Applying Organizational Psychology 2

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Applying Organizational Psychology
University of Phoenix
D. R. Walker

Introduction
The application of organizational psychology begins when an individual begins to seek employment with an organization. The process of employment can be quite overwhelming and stressful process, not only for the individual seeking employment, but for the organization as well. Just as prospective employees seek to work for the “best” organization, organizations seek to hire the right employee that best fits the organization’s needs. From the recruitment and hiring process to the actual first day of work in their new work environment, principles of organizational psychology are relevant and applicable in any organization. Simply stated, the applications of organizational psychology are relevant in the recruitment and socialization process of new employees within an organization. This paper will discuss several aspects of the application of organizational psychology in organizations. First, this paper will discuss the recruitment process from an organizational and applicant perspective. Secondly, this paper will explain how the principles of organizational psychology can be used in the recruitment process. Third, this paper will describe the concept of organizational socialization. Lastly, this paper will explain how the principles of organizational psychology can be applied to organizational socialization. Throughout this paper, one will see how essential the principles of organizational psychology are applied in organizations. Organizational Psychology: The Recruitment Process and Perspectives In the recruitment process of an organization, there are two perspectives that should be considered. Those perspectives are that of the organization and the applicant. In looking at the organizational perspective of the recruitment process, according to Jex and Britt, “the aim of recruiting is to generate a large pool of highly qualified applicants so that the organization can select those who stand the best chance of becoming successful and remaining with the organization for a long period of time” (Jex, S. & Britt, T., 2008). Organizations utilize the recruitment process to seek and attract the most qualified applicants for potential employment. Organizations have to select the best recruitment method that will be the best source to bring the best pool of prospective applicants quickly and cost effectively to the organization. From the organizational view, there are certain steps to consider. This involves recruitment planning and recruitment methods. Organizations must look consider recruitment planning before the selecting of the recruitment method begin. The primary goal of recruitment planning is to align the right employees that will make be greatest contribution to the organization overall objective therefore, all recruitment planning should align with the strategic plan of the organization. In looking at the planning process of recruitment from an organizational perspective, organizations must consider three key elements. (1) the number of employees that will be needed in various jobs, (2) when these new employees will be needed, and (3) the present and future supply of potential employees in the labor market” (Jex, S. & Britt, T., 2008). After the satisfaction of the recruitment plan, organizations can then explore a variety of recruitment methods to produce a good pool of candidates for a job. Although organizations seek recruitment methods that are cost effective, there are some methods that can be unduly costly. Jex and Britt (2008) provide a list of recruitment methods that are used by organizations: 1. Advertising: newspapers (classified and display), technical and professional journals, direct mail, television, the Internet, and (in some cases) outdoor advertising. 2. Employment agencies: federal and state agencies, private agencies, executive search firms, management...
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