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Organizational Psychology
Organizational psychology is the science of how
individuals and groups work in organizations, and the
practical use of psychological knowledge about the same. The
use of organizational psychology is concerned with solving
and preventing problems within organizations, as well as
creating growth and development for individuals and entire
organizations.
Organizational psychology is based on subjects such as
general psychology, organizational theory and sociology. The
field of study is closely related to work psychology and is
often referred to as the term work and organizational
psychology.
Theme Areas
Recruitment and selection
Here it is about what procedures are suitable
for recruitment and selection of employees, and how
recruitment processes take place when there is a need for
new manpower and until a new employee is in place in the
organization.
Introduction and follow-up of new employees
This area of expertise is about how new employees find
themselves in the job and the organization, also
called organizational socialization, and how the experiences
in this phase affect the working relationship. Furthermore,
they are concerned about different strategies or measures
organizations can use to introduce and follow up their new
employees. The latter is also referred to as onboarding.
Learning and skills development
Here one is concerned with how learning and competence
development takes place in organizations and working
life. Key issues will be how people learn through work, how
knowledge is transferable between different situations, and
how to create a work environment that promotes knowledge
sharing and learning.
Motivation, achievement and reward
Within the theme area motivation, achievement and reward,
one is concerned with what motivates people to work, and how
various incentives and reward methods work to promote
efforts and achievements in the workplace.
Organizational Culture
Organizational culture is the culture that is developed
among people in a particular organization or group, and is
said to consist of common values, norms and perceptions of
reality. This subject area is about how organizational
culture can have an identity-creating, unifying and
governing function. It is also concerned with how specific
cultures are created, influenced, maintained and
disseminated to new employees, for example
through organizational socialization.
Personality in work and organization
Here it is about personality and individual differences
between people, and how this can be important in job
choices, work and organization. Key questions may be how
different personality traits and individual inclinations
influence both choice of profession and how people fit into
specific occupations and positions. This field also includes
the development and application of various personality
tests in connection with the recruitment and selection of
managers and employees. The five-factor model (Big Five) is
an example of a theory of personality that has been widely
used in work and organization.
Group Processes
When people work together in an organization, there will
always be different group processes between them. Such
processes are preferably appropriate, it is a central
purpose of organizations, but group processes can also be
dysfunctional. In this field of study, it is about the
consequences of different forms of work and collaboration
within and between groups in the organization, and how to
facilitate well-functioning teams and working groups.
Management
There are a number of different theories about
how leadership should be understood and how different forms
of leadership affect people in organizations. In recent
management psychology, for example, one is concerned with
how different situations create different conditions for,
and demands for, management.
Decision Making
Decision-making processes are central to work and
organization, and in this area we are concerned with
understanding how they are conducted. Different decisions
and forms of problem solving will be a major part of the
work day, especially for managers, but also among employees
at different levels in the
organization. General assessment psychology is also
applicable in the context of organizations. In addition, it
is important to understand how decision-making in groups can
pose particular challenges, especially when managers or
employees are in stressful situations. An example of this
can be found in the phenomenon of group thinking.
Human, technology and organization
Here it is about the interaction between man, technology
and organization and how in organizations and working life
you can design well-functioning technological systems based
on human abilities, skills, habits and needs.
Stress, health and well-being
This area of expertise is about creating different
conditions for stress, health and well-being in
organizations. For example, various factors that affect
employee absenteeism and opportunities for participation and
attendance at work are concerned.
Psychosocial work environment
Here you are concerned with the psychological and social
aspects of an organisation's work environment, including how
to map a work environment by developing and conducting
surveys among employees about the conditions at the
workplace, so-called employee surveys or work
environment surveys.
Organizational development and change
Organizational development (OU) is the continuous work of
making the organization fit to handle change and
change. Here it is about the organizational psychological
conditions that facilitate change, growth and adaptation,
and how to create good processes in connection
with transfers in and around the organization. In Norwegian
OU tradition, employee participation in such processes has
been central.
In response to involuntary changes in the job situation,
employees may experience job insecurity. |
