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Why do some companies enjoy accelerated and sustained growth in defiance of supply-chain glitches, rising inflation and political disruption? Are they just lucky? After analyzing 30,000 businesses and millions of leaders over a 15-year period, business model expert Christopher Skinner believes he has the answer.
It doesn’t involve capital, a stellar business plan or genius marketing. “It’s because of who they hire,” he says. In analyzing businesses and their employees…..Story continues….
By: R. Daniel Foster
Source: How Top Companies Are Using Language Psychology To Recruit Ace Teams
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Workplace psychology can be referred to as the practice and application of psychological principles and methodologies to a work environment. The ultimate goal of workplace psychology is to identify and solve emerging issues within the workplace, improve workplace morale and dynamics, and increase employee satisfaction. The study of how people think and behave at work: Work psychology is a discipline which covers a broad range of issues from recruitment to conflict resolution.
The specialty of industrial-organizational psychology (also called I/O psychology) is characterized by the scientific study of human behavior in organizations and the work place. Employee psychology is focused on why an employee behaves the way they do while performing their role. This practice categorizes employee behaviors into predictable patterns. By studying those patterns, managers can effectively deal with both individual employees and entire teams.
The field of I-O psychology can be divided into three broad areas ([link] and [link]): industrial, organizational, and human factors. Hired either full-time or on a consultancy or project basis, Occupational Psychologists bring their scientific, evidence-based insights into how humans behave within large groups and structures. With their help, management can improve the productivity, efficiency and wellbeing of their teams.
The Psychology of Behaviour at Work covers all major topics in the field, from vocational choice, personality, attitudes, motivation and stress, to cooperation, learning, training, group dynamics, decision making and leadership. Psychology of Working (PoW) aims to integrate, or at least bring together in one model, the different theories in the field of personell psychology and vocational guidance theory that developed during the middle of the 20th century. Blustein feels it’s a way to include everyone in how we think about work.
Knowing the core personality traits of the people around you helps you relate to them more effectively. This is especially true at the workplace. I have named the three basic types of employees The Freeloader, The Worker and The Entrepreneur. Often called ‘I/O psychology’ or ‘work psychology’, industrial and organizational psychology is the study of both a workplace’s environment and the employees who work there.
The goal behind workplace psychology is to identify and solve problems, increase employee satisfaction, and improve workplace dynamics. The great workers are responsible, conscientious and committed to the mission of the organization. They are willing to make the personal sacrifices. They do not make the pursuit of personal happiness their primary reason for working, but they derive satisfaction from serving a higher purpose and fulfilling a calling.
According to SDT there are three psychological needs (autonomy, competence, relatedness) that are universally important for psychological wellbeing and autonomous motivation. You can think of these universal needs in the same way you think of physiological needs (e.g. hunger, thirst, sleep). Improving communication and collaboration among team members, resulting in better decision-making and problem-solving.
Helping leaders develop a more resilient and adaptable workforce, better able to navigate change and uncertainty. Personality psychologists often look at how personality varies from one individual to the next, as well as how it may be similar. These professionals may also be tasked with the assessment, diagnosis, and treatment of personality disorders.
An employee may behave concurrently with the internal work environment. External factors include customer demands, technology, and a positive environment. Customer demands and a positive environment define the interactions of employees. Negative competition may develop negative responses from employees.
Groups and individuals nominated for Scots language accolades
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