Introduction to Work Psychology

Organizational and Industrial (I/O) psychology is used to improve different types of organizational functions. When tasks and employee relationships are not working properly within a company production and profit will be compromised. Some of the issues that I/O manages addresses include poor work habits and dysfunctional work relationships. The following will address group and team concepts that could be implemented to improve performance and diversity, leadership theories that can improve the relationship between management and floor workers, the influence

Industrial-organizational (I/O) psychologists- Study how people’s work environments affect them. Can help workers improve efficiency

The purpose of psychologists in the workplace is to promote well being among employees and study how the workplace affects human behavior. This doctoral degree program conducts research and practices foundational psychology techniques and theory as they relate to the behavior of groups and individuals within organizations. The program is 124 credit hours if completing the Master's (34 credits) and Doctorate (90) portions consecutively. Graduates with this degree find employment in various job sectors, including industry, government, education, business, consultative agencies and research institutes. They often hold consulting positions within businesses and agencies to provide expert opinions on workforce behavior.

The film office space is an amusing representation of how associates collaborate with one another and how they each one endure diverse distressing work circumstances. There are a lot of mental representations in this film, for example, anxiety and counterproductive work conduct. This paper is going to examine four diverse mental develops of mechanical hierarchical brain research. Office Space is a film about the work association of the workers at Initech in Houston. Subside Gibbson is the primary character of the film and acts as an issue developer for Initech.

Once an applicant pool has been created, HR personnel can begin the selection process. Ideal screening devices have fairly high validity for predicting job performance and therefore those with moderate to high validity should be included in the new personnel selection system (Carlson, 2002). Initial screening devices would include application forms, resumes and biodata. Research by De Graaff and Ravenstein (2001) supports the recruitment of new engineers who possess some competencies in the humanities and social sciences subjects, strategic thinking, emotional and social intelligence. Therefore, applicants with education or related experience in these fields should be preferred. Furthermore, management needs to ensure that the persons we hire have both person-job and person-organization fit (Kelloway 2011). These two fits influence the attitudes, decisions, behaviours of employees in their work environment (Kristof-Brown, 2005). In other words, internal factors such as strategic goals are an important consideration in the recruitment process (Kelloway, 2011). Seeing as how the organizational culture encourages corporate social responsibility among employees, applicants with previous community service experience will be preferred in the screening process. HR personnel will

There are also career opportunities for job seekers who are not college or career school bound. According to the BLS, occupations that typically require a high school diploma or equivalent are expected to add 8.8 million jobs by 2022. Although these occupations usually have lower wages, these opportunities should be considered for jobs seekers with vision loss who have a high school diploma or equivalent. If you are preparing to make this transition, review the Transition to Work: Program Activity Guide to help you develop your employability skills, conduct job research and a job search, complete an online job application, and

Various schemes appeared, designed to diagnose and develop people?s style of working. Despite different names, the basic ideas were very similar. The four main styles that appear are: Concern for task / production.

The purpose of this assignment is to examine the fundamental concepts of the field of industrial/organizational psychology. Using the textbook, the University Library, the Internet, and/or other resources, answer the following questions. Your responses to each question will vary but overall should be 700- to 1,050-words in length.

Culture, we all have grown up knowing one, or at times more than one, kind of culture. Everyone has different beliefs and ways of doing things and this usually has to do with our culture and the way we have been raised and brought up. This type of psychology looks into these many different cultures and studies how they affect us as humans and our development, mental processes, and behavior.

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

According to Department of Labor in U.S., averagely employee work for 8hours per day during weekdays and 84 percent of employers do same work everyday at their workplace. Thus indicates that the majority of employers must do their best to create a low stress and inspiring work environment to yield greater productivity, so job satisfaction and job performance are important. This is only possible by implementing positive psychology in workplace. This means creating an environment that is relatively enjoyable and productive which is only possible by creating a work schedule which do not lead to emotional and physical distress. Employees who feels satisfied, valued, and happy at work typically do far better than those who feel disgruntled or overlooked (Thompson, 2012).

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

In recent years, there has been an increasing interest in research about work-related stress. Indeed, De Vries & Wilkerson (2003, as cited in Al-Hassan, 2014) reported that stress is fast becoming the most common cause of worker disability; 40% of employment turnover is expected due to stress, and 25% of workers find work as their largest life stress. Work-related stress is another factor which has been shown to impact the likelihood that an individual will initiate or participate in deviant behavior (Fox, Spector, & Miles, 2001, as cited in Brown, 2008). Nowadays, most individuals have been experiencing about work-related stress that cause them to engage in deviant behavior which also lead them to be emotionally stressful. In research of Vardi & Weitz (2004, as cited in Brown, 2008) in general, stressful situations greatly influence employee behavior because they often cause the employee to become frustrated, impatient, or irritated and these types of emotions often lead to a variety of counterproductive behaviors.

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

The other important factor that can influence the behaviour at work is an individual’s personality. An individual with proactive personality is said to change his work environment, identify opportunities in his organisation, take action and utilize them to bring a meaningful change whereas the other individuals simply adapt, react and change according to their work environment. Most of the studies suggest a person with proactive personality