Organizational Psychology
Productive and Counterproductive Behaviors Paper
Organizational psychology involves the settings based on office or workplace psychology. It is a field of psychology that uses scientific methodologies in order to understand individuals' behavior in organizational settings. Organizational psychology can also be defined as the scientific study of group and individual behaviors in a formal organizational setting. Organizational psychology is part of a broader field of industrial and organizational psychology. Organizational polices and job descriptions form the structure for organizations. It should be noted that organizational psychology is mainly concerned with the study of formal organizations and not informal organizations. According to Guion (1965)
organizational psychology is the scientific study of relationships between individuals and their world of work.
Although the main focus of organizational psychology is groups, it also focuses on individual behavior in order to obtain information pertaining what influences individual's in these groups Jex, 2002.
Individuals behave in certain ways that groups or organizations will not. One can get a person's sense of taste, humor, and other behaviors, but not from the organizations or group they belong. Focusing on how a person's behavior is influenced in a group explains the organizational processes, which are different from social science disciplines. Many times organizational behavior has been confused to be organizational psychology. The main difference is in what the two focuses upon. Organizational behavior focuses on the organization while organizational...
Productive Org Productive and Counter-Productive Work Behaviors Organizational success is predicated on the abilities and efforts demonstrated by personnel. With respect to matters such as job performance and productivity, a company's long-term prospects will rest significantly on the shoulders of day-to-day employees. This denotes the importance of identifying behaviors that promote productivity and eliminating those which are counterproductive. The discussion hereafter offers a concise consideration of how to achieve this balance. Productive and
Counterproductive and Productive Behavior in Organization Productive and Counterproductive Behaviors Paper In today's organizations, employees are meant to work effectively by utilizing the resource available in an organization efficiently in order to attain optimum productivity of labor. It is expected by the management that the employees should exhibit productive behaviors in essence contributing towards and organization's goal of optimality and objective targeting (Nathan & Gary, 2010). It appreciated that, absence of productive
Organizational Behavior Managers are people who do things right, while leaders are people who do the right thing." -- Warren Bennis, Ph.D. "On Becoming a Leader." Since organizational behavior is the "study and application of knowledge about how people, individuals, and groups act in organizations," then to build an argument for or against this as a vital ingredient in the workforce, we need to look at a few of the theories
Improving Organization Retention Employee retention Organizations face a challenge in retaining workforce whose knowledge has a high competitive merit. This challenge is as a result of the increase in job mobility and occurs in all types of organizations across all management levels. Previous studies on the topic of, Organization Retention, suggest that an organization's strategic orientation and specific human resource management practices have a significant impact on employee retention and organization performance.
HRM Organizational Citizenship Behavior and Counterproductive Workplace Behaviors Employee performance can be highly variable, even those with the same set skills may provide employers with different levels of contribution/productivity based on personal characteristics and attitude. The sunny side of employee behavior, which relates to organizational citizenship behavior (OCB), can be very beneficial for employers (Landy & Conte, 2013). However, while there are employees with positive behavioral traits, there may also be employees
Despite their supposed differences, all of the foregoing organizational management techniques and approaches share some common themes involving getting a better handle of what is actually being done in companies and how better to manage these things. Unfortunately, another common theme these management approaches share is the inappropriate or misapplication of these approaches by managers who either do not understand how they work or by rabid managers who insist
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