress, which contributes to fatigue, inattention, sleeping and cognitive impairment. I/O psychologists have also been concerned with unhealthy works environment resulting from both individual and organizational factors to elevate risks to workplace accidents (Cengage Learning, n.d.). The factors identified in their studies include heavy workloads, unclear instructions, burnout, and sexual harassment, workplace bullying or ethnic discrimination. Risks to accidents are higher in poor workplaces where safety training and supervisory emphasis are ignored; where the workers welfare is not a priority (Beus, et al., 2010; Clarke, 2006; Griffi n & Neal, 2000, quoted in Cengage Learning, n.d). On the other hand where the principles of I/O psychology are applied and workers safety given emphases through workers safety training, frequent supervisions and safety sensitization by the supervisors accidents are least likely(Christian et al., 2009; Hansez&Chmeil, 2010; Newman, Griffi n, & Mason, 2008, quoted in Cengage Learning, n.d.). The safety of workers includes protecting their health and well-being. The importance of health and well-being has being addressed by several authors. Insel and Roth (2010) points out that due to the fact that work is a significant part of human life, the workplaces should have policies that are geared towards protecting the workers health and well-being. I/O psychology links jobs satisfaction life satisfaction and thus health among other factors. The I/O psychologists further identify work to be a source of stress and conflict especially where the welfare of workers is ignored. This denies workers of good health and well-being and their productivity cannot be expected to optimum. Stress at workplaces may be caused by large workloads as well as role conflict where a worker is been disturbed by other aspects of life for example sickness of a close friend. I/O psychologists identify four main factors at work settings to lead to stress. These are high demanding jobs with large workloads and time pressure, high supervisory control, denying workers chances to participate in decision making, and lack of clarity about competent performance criteria. Burnout is a further source of stress at work world. Burnout is an extremely distressed state in which on experiences emotional fatigue and exhaustion leading to little motivation for work. Burnout could include a feeling of being overlooked or unappreciated and can cause confusion, worry, depersonalization, and resentments (Becker, Milad&Klock, 2006). Research has revealed burnout to be a cause of chronic stress at workplace. I/O psychology at work place is a step into avoiding this kind of unhealthy state among workers. Industrial- Organizational psychologists have further identified the value of ethical morals in organization for optimal productivity. Since I/O psychology is concerned with the human behavior, ethics dictates that actions from all individuals in an organization consider not only what is good for them but also what is good for others. Ethical behaviors include the value of trust, fairness, transparency, integrity, honesty, and respect. Vuuren (2010) expresses that application of I/O psychology may help alleviate unethical behaviors in an organization. It is however not practical for an organization to make rules and policies for everything that can potentially go wrong. I/O psychology enables the organization to adopt value-based approaches to ensure ethical behavior and in doing so unethical practices that demoralize workers can be expelled. By creating such kind of environment for workers, they feel valued and the HRM is able to realize maximum productivity from the workers I/O psychology prefers for leaders who are relation- motivated (Cengage learning, n.d). This kind of leaders will allow for a more effective communication with the workers in an organization, as opposed to a leader who just focuses on the results and goals. Through communication, workers feel free to discuss anything that undermines their welfare at workplace. A Human resource Manager who is guided by the principles of I/O psychology has an understanding of the workers behavior and what is best for them to deliver optimally and will be open to the workers grievances. A Study by Ajala (2012) revealed that communication plays a crucial role in any workplace programme success. By meeting the concerns and needs of workers, their morale is boosted and they become more psychologically and emotionally stable to perform efficiently and effectively at their work thereby increasing the productivity of the organization. The study further found out that the welfare of workers is enhanced further by creation of a good communication network. This helps the workers develop better rapport between themselves, which has the effect of making them happier and more successful at their duties and responsibilities. With improved morale and enhanced welfare, the workers develop stronger loyalty to an organization. Dunne (2011) maintains that effective communication creates a more informed workforce where the workers trust of their colleagues and feel free to challenge any unhealthy work condition. This makes organizations to be assertive of their survival and the well- being of the employees. Conclusion Industrial organization psychology has evolved to offer the best Human resource management practices, which play a big role in ensuring workers welfare is protected at workplaces. Based on the existing literature it clear that workers welfare is a major determinant to the productivity of an organization. Work forms a significant part of human life and therefore the welfare of employees must be at the heart of the management. The way the human welfare at the workers welfare is addressed in an organization determines their morale and job satisfaction and consequently their optimal delivery of their roles. Protection of the human welfare at workplace involves ensuring their safety, health, and well-being, and ethical morals are protected at the places of work. The development of I/O psychology and its practice has been a significant step in addressing workers welfare to which has improved productivity in organizations. References Ajala, E. M. (2012). The influence of workplace environment on workers’ welfare, performance and productivity. The African Symposium. (12)1, 141-149 . Retrieved November 5, 2013, from http://www.ncsu.edu/aern/TAS12.1/TAS12.1Ajala.pdf Becker, J. L., Milad, M. P.&Klock S. C. (2006). Burnout, depression, and career satisfaction: cross-sectional study of obstetrics and gynecology residents. AmericanJournal of Obstetrics and Gynecology. 195(5), 1444-1449. doi:10.1016/j.ajog.2006.06.075. Bureau of Labor Statistics (n.d.). Injuries, Illness and Fatalities.United State Department of Labor. Retrieved 5 November 2013, from http://www.bls.gov/iif/ Cengage Learning. Industrial and Organizational psychology Retrieved 5 November 2013, from http://www.cengagesites.com/academic/assets/sites/4004/1111952183_IndustrialOrgani ation_Psychology_9E.pdf Dunne, Rod. (2011). Effective communication in the workplace. Retrieved November 5, from http://www.Improvemybusiness.com.au/managr-staff/staff development Insel, P. M.& Roth W. 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