ORGANIZATIONAL PSYCHOLOGY

Organizational Psychology



Organizational Psychology

Introduction

Among psychologists there is still no clear agreement on what the origin and the field of organizational psychology studies. It is seen as the disciplinethat comes from the industry and expands to other institutions, to achieve its consolidation in the 1970s. Some studies consider it synonymous with organizational psychology, others as an integral part of it, finally, as an extension and evolution of the second.

Organizational Psychology was developed from the movement of human relations in organizations becomes more interest in the employee that the Organizational psychology, which deals with understanding the behavior and strengthen the welfare of employees at your place of work. The organizational issues include the attitudes of employees, behavior, stress, job and techniques of supervision. However, the main themes of the area can not be strictly categorized as organizational. For example, motivation is important for organizational psychology issues related to the efficiency and performance of employees, but is also of great importance in Organizational Psychology concern for the happiness and welfare of employees. While the two areas can not always be clearly distinguished from unit offers a view of the extensive nature of their field of action. (Arnold, 1995)

Organizational psychology, far from focusing on studies of the organization as such, is aimed at individuals as members of the same. It is from the 1980, thanks to the advancement of theory oriented to total quality and reengineering, it has become clear that it is better seen as part of the company or institution not only to whom they provide services in it, but also those who are the beneficiaries of their products and services ( clients, consumers, users, population goal or beneficiaries) and who act as their suppliers (of resource material, economic, human and intellectual ). In the same vein, organizational psychology has been enriched by contributions from the marketing and techniques derived from the pursuit of quality. A few cases of this sort are the studies of research of markets and the creation of consumer and clubs that help users understand the factors that facilitate the retention of brands and products in the minds of consumers and their loyalty to the themselves.

Discussion and Analysis

Organizational Psychology developed from the movement of human relations in organizations becomes more interested in the employee organizational psychology, which deals with understanding the behavior and to strengthen the welfare of employees in their workplace. The organizational issues include employee attitudes, behavior, work stress and monitoring techniques. However, the main issues in the area cannot be categorized as strictly organizational. For example, motivation is important in matters of organizational psychology in relation to efficiency and employee performance, but is also of great importance in organizational psychology concern for the happiness and welfare of employees. While the two areas cannot always be clearly distinguished from unit offers a view of the extensive nature of its scope.

Organizational psychology, far from focusing on studies of the organization as such, aimed at individuals as members of the same. It is from the 1980's, thanks to the advancement ...