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Industrial and Organizational Psychology, 2006.
An examination of the history and methodology of industrial and organizational psychology.
1,758 words (approx. 7.0 pages), 7 sources, APA, £ 39.95
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Abstract
The paper discusses how, since the first employer-employee relationship, people have been engaging in an informal study of industrial and organizational psychology. The paper further discusses how, building on the experimental methods developed in psychology and other fields of science, industrial and organizational psychologists have developed specific research methods aimed at assessing and improving work environments. The paper shows how these research efforts have resulted in the development of aptitude tests, which industrial and organizational psychologists use to ensure that employees are in the most appropriate work environment. The paper concludes that industrial and organizational psychology has expanded beyond the application of aptitude testing, and industrial and organizational psychologists are now involved in almost every aspect of the employment process.
Outline:
Introduction
History
Basics of I/O
Tools Used by I/O Psychologists
The Application of I/O to the Workplace
Conclusion
From the Paper
"Other than aptitude testing and the development of aptitude tests, it is somewhat difficult to identify the tools and methods used by I/O psychologists. This is not because there is a lack of tools or methodology, but because I/O is such a broad category. In fact, research in I/O is very similar to research in other areas of mainstream psychology. It is "based largely on positivism, using quantitative studies and the scientific method to test and disprove hypotheses, often in an experimental context." (Wikipedia, Psychology, 2005). Quantitative research methods rely on tests, rating scales, questionnaires, and physiological measures. (Ehigie and Ehigie, 2005). In addition, I/O psychologists also utilize qualitative research, which "utilizes interpretive techniques and is descriptive in nature, enabling the gathering of rich clinical information unattainable by classical experimentation." "
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Industrial/Organizational Psychology, 2006.
This paper assesses the occupation of industrial/organizational psychology.
1,574 words (approx. 6.3 pages), 7 sources, APA, £ 36.95
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Abstract
The writer of this article explains that industrial/organizational psychology has transformed the field of social psychology and the workplace environment. The purpose of this discussion is to assess the occupation of industrial/organizational psychology. The assessment consists of three parts. The first part explores the history of this area including its relationship to other areas of psychology and academic disciplines. The second part of the discussion focuses on the principle theories and the research methods this area of psychology employs to test the validity of these theories. The final part of the assessment examines how the empirical findings in this area can be applied to promote human welfare.
Table of Contents:
Introduction
History
Principle Theories and Research Methods
Promoting Human Welfare
References
From the Paper
"In addition consequentialism contends that the morality of an individual's actions should be judged by the comparative goodness of their effects as opposed to being judged by their innate rightness or wrongness. Individuals including applied psychologists business managers, and economists, who generally make their professional decisions based on the probable consequences of their actions, have usually been more comfortable with consequentialism instead of deontological theories. For instance, a projected model of ethical decision making in organizations may choose to define a moral issue completely in terms of whether or not it is of harm or benefit to others."
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Industrial Organizational Systems, 2002.
A look at the theory and practice of industrial organizational systems.
1,150 words (approx. 4.6 pages), 9 sources, £ 31.95
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Abstract
This paper discusses industrial organizational systems, their theoretical framework and practical applications. Economics and management considerations integrate an industrial organizational system, and one cannot do without the other. An industrial supervisor is a small but vital part of such a system, as industrial organization does not necessarily have to do with the industrial sector.
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Organizational Psychology, 2005.
This paper discusses organizational psychology in business.
675 words (approx. 2.7 pages), 0 sources, £ 18.95
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Abstract
The paper answers a wide array of ten questions on the subject of organizational psychology. Topics include fair employment practices, potential spots of error in employee appraisals, the Hawthorne Studies, the difference between good leaders and good managers, various methods of workplace training and causes of stress that occur in the workplace.
From the Paper
"Fair employment practices are those guidelines for hiring new employees and keeping current personnel that offers equal employment to the worker regardless of his or her race, ethnicity or nationality, color, religious affiliation, age, gender, marital status, criminal conviction for which a pardon has been given, handicap or sexual orientation. Fair employment practices are policed and governed by the Equal Employment Opportunity Commission, as well as state and local jurisdictions and legislation. KSAs (knowledge, skills, and abilities) can be tested by various means. Two of the common tests are linear assessments and performance-based testing. Linear assessments contain traditional questions and measure specific knowledge. Performance-based testing places employees in a real-life simulation and tests their abilities to perform specific work-related tasks."
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Organizational Psychology, 2005.
Examines organizational psychology within modern group settings.
1,125 words (approx. 4.5 pages), 4 sources, £ 31.95
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Abstract
This paper identifies the specific constructs of Organizational Psychology in modern group settings, with an emphasis on individual member behaviors and relationships. The paper shows that it is evident that some organizations will not be successful unless their members' attitudes and beliefs are aligned with the group's objectives, so this must be satisfied in order to achieve positive outcomes.
From the Paper
"The study of organizations is a critical component of the modern world, as group members must learn to develop strategies in order to work cohesively as a unit to promote organizational objectives. Regardless of the setting, members of organizations must learn to share knowledge and information, identify underlying motivation, and encourage improved performance at all times. Organizational Psychology examines the constructs related to behaviors, emotions, knowledge, commitment, motivation, and understanding of organizational objectives and needs. The following discussion will identify the key aspects of Organizational Psychology, which address the necessity for group members to actively participate in the fulfillment of objectives and to facilitate growth. A wide body of research exists regarding Organizational Psychology throughout literature, and a few instances will now be addressed."
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Organizational Psychology, 2004.
This paper provides a brief overview of important concepts in modern organizational psychology, including the analysis of internal and external factors in an organization's success.
1,712 words (approx. 6.8 pages), 8 sources, MLA, £ 39.95
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Abstract
Organizational behavior is defined, and the role of individual personality and motivation in organizational behavior is discussed. External factors like socialization and culture are discussed in light of Hofsted's four dimensions. An overview of perception and stereotypes is given, and the importance of leadership in the organization is highlighted. The relationships between communication, power, politics, and ethics are reviewed. Other topics include conflict and conflict management and organizational change.
Introduction
Personality and Motivation
Perception and Stereotypes
Communication, Power, Politics, and Ethics
Organizational Change
Conclusion
From the Paper
"Organizational behavior is defined simply as: "study of individual and group dynamics in an organization setting" (Wikipedia). The behavior of organizations, in turn, is driven by the study of human behavior. Human behavior can be seen as driven by either internal or external factors. Individual thoughts, needs, and feelings drive the internal perspective. In turn, the external perspective sees human behavior as driven by environment, rather than intrinsic factors like personality (Wikipedia)."
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Organizational Psychology, 2008.
This paper demonstrates the use of consultation psychology as a means of creating business success.
3,950 words (approx. 15.8 pages), 17 sources, APA, £ 75.95
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Abstract
The paper reviews the role that consultation psychological services can play in organizations, particularly as it may apply to facilitating organizational movement towards increased strategic success. As a case example, this paper uses a mental health organization to demonstrate the role, or roles, that consultation psychology can play within the organization. Specifically, the case example holds that a director of mental health services for an organization makes a request for consultation psychology services to her organization. The request is for consultation psychology services that focus on the issue of gender and ethnic factors that may influence or impede organizational movement towards strategic success. This paper explores the aspects of consultation as it applies to issues of ethnicity and gender that may be critical for a mental health organization consultation.
Outline:
Introduction
II. Clinical Psychology
III. Organizational and Industrial Psychology
Consultation Psychology
IV. Relationship Between the Fields and the Methods
V. Case Example
VI. Conclusions
From the Paper
"Central procedures and tools in providing clinical psychological services include psychological assessments and psychotherapy. Other typical methods utilized by clinical psychologists include research, teaching, consulting, forensic examinations and program development. Clinical psychology is a professional practice developed around the time of World War One. A licensed clinical psychologist is able to provide such psychological services as psychotherapy and assessments, conduct psychological research, provide psychology based consultations to schools and business and provide expert testimony on the area of forensic psychology."
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Organizational Psychology, 2001.
A detailed look at the different leadership styles and their effect on organizations.
4,020 words (approx. 16.1 pages), 4 sources, £ 76.95
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Abstract
This paper provides a detailed analysis of the various types of leadership styles that interpret organizational structure, procedure and culture. The author discusses three types of leadership styles these being; charismatic, transactional and transformational leadership and the effect of transformational leadership on organizational culture.
From the Paper
"Many believe that leadership is simply the ability to make people do what you want them to do with as much will, determination and enthusiasm as possible. In other words, leadership is getting people to do what you want them to do without introducing methods of coercion (Robbins, 1998). This is easy and straight- forward in theory, but in practice leadership is a complex phenomena with an interplay of many aspects. Leadership is composed of many levels of relationships, contacts with people and situations that may arise. It is a mixture of give and take between the leader and his or her followers as well as influences from the outside environment on their relations. Leadership is therefore a complex interaction of situations, contexts and people."
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Organizational Theories And Structure In Post-Industrial Era, 2002.
Discussion of the origins and contributions of the postmodern or post-industrial organizational theories.
1,900 words (approx. 7.6 pages), 4 sources, £ 50.95
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Abstract
Organization theory and structure have gained tremendous attention in the past two decades as world changes forced management gurus to find out what kind of organizational structure was required to extract maximum productivity. Social, political and cultural changes have contributed towards formulation of better organizational theories. While each theory claimed to possess a new meaning, they were all based on similar ideas and thus twenty years hence, they would all come to be labeled as postmodern or post-industrial organizational theories. These theories have helped in identifying the factors, which are leading to change, in organizations.
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Organizational Behavior: Organizational Structure Metaphor, 2006.
An assessment of the Emperor penguins' organizational effectiveness as a metaphor for organizational structure.
3,470 words (approx. 13.9 pages), 12 sources, APA, £ 68.95
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Abstract
Out of thousands of living creatures populating our planet, Emperor penguins represent one of the most inspirational natural metaphors for modern organizational behavior. The paper shows that Emperors put their skills and abilities to good use; they utilize their resources effectively; they overcome numerous obstacles to help the organization internal processes flow smoothly. Finally, they accomplish their common goal. Emperor penguins flourish in the place where few living things can survive. The paper shows that as we study Emperor penguins, we cannot help drawing parallels. What if the workplace worked like this? An employee and a manager could take some lessons in the areas of protection, sacrifice, cooperation and teamwork.
Paper Outline:
Abstract
Organized Penguins
Skills and Abilities
Group Development Process - Adult Penguins
Group Development Process - Chicks
Roles and Norms
Teamwork Effectiveness
Leadership and Decision-Making
Managing Team Conflict
Organizational Effectiveness
Conclusion
References
From the Paper
"Another criterion of assessing organizational effectiveness is resource acquisition. Emperor Penguins rely on the ocean as their only food source, so it must be within reach of every mature penguin or they will starve and die. The acquisition of heat can be seen in the huddle where penguins must cooperate during storms or they will freeze to death. The acquisition of safety can be seen in the protection of their chicks from predators. Acquiring a mate takes a certain amount of skill and determination as well. The "healthy systems" approach is in effect in the rookery because we can see the genuine sense of community."
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Community Psychology And Traditional Psychology, 2002.
Examines the differences between the two schools of psychology.
1,125 words (approx. 4.5 pages), 9 sources, £ 27.95
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Abstract
Examines the differences between the two schools of psychology. Community as grounded in roots of ecological psychology & the social sciences. Traditional as based upon principles of psychoanalysis, behaviorism & humanistic psychotherapies. Uses actor Robert Downey, Jr. and his chronic substance abuse problems to illustrate how both schools of psychology would analyze his difficulties.
From the Paper
"Community psychology is a specialization within a larger realm encompassing psychology and the social sciences that is grounded in the roots of ecological psychology (What is community psychology..., 2000). Traditional psychology, on the other hand, is based upon fundamental principles of psychoanalysis, behaviorism, and humanistic psychotherapies (Garfield & Bergin, 1986). The two approaches differ in terms of views, values, and focus. The purpose of this report is to examine the differences between these two schools of psychology with reference to a specific individual seeking help for a life problem. The individual selected is the well-known actor, Robert Downey, Jr., whose substance abuse problems have been tracked in the popular press over the course of the last several years."
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Psychology and the Psychological Study of Human Aggression, 2000.
A look at various psychological studies and opinion on human aggression.
1,695 words (approx. 6.8 pages), 9 sources, £ 38.95
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From the Paper
"Psychology is a science dealing with behavior and mental processes. It concerns the hows and whys of individual human behavior. Psychological research employs the scientific method, which utilizes the techniques and procedures of naturalistic observation and experimentation to deal with facts, data, and their interpretation according to certain principles. In a given study, the dependent variable under study is considered to be a function of the 'independent variables. Typically, one independent variable is manipulated - the experi-mental variable, while the other independent variables are controlled. Statistical methods are then employed to anal, the research data to ascertain if the findings support or refute the experimental hypothesis......."
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Positive Psychology, 2007.
This paper discusses the theory of positive psychology in light of the various other psychology theories.
3,553 words (approx. 14.2 pages), 8 sources, MLA, £ 70.95
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Abstract
The paper explains that positive psychology is a newer branch of psychology that primarily deals with what is 'right' with humans instead of what is 'wrong' with them. The paper discusses how positive psychology is a science that is growing rapidly. The paper explores how it compares to various other forms of psychology and how this new kind of psychology integrates itself with personality traits and theories that are commonly dealt with and addressed when it comes to psychology. The paper concludes that with positive psychology, more medications and therapies are being utilized and many problems that were previously considered to be imagined are being recognized as biological and behavioral problems that need therapy and other means of help.
Outline:
Introduction
Brief Definition of Positive Psychology
How Does Positive Psychology Compare to Other Forms of Psychology?
Integration with Personality Traits and Theory
Conclusion
From the Paper
"The concept of positive psychology has been around for some time, but not under that specific name and not in exactly the same way as it is now. There have been changes made in the area of psychology in recent years, and positive psychology is at the forefront of these changes, because it looks at joy and happiness instead of depression and other mental problems and issues. Not everyone agrees with this type of psychology, however, and some individuals that work in the field of psychology believe that those that work with positive psychology are doing a disservice to their patients because they are not focusing on the real problems that the patients have, and instead just trying to get their patients to 'think positive' and avoid negative thoughts and ideas."
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Wal-Mart's Application of Organizational Behavior, 2008.
This paper is an analysis of Wal-Mart's organizational culture, organizational structure and human resources practices.
2,413 words (approx. 9.7 pages), 10 sources, APA, £ 51.95
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Abstract
This paper discuss Wal-Mart's organizational culture, organizational structure and human resources practices. First, the paper discusses how Wal-Mart's founder, Sam Walton shaped it's culture from a belief system, which inspired him and which is preserved by the company to this day. It consists of the three basic beliefs, the sundown rule, the 10-foot rule, Sam Walton's 10 rules for building business, equality of opportunity and diversity. Secondly, the paper looks at how Wal-Mart is lifting its business to a new level through new initiatives in fields, like merchandising, marketing, supply chain, store operations and environmental stewardship. Lastly, the paper discusses Wal-Mart's response to the criticism that it offers low prices to consumers at the expense of its 1.8 million employees it calls "associates".
Outline:
Organizational Culture
Organizational Structure
Human Resources Practices
From the Paper
" Wal-Mart set up new policies, which confined wages in certain positions only, hire more part-time employees in place of full-time, and change schedules, which would force some employees to an on-call status only (Mittal 2007). The company has been the respondents since 2002 to lawsuits for unfair labor practices and policies. These lawsuits included class-action charges of sexual discrimination in pay and promotion for 1.6 million current and former female employees. The lawsuit asserted that 92% of Wal-Mart's cashiers were female but only 14% of them were managers. The wage gap was wide from the highest levels between female and male vice president downwards. Accusations hurled against Wal-Mart included wage abuses, the omission of contraceptive coverage in insurance plans, child labor and disabilities violations, sexual orientation and coercing employees to file for public benefits to hide the company's inadequate wages and benefits. This new wage and work rule policy would reduce or eliminate higher-paid fulltime employees and replace them with part-timers with lower wages and no benefits. Requiring them to be on-call on a 24-hour basis would discourage employees with families. Most of them are women and long-time employees, who would have to give up salary increases or forced to work at unreasonable or difficult hours. National Organization of Women vice president Olga Vives commented that Wal-Mart's claims of valuing its employees could only underscore a solid intention to further enrich the Waltons, the company's executives and shareholders at the expense of the workers (Mittal)."
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