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…...

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References

Guion, R.M. (1965). Personnel testing. 2445 McCabe Way: McGraw-Hill.

Jex, S.M. (2002). Organizational Psychology: A Scientist-Practitioner Approach. Hoboken, NJ: Wiley.

Miner, J.B. (2007). Organizational Behavior 4: From Theory to Practice. Armonk, NY 10504: M.E. Sharpe.

Shams, M., & Jackson, P.R. (2006). Developments in Work and Organization Psychology: Implications for International Business. Maryland Heights, MO 63043: Elsevier.

Organizational Psychology
An interesting subfield, organizational psychology is that portion of Industrial/Organizational Psychology which concerns itself with understanding social processes within organizations (Jex, 2002). Further, it is an applied psychology in that organizational psychologists use the information regarding social processes within organizations to improve the effectiveness within those organizations (Jex, 2005). Organizational Psychology has evolved from a variety of related disciplines and as a result of various influences (Koppes and Pickren, No Date). Further, Organizational Psychology shares commonalities with other disciplines including organizational behavior and social psychology (Jex, 2005). To gain a better understanding of Organizational Psychology it is useful to examine the evolution of the discipline. It has a rich history which is beneficial to understanding the sometimes slight nuances between Organizational Psychology and other related disciplines.

The influences giving rise to Organizational Psychology began prior to the 1900's but the focus was primarily on Industrial Psychology. It is important to…...

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References

Christine, J. (2011). History of Organizational Psychology. Retrieved December 21, 2012 from Slideshare.net website:  http://www.slideshare.net/jeelchristine/history-of-organizational-psychology 

Jex, S. (2002). Organizational Psychology: A scientist-Practitioner Approach. New York:

John Wiley & Sons

Koppes, L. And Pickren, W. ( No date). Industrial and Organizational Psychology: An Evolving

Organizational Psychology
Businesses and organizations represent complex social systems that are susceptible success and failure. The field of Organizational Psychology uses psychological principles to explore the social and organizational behaviors of employees, workplaces, businesses, and companies. Organizational psychologists are concerned with all phases of the work environment, including stigmas in organizations, sexual harassment, the role of personality traits in the hiring process, and workplace culture (SIOP, 2012). Studying the behaviors of employees and members within the work environment allows organizational psychologists to address problem areas, predict the consequences of organizational actions, and promote a healthy work environment. The field of organizational psychology has been evolving since the inception of the American Psychological Association (APA) in 1892, and is currently a dominant field in applied psychology (SIOP History, 2012). Organizational psychology is closely related to two disciplines: social psychology and organizational behavior (Landy, & Conte, 2009). esearch and statistics play a significant…...

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References

Jex, S. (2002). Organizational psychology: a scientist-practitioner approach.

New York, NY: John Wiley & Sons, Inc.

Landy, F, & Conte, J. (2009). Work in the 21st century an introduction to industrial and organizational psychology. 3rd ed. Malden, MA: Blackwell Publishing.

Society for Industrial & Organizational Psychology, Inc. (2012). What are SIOP and I-O

(Work and Organizational Psychology)
What the above quotation points out is that the complexity and dynamic nature of the modern interconnected and networked world has resulted in an increasingly complex organizational structure. This has necessitated professional insight into the way the individual interact and relate to one another in the organization - which is basically the function that the organizational psychologist performs.

Organizational psychology is therefore concerned with aspects such as how people within the organization manage their conflicts and factors that make for good leadership in a complex working environment with many different sections or departments and interactive elements. The area of communications which has become such an important part of modern management and leadership philosophy, is also an areas to which the organizational psychologist contributes.

Another area in which organizational psychology is important is the teaching and development of staff members, as well as in the selection of new members…...

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References

Blum M. And Taylor J. ( 1968) Industrial Psychology; its Theoretical and Social

Foundations. New York: Harper and Row.

Guion, R.M. (1998). Assessment, measurement and prediction for personnel decisions.

Mahwah, NJ: Lawrence Erlbaum.

During the post-war era, the principle of organizational psychology were further developed and refined to facilitate maximum production and efficiency throughout American industrial and business organizations (obbins & Judge, 2009).
Comparison to other Psychological Disciplines

The principal difference between organizational psychology and other psychology disciplines is that it pertains mainly to issues involving large groups and the relationship among groups and between individuals and their respective groups whereas most other psychology disciplines relate more to psychology issues that pertain to individuals (Gerrig & Zimbardo, 2008). Certain fields of psychology, such as social psychology, also focus on group behavior and the relationship between individuals and groups; however, unlike organizational psychology, social psychology considers a much broader range of issues that have nothing to do with vocational employment or the nature of organizations in particular. The study of cognitive and developmental psychology also differ substantially from organizational psychology: they address issues in the…...

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References:

George JM. And Jones GR. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Gerrig RJ and Zimbardo PG. (2008). Psychology and Life. New York: Pearson.

Robbins SP and Judge TA. (2009). Organizational Behavior. Upper Saddle River, NJ:

Organizational Psychology
ecruitment process

The recruitment process is essential for each organization and in specific the H departments in a bid to ensure smooth continuation of the employee workforce and a smooth transition from one generation to another.

The recruitment can be approached from two major perspectives; the organizational perspective and the applicant perspective with the later being the less complex part. For the applicant, the process will involve getting to know of job vacancies advertised on various media, sending an application and waiting for a feedback on the job interview. However, the applicant will also have to get background information on the job slot and the required qualifications. The applicant will also get to knowing the terms of employment and the remuneration as well as history concerning the jobs and employment trends of the organization.

The organizational approach is the more complex one with various steps that are mandatory for most organizations. These…...

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References

Georgia T. Chao et.al, (1994).Organizational Socialization: Its Content and Consequences. Retrieved December 31, 2012 from  http://www.fisher.osu.edu/~klein_12/Chao%20et%20al%20JAP%201994.pdf 

Jex, S.M. & Britt, T.W. (2008). Organizational Psychology: A Scientist-Practitioner Approach, (2nd ed.). Hoboken, NJ: Wiley

Katz, D. & Kahn, R.L. (1966). "Organization and the system concept." The Social Psychology of Organizations. Wiley & Sons. Reprinted in Classics of Organization Theory. (2001). J. Shafritz & J.S. Ott. Fort Worth: Harcourt College Publishers

Meredyth Glass, (2012). How the Principles of Organizational Psychology Can Be Used in the Recruitment Process. Retrieved December 31, 2012 from  http://smallbusiness.chron.com/principles-organizational-psychology-can-used-recruitment-process-15422.html

Organizational Psychology
ecommend at least two strategies to create alliances between your selected virtual organization and its networked internal and external stakeholders.

The best approaches are to focus on various kinds of strategies to include: enhancing communication and conducting community related events. In the case of enhancing communication, this will occur through having different mediums that will allow external stakeholders to speak to anyone inside The Elias Group. This means that the email addresses of employees and decision makers will be listed on the website / organizational literature. (Ihlen, 2011)

At the same time, all telephone calls will be monitored to ensure that there is strong communication between employees and external stakeholders. Periodically, the calls will be evaluated for quality assurance and to ensure that everyone is satisfied with the services which are provided. Moreover, there will be a focus on implementing effective communication into the organizations policies and procedures. This will occur…...

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References

Ihlen, O. (2011). The Handbook of Communication and Corporate Social Responsibility. Staten Island, NY: Blackwell.

Psychology
Organizational Psychology

Wal-Mart Stores is a multinational retailer in America. Wal-Mart is one of the world's most famous departmental stores. Wal-Mart is a chain of stores which runs discount and warehouse stores. In 2000, the company managed to get the 18th position as being the world's largest corporation in the Forbes list. Wal-Mart consists of over two million employees, and that makes it the largest privately held employer of the world. The company runs the largest discount departmental stores in America. Wal-Mart stores are divided into three groups, i.e. discount stores, markets and supercentres.

The company shares a fierce competition with many big shots in departmental stores such as KMAT, Giant Tiger, Target and many others. Wal-Mart has its subsidiaries throughout the world. Wal-Mart is famous among its customers due to its business plan which is based on constantly keeping lower prices on all their products. The company has a strong customer…...

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References

Adair, J. (1997). Leadership Skills. United Kingdom: Cromwell Press, Trowbridge, Wiltshire.

Baldoni, J. (2005). Great Motivation Secrets of great leaders: McGraw-Hill Books, United

States of America.

Rahim, A. (2011) Managing Conflicts in Organizations. Transaction Publishers, New

According to Andrew E. Schwartz (2010), participation is an important element of team work, where the goal includes meeting the objectives of the company. Teams and individuals should participate in collective decision-making processes that affect that company as a whole. This will provide teams and employees with a sense of belonging and of being truly part of an effective team that makes a difference in the company and to clients.

Schwartz (2010) also notes the importance of a pleasant, good work environment in order to extract the best work from employees. Employees who enjoy their work environment will function better than those who find their circumstances unpleasant. In order to create such a work environment, the company's managers need to consider issues such as work hours, stress levels, health and safety.

Administrative teams should for example be encouraged to take regular breaks away from their workstations, especially if they are required to…...

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References

Heathfield, Susan M. (2010) Twelve Tips for Team Building: How to Build Successful Work Teams. About.com.  http://humanresources.about.com/od/involvementteams/a/twelve_tip_team.htm 

Schoonover, Stephen C. (2002). Team Dynamics in Today's Workplace. Schoonover Associates, Inc. http://www.schoonover.com/pdf/PDF_TeamDynamics_TodaysWorkplace.pdf

Schwartz, Andrew E. (2010) Creating a 'Team' Working Environment. AE Schwartz & Associates.  http://ezinearticles.com/?Creating-a-Team-Working-Environment&id=52739

Organizational Psychology
There is a link between organization behavior and organization effectiveness. Organizational citizenship behavior is an aspect of an individual activity at work that is discretionary, not formally recognized by the conventional reward system, and promotes efficient and effective functioning of an organization. Organizational citizenship behavior has two main facets namely: OCB altruistic and OCB compliance. The compliance aspect implies that things have to be done in a the right and proper way for the sake of the system as opposed to doing them for specific persons that resonates well with the altruistic aspect. Organization citizenship behavior therefore supports the social and psychological environment in which tasks are performed in an organization (Organ, 1997). In essence, OCB encompasses employees' positive and constructive inputs that supports co-workers and benefit an entire organization.

A number of factors influence job satisfaction. These include pay, job security, social simulation, demographic factors, opportunities for promotion, and…...

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References

Aslam, M. (2012). Factors that Influence Job Satisfaction. Retrieved December 31, 2012 from  http://pakistanihr.blogspot.com/2012/02/factors-influences-job-satisfaction.html 

Organ, D.W. (1997). Organizational citizenship behavior: It's construct cleanup time. Human Performance, 10(2), 85-97.

Article Review Area: Organizational Psychology
Source
Jam, F. F., Sheikh, A. R., Iqbal, H., Zaidi, B. H., Anis, Y., & Muzaffar, M. (2011). Combined effects of perception of politics and political skill on employee job outcomes. African Journal of Business Management, 5(23), 9896-9904. Retrieved from http://academicjournals.org/article/article1380363658_Jam%20et%20al.pdf
Introduction
This review will critically assess the aforementioned paper with regard to subject introduction, intellectual plot, methodology, discussion and outcomes. Further, the article will be summarized followed by an analysis of its structure.
This paper attempted to examine the link of POP (perception of politics) with job outcomes, facilitated by political abilities, in companies within Pakistan. Numerous job outcomes like job stress, affective communication, contextual performance, and turnover intent, have been addressed. The research is grounded in the resource conservation theory (Hobfoll, 2002), which stresses that political capabilities help tackle job stressors. Hence, an examination of its role relative to job outcomes and POP can aid employees in improving their…...

Organizational Psychology
Among the challenges faced by Borgata in the months before its opening was the daunting task of hiring 5000 employees. Hiring 5,000 employees in just a few months is a challenge under any circumstance. The massive recruitment process at Borgata was made more difficult since it did not have a physical employee center within Atlantic City, it was hosting the development data center about 100 miles away and therefore they needed to complete the process of hiring through the web. In order for Borgata to find high quality employees enough to fill the required positions they had to engage in a creative recruitment campaign which led to 30,000 well qualified job applicants (Overman, 2004). The Borgata Casino and Spa was a perfect example of an entity that required a large volume of personal that are of high quality within a very short timeframe. Casinos are highly competitive businesses…...

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References

Overman, S. (2004). Someplace Different' for 5,000 Workers. Retrieved September 13, 2013 from  http://stephenieoverman.com/someplacedifferent.html 

Microsoft Corporation. (2007).Borgata Hotel Casino and Spa. Retrieved September 13, 2013 from maamodt.asp.radford.edu/Aamodt (5th)/Case Study Articles/Case Study 4 - Borgata Hotel.pdf

Psychology
Organizational Psychology

Organizational psychology is a discipline that sets out on understanding some of the facets of organizational performance and organizational behaviors and altitudes held by the organization's members in order to gain a level of understanding which can it turn be used to improve the performance of the organization in pursuit of organizational goals. Researchers apply the scientific method and rigorous methodologies in order to further the understanding of organizations. Some of the focus of this discipline is applied to issues such as leadership, job performance, employee motivation, organizational culture, ethics, group dynamics, and team composition as well as many more courses of research. Since humans are social creatures and are generally social animals and consequently members of one or more groups, the pursuit of understanding how groups operate is an endeavor with implications that affect nearly everyone. This paper will provide an brief overview of the field as…...

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Works Cited

Judge, T., & Bono, J. (2000). Five factor model of personality and transformational leadership. Journal of Applied Psychology, 751-765.

Industrial/organizational psychology, or I-O psychology as it is abbreviated, has gone from being a little known branch of psychology to one that is studied and used by many. Although the concept and the idea of I-O psychology began in the early 1900s, it was not until after World War II that it gained prominence and attention from everyone in the psychology world (Aamond 2009). The idea behind the study of this branch of psychology was to analyze what it was that made people perform in their jobs. In a job market that influenced some to excel, but yet others did not produce results, this branch of psychology was used to understand what it was that caused these problems and how it was that someone could go about fixing them (Spector 2008). These factors were applied to all types of jobs, from factory and office jobs, to professional and military employment.…...

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References:

Aamod, M.G. (2009). Industrial/organizational psychology. Belmont, CA: Wadsworth Publishing.

Spector, P.E. (2008). Industrial and organizational psychology: Research and practice. Hoboken, NJ: John Wiley & Sons.

Landy, F.J., & Conte, J.M. (2009) Work in the 21st century: An introduction to industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons.

Industrial/organizational Psychology deals with the human component of organizations as well as clarifying primary motivational drives together with implications of people, socially, that work at the same place within a setting of an organization. Its research as well as the way it is being applied tries to put up characteristic human nature to be a way of efficiency and productivity in the process of facilitating environment which is conducive and safe as per their effect to the employee. All through I/Q psychology's rich history, it has applied statistical analysis and scientific researches in determining application of real-world in the work environment in trying to uphold efficiency in the process of offering an environment which is safe and is conducive to the satisfaction and well being of the employees.
Evolution of Industrial/Organizational Psychology

The genesis of I/Q psychology is from the early history of psychology in late 1800s at the time experimental psychologists…...

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References

Kanfer, R. (2005). Self-Regulation Research in Work and I/O Psychology. Applied Psychology,

54(2), 186-191. doi: 10.1111/j.1464-0597.2005.00203.x

Kanfer, R. (2009). Work Motivation: Advancing Theory and Impact. Industrial and Organizational Psychology, 2(1), 118-127. doi: 10.1111/j.1754-9434.2008.01120.x

Spector, P.E. (2008). Industrial and organizational psychology. Research and practice (5th ed.).

Kurt Lewin revolutionized the field of social psychology through his pioneering work in the areas of group dynamics, social psychology, and organizational psychology. Some of the key ways in which Lewin transformed the field include:

1. Field theory: Lewin introduced the concept of field theory, which emphasized the importance of understanding behavior in the context of the social and environmental factors that influence it. This framework helped to shift the focus of psychology from individual traits and characteristics to the interactions between individuals and their environments.

2. Action research: Lewin developed the method of action research, which involves actively engaging with participants....

Kurt Lewin: Revolutionizing Social Psychology

Kurt Lewin (1890-1947) was a German-American psychologist who is widely regarded as the founder of social psychology. His groundbreaking work revolutionized the field by introducing new theories, methods, and perspectives that continue to shape our understanding of human behavior and social dynamics.

Field Theory and the Life Space

Central to Lewin's approach was his field theory, which posited that behavior is determined by the individual's psychological "life space." The life space encompasses the individual's perceptions, motivations, needs, and the social and environmental forces that influence them. Lewin believed that by understanding the field space, we could better predict....

Psychological Safety: A Cornerstone of Organizational Change

Definition of Psychological Safety

Psychological safety refers to a work environment where individuals feel comfortable expressing their ideas, concerns, and mistakes without fear of judgment or reprisal (Edmondson, 2019). It is a state of trust and respect in which individuals feel valued and supported, fostering open communication and collaboration (Johnson et al., 2017).

Importance in Organizational Change

Psychological safety is paramount for successful organizational change, as it creates an environment conducive to adaptability and innovation (Edmondson, 2019). In the face of change, individuals may experience uncertainty and fear, leading to resistance and avoidance. However, psychological safety mitigates....

The Impact of Work Environments on Employee Job Satisfaction Levels
Work environments play a significant role in shaping employee job satisfaction levels, directly impacting employee morale, productivity, and overall well-being. Here are key ways in which different work environments can influence job satisfaction:
1. Physical Environment
Ergonomics and Workspace Design: A comfortable and ergonomic workspace enhances productivity and reduces physical discomfort, leading to higher satisfaction levels.
Lighting, Temperature, and Ventilation: Proper lighting, temperature, and ventilation contribute to employee comfort, well-being, and productivity, positively impacting job satisfaction.
Noise and Distractions: Excessive noise or distractions can hinder focus, reduce efficiency, and lower job satisfaction.....