Organizational Psychology for Performance

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Introduction

Psychology is defined as the study of human behaviors including the functions and processes of the mind in relation to the social and physical environment. Organizational psychologists specialize in facilitating effective group interaction by suggesting to them the best communication methods, how to channel their needs within the organization, and team-building strategies for efficient delivery of the goals of the company. This research writing discusses the influence of groups on an organization’s performance as estimated per workers output. By isolating the different ways in which group psychology impacts individual employees of an average company, this writing determines the significance of organizational psychology in companies.

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Organizational psychology

Organizational psychology is founded on the premise that effective interaction between and among people at the workplace is dependent on a good state of mental health and balanced physiological functioning of the human body. Organizational psychologists have established that due to the stressful conditions experienced at the workplace, workers need moral support and counseling to stay motivated. Naturally, humans are not predisposed to work especially in busy organizations where performing various functions involves more than just one or two steps in their procedures. Organizational psychology, therefore, studies personality traits for an organization’s managers for purposes of advising the company on its recruitment exercise. This is necessitated by the opinion that different kinds of personalities are better products in different specific areas. For example, placing a melancholic-choleric at the front desk may not augur well with new customers. Organizational psychologists are therefore concerned with the productivity and development of all workers in any given organization (Jex, 2008, p.4).

Explain the role of research and statistics in organizational psychology

Research and statistic play an important role in organizational psychology because of various reasons. First and foremost, the statistics are indicators of existing quantification of psychological problems at the workplace. The severity of a particular diseases, disorders or syndrome or even a phobia is more understood by interpreting the research finding which make up the statistics. Projections of available statistics can be used to monitor psychological problems in the work place. Provision of medical and associated resources to contain psychological problems in areas where a certain illness is found to be prevalent can be adjusted depending on what the statistics show. The statistics form a base line for inventory that can be used to advise various players in the health sector with maximum validity (Jex, 2008, p.11).

Importance of organizational psychology in organizations

Organizations are at the core of changing lifestyles which reflect on the modern civilization of the average people. From fashion, to diet, to income that a person require for day to day life, the present day organization is slowly turning into a highly competitive place where a lot of work and diaries full of appointments to be kept mount pressure on the working person. Consequently, a numbers of mental problems are emerging from people at the workplace. Such maladies which range from minor illnesses such as headaches to serious but not dangerous problems in the magnitude of syndromes, phobias, and other disorders which may require interventions of psychiatrists.

In order to save the company the costs of treating such illness and watching employees succumb to mental disorders caused and promoted by vain stressful conditions, it is very important for companies to involve the services of an organizational psychologist frequently. The modern day workplace is gradually evolving into a more micro-industry for individual employees who are often confronted with huge workloads requiring them to multitask and meet a series of deadlines (Jex, 2008, p.26)

While in groups an organization’s workers may console each other even by resorting to depressants or alcohol, the intervention of organizational psychologists is critical to positive motivation that is free from any substance. In addition, a psychologist’s service at the workplace is important in diagnosing such common disorders as attention deficit disorder and hyper attention disorders early enough before a worker’s problem worsens chronic or acute conditions which may not be reversible. Those whom the organization feels indispensable but are hurting or have constant negative attitudes may be encouraged through the work of a professional psychologists. Equally, the “harried man/woman Syndrome” which is the tendency for people to be in a hurry in the streets even if it is leisure has been found to contribute to Rheumatoid arthritis which is “an immune system disorder” is exacerbated by job stress (Jacksons & Shams, 2006, p. 269)

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Conclusion

Stress is the leading cause of most work related problems. And in the United States more than 77% of workers are either not happy or not satisfied with their current job. With economic recovery strategies underway cost of other necessities is still all time high. The problem here is that some staff members find themselves with domestic problems at the work place thereby causing more stress. Psychologists believe that a comprehensive approach to people’s problems can be found by involving organizational psychologists to support workers at the job besides their personal mentors and counsellors.

Reference

Jacksons, P., & Shams, M. (2006). Developments in work and organizational psychology: implications for international business. Oxford, UK: Elsevier Ltd.

Jex, S. M. (2008). Organizational psychology: A scientist- practitioner approach. New Jersey: John Wiley and Sons.

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PsychologyWriting. (2022, January 14). Organizational Psychology for Performance. Retrieved from https://psychologywriting.com/organizational-psychology-for-performance/

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PsychologyWriting. (2022, January 14). Organizational Psychology for Performance. https://psychologywriting.com/organizational-psychology-for-performance/

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"Organizational Psychology for Performance." PsychologyWriting, 14 Jan. 2022, psychologywriting.com/organizational-psychology-for-performance/.

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PsychologyWriting. (2022) 'Organizational Psychology for Performance'. 14 January.

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PsychologyWriting. 2022. "Organizational Psychology for Performance." January 14, 2022. https://psychologywriting.com/organizational-psychology-for-performance/.

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