Organizational
What is organizational psychology?
The study and application of psychological concepts and practices to a company or organization and its workforce.
When would an IOP work as a consultant during periods of downsizing or acquisitions, manage a company’s culture and create fair and efficient hiring methods.
Change Management
When would an IOP develop tests and assessments to measure employees and potential employees’ job knowledge and skills, personality and other factors that influence performance.
Testing
IOP x recruitment?
- Identifying and matching persons to tasks within an organization (Job analysis)
- Identify the characteristics of applicants for a match to the job analysis.
- Training employees from their first day on the job throughout their tenure within the organization, and appraising their performance along the way.
What takes place during training?
▪Orientation period: the new employee is provided information regarding the company history, policies, and administrative protocols such as time tracking, benefits, and reporting requirements.
▪Orientation training: educate the new employee about the organizational culture, the values, visions, hierarchies, norms and ways the company’s employees interact— essentially how the organization is run, how it operates, and how it makes decisions.
▪Specific to the job the individual was hired to do
▪During the individual’s period of employment to teach aspects of new duties, or how to use new physical or software tools
IOP role?
Organizational psychologists help companies maximize their efficiency by improving hiring and promotion strategies, training and development, and employee motivation programs.
When would an IOP build employee empowerment and job satisfaction programs and educational efforts to reduce stress, burnout and voluntary turnover.
Employee Attitude and Satisfaction
When would an IOP be involved with identifying training needs & evaluating the effectiveness of those programs in meeting them
Training Programs
What is O*NET?
The Occupational Information Network (O*NET) is a free online database that contains hundreds of job definitions to help students, job seekers, businesses and workforce development professionals to understand today's world of work in the United States.
What is mentoring?
Mentoring is a form of informal training in which an experienced employee guides the work of a new employee. In some situations, mentors will be formally assigned to a new employee, while in others a mentoring relationship may develop informally.
IOP: what must they do before delving into organizational dynamics?
conduct research and data analysis to understand workplace dynamics, assess organizational needs, and develop evidence-based strategies and interventions to address challenges and improve outcomes
Research; Job analysis + Employee assessment
When would an IOP identify and train future leaders, develop fair and legal compensation practices and promotion policies.
Organization Development
What would an IOP look at when examining corporate life?
- How big are the offices?
- Facilities
- Job benefits
- Is there direct sun light or just lights?
- Politics?
- Age gap between hierarchies
- Male to female ratio
- Structure of offices- modern, old school, cubicles, open space, common areas
IOP x selecting employees
- Once a company identifies potential candidates for a position, the candidates’ knowledge, skills, and other abilities must be evaluated and compared with the job description.
- These evaluations can involve testing, an interview, and work samples or exercises.
- Personality tests are used to identify the personality characteristics of the candidate in an effort to match those to personality characteristics that would ensure good performance on the job.
- Assessments include IQ tests, integrity tests, and physical tests, such as drug tests or physical fitness tests.
IOP's role when evaluating employees?
▪Involvement in designing performance-appraisal systems for organizations.
▪These systems evaluate whether each employee is performing her job satisfactorily. ▪Performance appraisals are documented several times a year in a formal process and an annual face-to-face brief meeting between an employee and his supervisor to communicate specific concerns about the employee’s performance (termination) and to positively reinforce elements of good performance (reward).
▪Other uses for these meetings: discussing specific performance rewards (a pay increase), or consequences of poor performance (a probationary period).
What do IOPs look at within employer-employee relations?
➢ Productivity
➢ Morale
➢ Engagement
➢ Job satisfaction and attitudes
➢ Help businesses recruit and hire the right people
➢ Create incentives and organizational structures, so employees are happier and more productive at the job and maintain work-life balance.
When would an IOP design job performance measurement systems to improve employee performance.
Performance Management
What would an IOP look at when examining employee wellness?
- EAP (Employee Assistance Program// counseling)
- Facilities: gym, cooling off areas, games, walking desks
- Healthy environment: nutrition and food options, communication and feedback, open door policy, helpful HR
Provide a more dynamic source of information about the candidate than standard testing measures.
Social factors and body language can influence the outcome of the interview (the degree of similarity of the applicant to the interviewer and nonverbal behaviors, such as hand gestures, head nodding, and smiling).
What are exit interviews?
• Interviews towards termination or resignation
• Communicate concerns and reasons to leave
• Helps with employee retention and satisfaction,
which eventually affects productivity
• Conducted mostly by HR and sometimes
managers
IOP; types of work they're involved with
Change Management
Employee Attitude and Satisfaction
Organization Development
Performance Management
Staffing
Testing
Training Programs
When would an IOP recruit candidates that best fit positions in an organization and develop programs to train and retain the company’s best employees.
Staffing
Leadership styles and what they mean
Coach: motivational
Visionary: Progress focused and motivated
Servent: Humble and protective
Autocratic: Authoritarian and result focused
Liassez Faire/ hands off: Autocratic and delegatory
Democratic: Supportive and innovative
Pacesetter: Helpful and motivational
Transformational: Challenging and communicative
Transactional: Performance focused
Bureaucratic: Hierarchical and duty focused
Types of interviews and what they entail
Unstructured interview: the interviewer may ask different questions of each different candidate the questions are unspecified beforehand and the responses to questions asked are not scored using a standard system.
Structured interview: the interviewer asks the same questions of every candidate, the question are prepared in advance, and the interviewer uses a standardized rating system for each response. Allows for accurate comparisons between two candidates and are more effective at predicting subsequent job performance of the job candidate.
Examples of performance issues + detection + intervention
• Lack of motivation
• Burnout
• No incentives
• Absenteeism
• Inability to concentrate
• Personal issues impacting work
Formal and informal referrals
Mandatory counseling