Psychology in an Organization

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Psychology in an Organization

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Psychology in an Organization

Psychology studies the thoughts and feelings of individuals; I would focus on Psychology. I chose this field because it focuses on investigating and providing answers to workplace challenges, how a company can boost efficiency, and how to stimulate staff morale and personality. Psychology is relatively new and it has become a growing area of study. It is important because it focuses on how workers handle situations in the workplace, how to keep the work force productive, and what are the effects of stress on employees. Employees, being the primary and most important asset of every organization, must be prioritized and carefully managed (Shimmin, 80-83).

Psychology will assist me in identifying the organization’s strengths and shortcomings by highlighting areas where staff training will be necessary. It will also provide a framework for the organization’s management. I believe it will be useful because it will allow me to compare the employees’ strengths and weaknesses to that of other organizations. The results of this comparison will be used as benchmarks to identify training needs and establish strategies and programs to improve the workplace. Through the use of psychological concepts, I will also be able to produce distinctive products through innovation, maintain effective leadership, embrace workplace diversity, and encourage people (Shimmin, 87-88).

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Psychological concepts will assist me in making recommendations to increase worker productivity. For instance, if I find out that the workers are stressed out, it will be useful for me to determine what might be causing it and how I can help them alleviate the stress. There are ways to reduce and manage stress like changing their duties and having mandatory sabbaticals. Psychology is also very important since most employees have an undefined role in place; therefore, a lot of them suffer from uncertainty which triggers stress. Another aspect is that most employees feel they do not get a long-term career stability leading to the high turnover rate affecting productivity (Shimmin, 93).

Work Cited

Shimmin, Sylvia, and Pieter J. Van Strien. “History of the psychology of work and organization.” Handbook of work and organizational psychology. Psychology Press, 2018. 71-100.

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