Industrial and Organizational Psychology Theory Presentation

Introduction

  • Industrial/organizational psychology is a discipline that applies psychology rules to the office.
  • It can be utilized to unravel points that happen within the organizational context.
  • As a practising I/O psychologist, I’ll make use of I/O psychology to successfully deal with the present occasion on this group.
  • Rucci (2008) states that the aim of I/O psychology is to “enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior” (p.17).

Current Event

  • The present occasion includes issues attributable to organizational modifications.
  • Many staff are discovering it laborious to make a easy transition and there have been many instances of resistance.
  • This resistance has decreased organizational productiveness.
  • An I/O psychologist, I’ll give you methods to help within the transition.

Organizations are being pressured to make modifications in an effort to adapt to the surroundings inside which they function.

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The means of change and transition is at greatest laborious for a lot of organizations because the staff are used to the outdated methods of doing issues. O/I psychology assists in transitions because it facilitates easy modifications by serving to the staff adapt favorably to the brand new situations.

Benefits of Using an I/O Psychologist

  • I/O psychologists search to enhance the general efficiency of the group by means of learning human habits within the office.
  • I/O psychology examines actual elements that have an effect on the people working within the group.
  • Areas the place productiveness is being hampered or the place enhancements could be made are recognized.
  • The I/O psychologist acts as a scientist by conducing analysis into the problems that the group faces. This skilled then applies the findings on a corporation in an effort to improve its effectiveness.
  • The I/O psychologist engages in efficiency enchancment interventions that are aimed toward growing productiveness
  • Practical options are proposed to assist the group.
  • The success of the options can generally be quantified
  • I/O psychologists help in motivating the work power.
  • I/O psychology examines actual elements that have an effect on the people working within the group. From this exploration, issues could be recognized and applicable options proposed.
  • The I/O psychologist is adept at figuring out motivational elements that can be utilized to steer staff to better efficiency. This is significance since for organizations to attain their targets of elevated productiveness, the staff should be motivated to perform desired targets.

Rectifying the Current Issue

  • Help the staff to simply accept change.
  • Involve the staff within the change course of by contemplating their wants.
  • Help staff to spend their vitality attempting to unravel issues and make the brand new system work as a substitute of resisting change.
  • Research signifies that staff usually tend to embrace change in the event that they perceive the explanation behind it. Employees are least more likely to settle for change in the event that they don’t perceive or should not advised the explanations behind the change.
  • The method through which change is carried out influences acceptance. Proper communication will make sure that the staff are stored in mild of what’s going on.
  • Aamodt (2010) observes that it’s pure for folks confronted with a brand new state of affairs to be resistant to alter and interact in wasteful habits similar to complaining and attempting to sabotage the brand new methods of doing issues.
  • As an I/O psychologist, I’ll assist the staff to keep away from this pitfall and as a substitute channel their energies to adopting the brand new system.
  • Ensure that the group has the precise personnel for the change.
  • Make provision for coaching wants which may be necessitated by the modifications.
  • Take initiatives to allow these affected by the change to acknowledge gaps in their very own competence and take steps to study new expertise required for achievement.
  • Help take away the stress related to change.
  • Change brings about stress as staff could also be required to study new expertise or cope with additional work masses. Coming up with methods to take away this stress will likely be helpful to the change course of.

Theories Used to research occasion

  • Two I/O psychology theories will likely be relevant within the present occasion.
  • The first is the Psychological contract principle.
  • The principle is relevant since modifications offset the prevailing psychological contract between worker and employer.
  • This principle will clarify why there’s resistance to alter by the staff.
  • The Psychological contract principle will even be related in managing change. This principle addresses the connection that exists between the employer and staff. It addresses the mutual expectations that every social gathering has on the opposite.
  • Change impacts the psychological contract since it could end in totally different enter by the worker. The group should contemplate the query “what will be the impact of change on the psychological contract with employees?“
  • The second theory used is Skinner’s theory of operant conditioning.
  • Research indicates that motivation is integral to the success of the change process.
  • The Operand conditioning theory will establish the need for motivation.
  • Positive reinforcement will be applied to encourage the adoption of new practices.
  • Motivational theories would also be employed in the situation since employees need to be given incentives to adopt the changes. Holbeche (2012) observes that in managing change situations, leaders and managers will be required to offer positive reinforcement even more than in routine situations.

My Course of Action

  • I would help management communicate the vision of what the future will look like and how the employees will fit into it in order to reduce anxiety or powerlessness.
  • I would tackle resistance by helping the managers communicate a clear vision for the employees.
  • Set a timetable for the change process.
  • Changes bring about uncertainty and it is therefore important for the employees to be reassured. This reassurance can be done by giving the employees details as to why the change is taking place and how it will affect them.
  • Aamodt (2010) states that Employees are most responsive to change when they are kept well informed
  • A clear vision is important since it shows employees what the future will look like and how they will fit in.
  • Set a timetable for the change process. Holbeche (2012) notes that the longer the change process takes the greater the likelihood of employees becoming disillusioned.
  • Coaching and counseling programs will be provided to assist individuals in organizaitonal change.
  • Get training needs from employees and ensure that provisions have been made to deal with them.
  • Establish a set of objectives and goals for employees.
  • Seek feedback from employees on their experiences.
  • Most employees are scared of change since they do not have the relevant skills required by the new system. Having a training system in place will help alleviate this fear and therefore assist in smooth transition.

How Theories would help Prevent negative outcomes

  • Psychological Contract Theory will help highlight the favorable conditions in the new system for the employees.
  • The theory will also help to create the proper atmosphere for change.
  • The theory will help identify the emotional impact of change and address them.
  • Changes may require the employee to come up with a new psychological contract. It is important for the individual to integrate their individual improvement objectives with organization change goals (Burke, 2010).
  • Skinner’s theory of operant conditioning will help come up with incentives to engage in new organizational behavior.
  • Employees will be motivated to achieve the objectives required by the new system by linking rewards to certain objectives.
  • The theory places emphasis on positive reinforcement to encourage behavior change. Skinner believed that punishment had limited value in changing behavior and was an undesirable way to modify behavior.
  • An important consideration is that the link between the behavior and the reward has to be clear.

Evaluating Effectiveness of proposal

  • The effectiveness of the proposed solution could be measured through survey feedback.
  • A survey could be used to measure employee attitudes or perceptions concerning the new working conditions.
  • Measuring employee performance in order to justify motivational technique employed.
  • In order for the proposed solutions to be justified, it is important for them to result in positive outcomes.
  • Being able to quantify the outcomes of my proposals will help to show if they were successful.
  • Survey feedbacks will enable the organization to measure the attitudes and perceptions of the employees. A positive score will underscore the effectiveness of my proposals.
  • The overall performance of the employees will also be measured in order to justify the motivational tactics proposed.

References

Aamodt, M. (2010). Industrial/ Organizatinal Psychology: An applied approach. Belmont, CA: Cengage Learning.

Burke, W. (2010). Organization Change: Theory and Practice. NY: Sage.

Holbeche, L. (2012). Understanding Change. NY: Routledge.

Rucci, A. J. (2008). I-O psychology’s “core purpose”: Where science and apply meet. The Industrial-Organizational Psychologist, 46(1), 17–34.

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