Orgnizational Psychology

Organizational Psychology

Bonnie Cameron

PSYCH/570

November 4, 2013

Anthony Cassas, Jr.

Organizational Psychology

Businesses and other organizations strive to have understanding and methods to use for a better working environment. One area of study that helps in the area of business and organization is Organizational Psychology. Organizational psychology "refers to the scientific study of individual and group behavior in formal organizational settings," (Jex & Britt, 2008, p. 1). For businesses and organizations to have a well rounded and well ran business or company, the understanding of behavior of both employees and management is important.

The use of organizational psychology can help business owners and management "to become successful and efficient. Determining solutions to common problems and implement changes that are beneficial for both employees and those in management," (Ganly, 2010, p. 1). Other groups also benefit from those who study and research organizational behavior. Groups such as charities, group homes for disabled individuals, schools, athletic teams, and etcetera can learn to organize and use techniques or methods through organizational psychology studies. Organization defined as, "a step in the perception process referring to organizing sense of data in a meaningful way," (Jandt, 2007, p. 432) is a group's way of finding commonality. Studies that show groups, businesses, or companies whether large or small how to have a common perception or idea along with behavioral changes can benefit and do come from the research of organizational psychology.

In summary organizational psychology "helps in four ways: 1) raise performance, 2) improve processes and relationships, 3) enhance fairness and equity, and 4) increase subjective well-being," (Rutgers, 2007, p. 1). Organizational psychology provides a service those who want to implement change and relational harmony within their business or company.

The Evolution of Organizational Psychology

In 1992 psychology celebrated its 100th anniversary and" much was written about the history of industrial/organizational psychology," (Jex & Britt, 2008, p. 10). The interest in human behavior in an organizational setting is not a new interest. Since the earlier times of the Israelites, the Midianite priest Jethro counseled Moses on how to organize the group in the book of Exodus (p. 803).

Industrial/organizational psychology began in the "twentieth century with the pioneers Hugo Munsterberg, Walter Dill Scott, and Walter Bingham," (Jex & Britt, 2008, p. 11). An organizational psychology influential contributor was Fredrick Winslow Taylor; "he developed principles for scientific management," (Jex & Britt, 2008, p. 12). Through the 1920s and 1930s the growth of unionization was developed and a focus on motivation and morale from a "human relations perceptive development," (Jex & Britt, 2008, p. 11) began in the 1940s to 1950s. From the 1960s to 1970s research and studies surfaced on "topics such as stress, work-family conflict, and retirement," (Jex & Britt, 2008, p. 11). From the 1980s to present new research has developed on globalization, economy concerns, temporary versus permanent employees, advances in technology for communication across the world, and boundaries within the workplace.

Compare and Contrast Related Disciplines

Industrial/organizational psychology brings forth "methods and principles of psychology to the workplace," (Jex & Britt, 2008, p. 3). Areas of focus for the industrial side are recruitment, selection, classification, compensation, performance, and training. Organizational areas include socialization, motivation, occupational stress, leadership, group performance, and organizational development.

Organizational behavior is distinct from organizational psychology for the reason it researches human behavior within the organization, "not only with the individual behavior in organizations, but macro-level processes and variables," (Jex & Britt, 2008, p. 5) affecting structure and strategy within the organization.

Four areas of organizational behavior in the workplace are managerial control, ethics, accountability, and harassment. The behavior of management has an effect on the employees' attitude, production, and willingness to comply with policies in place. Management control can be either dictatorial or encourages interaction among everyone for the best of the company. Ethics applies to all employees and management. Management must set the example in ethics. If ethics are breech a high turnover happens and behavior of questionable means can interrupt the process of the company. Accountability happens when a "strong organizational structure is maintained," (Anderson, 2013, p. 1). Accountability for success and failure must be shown so management and employees see and experience growth within the organization. Harassment is the last behavior observed or experienced. Because of the studies in organizational behavior federal laws have been put in place to protect