The science of psychology applied to labour and organisations is known as organisational psychology. As the nature of work continues to evolve, it is a field of investigation that covers an increasingly varied variety of themes. With the expansion of worldwide business, ethnic diversity, cross-cultural and multi-generational workforces with diverse values, conventions, and cultural behaviours have exploded. We can obtain a better understanding of the issues that many businesses confront and how to address them by studying organisational psychology. In this post, we’ll show you how organisational psychology can be used in a variety of business operations.
Industrial psychologists research a company’s culture and work processes and have a well-informed concept of the type of person who will fit in best with the company’s current operations. Many parts of the hiring process are assisted by industrial psychologists, including the creation of interview questions that assist hiring managers in identifying the best candidates for specific roles. Amy Cooper Hakim, founder of the Cooper Strategic Group, proposed examining the applicant’s values, personality, and motivation while applying industrial psychology for hiring.
Businesses must ensure that their staff have the skills and knowledge required to accomplish their jobs in order to keep things operating smoothly. Employees receive specialised training for their field and organisation, as well as opportunity to put their new abilities into practise. Employees are trained on an individual basis based on their skill set and long- and short-term professional development goals.
An organisational psychologist’s task is to examine each employee in his or her role and how his or her development in that function connects to the company by identifying the abilities that are lacking. Professionals also use their knowledge to determine how to best align the organization’s training with industry or company goals, strengths, limitations, and needs.
Industrial psychologists can develop ways to make occupations more efficient and employees more productive for the company’s overall good by researching human behaviour at all levels of the organisation. Many popular management ideas from the early 1900s included this as a key component, and some of these theories continue to impact present management practises.
If you own a small business with five to ten employees, hiring an I/O psychologist may not be worth the money. These professionals, on the other hand, are a great tool for midsize and big firms looking to boost employee satisfaction and productivity.
A consultant may be a better fit for you depending on the size of your firm and the work that needs to be done.
1. If you have a large, worldwide firm, want to design continuing training programmes, or need to conduct long-term workplace culture studies in various locations, in-house psychologists are the preferable option.
2. If you have a smaller organisation, simply want to examine one area or department, or only need limited information, I/O consultants are a better choice.
You don’t need a full-time I/O psychologist on staff to adopt I/O psychology in your company. You may learn how to operate best with your team by completing personality assessments based on individual preferences, work styles, and habits.
Personality tests, according to Hakim, can be used to evaluate applicants as part of a “multiple-hurdle strategy” to hiring or to assist grow staff. Here are six common personality tests you can utilize:
DiSC Assessment: This test detects communication styles in the workplace and teaches people how to collaborate and communicate more successfully. This article from Business News Daily explains how to use the DiSC model.
Myers-Briggs Type Indicator (MBTI): This exam, often known as the MBTI, assigns you to one of 16 personality types in order to better understand how you see the world and why you make decisions. Despite its popularity, Crant claims that there is some debate around it because it does not always provide the same results when someone takes the test numerous times.
Predictive Index (PI): The Predictive Index (PI) is a quick and easy test that can assist you understand your workers’ work practises. This test might assist you in aligning your objectives and increasing efficiency.
The FFM divides people into the “big five” personality qualities of extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience.
Occupational interest inventories (OIIs): OIIs assist you understand your employees’ preferred assignments and responsibilities by identifying their workplace interests. Task delegation and employee retention are aided as a result of this.
SJTs (situational judgement tests): SJTs use stimulating circumstances to see how employees would react in a specific situation. You can assess their customer service skills and confront any potential shortcomings in their strategy based on their answer.
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