FIVE INDICATIONS OF THIS VALUE

In order to realize the importance of the psychology of management it is necessary to consider the following five points:

1. Management is a life study of every man who works with other men. He must either manage, or be managed, or both; in any case, he can never work to best advantage until he understands both the psychological and managerial laws by which he governs or is governed.

2. A knowledge of the underlying laws of management is the most important asset that one can carry with him into his life work, even though he will never manage any but himself. It is useful, practical, commercially valuable.

3. Good managers are always learning and looking for ways to improve themselves and those they manage. This knowledge is to be had now!.

4. The psychology of management is only one part, element or variable of management but a very important one, it is imperative!

5. A careful study of the relations of psychology to management should develop in the student the ability to grasp quickly the information and facts necessary to make the most of himself, i.e. to succeed in life and business.

Thus, whether you’re going to learn something new for your self-improvement or simply want more from your future management team, Psychology of Management will help you.

“Psychology of Management is the scientific study of the relationship between man and the world of work ... in the process of making a living".Guion(1965)

The discipline of the Psychology of Management can be regarded as Industrial/ Organizational Psychology, Organizational Behavior, the Pychology of Leadership, not necessarily the psychology of management.

Organizational psychologists examine the role of the work environment in performance and other outcomes including job satisfaction and health.

Common research and practice areas for organizational psychologists include:

§ Job performance

§ Job analysis

§ Personnel recruitment and selection

§ Performance appraisal/management

§ Individual assessment (knowledge, skills, and ability testing, personality assessment, work sample tests, assessment centers)

§ Psychometrics

§ Training and training evaluation

§ Work motivation

§ Job attitudes (e.g., job satisfaction, commitment, organizational citizenship, and retaliation)

§ Occupational health and safety

§ Work/life balance

§ Human factors and decision making

§ Organizational culture/climate

§ Organizational surveys

§ Leadership and executive coaching

§ Ethics

§ Human resources

§ Organizational development

§ Organizational Research Methods

§ Group/team performance

§ Team composition

Organizational psychologists are trained in the "scientist-practitioner" model. The training enables organizational psychologists to employ scientific principles and research-based designs to generate knowledge. They use what they have learned in applied settings to help clients address workplace needs. Oganizational psychologists are employed as professors, researchers, and consultants. They also work within organizations, often as part of a human resources department where they coordinate hiring and organizational development initiatives from an evidence-based perspective.

Oganizational psychologists rely on a variety of methods to conduct organizational research wich include surveys, experiments, and observational studies. Psychologists rely on diverse data sources including human judgments, historical databases, objective measures of work performance (e.g., sales volume), and questionnaires and surveys.

Date: 2015-12-24; view: 855