What do we mean by “Occupational Psychology”?
“It is the study concerned with the performance of people at work in training, how organisations function and how individuals and small groups behave at work. The aim of this area of psychology is to increase the effectiveness of the organisation, and to improve the job satisfaction of the individual by understanding their life style and their work. The speciality is broader in scope and less formalised than most other areas of psychology, and it touches on the diverse fields including ergonomics, personnel management, and time management. The Civil Service is one of the largest single employers of occupational psychologists: the prison service, the Home Office, the Employment Department Group (including the Employment Service), the Ministry of Defence, and the Civil Service Commission all employ occupational psychologists.” What do Occupational Psychologists do?
Occupational psychologists advise companies on improving training, job satisfaction and productivity. They specialise in industrial relations, vocational guidance and counselling, selection and recruitment, organisational structure, worker productivity, job satisfaction, consumer behaviour, personnel training and development and the interaction between humans and machines. Indian Perspective
In India, the name by which occupational Psychology is known is “Industrial Psychology” or “Organizational Psychology “.It is in great need today. The reason being that after the industrial revolution in the west, countries like India also need to develop their industries on the modern lines. If the workers and trade unions are involved in the industrial process and have developed a work culture the size of production is bound to increase and the profits are going to be high. The managers of industry are required to be the best judge of the psychology of the labour and are required to act in the best interests of the industry. In India, you look forward to going to your office due to the interpersonal relationships you develop. However, this also means that the Indian work environment tends to be very gossip-oriented and in this way, non-professional. Although this is changing, even today the Indian "respect your senior even if he/she is wrong" concept prevails and leads to lower productivity and employee morale. One can see this in big Indian companies (even multi-nationals). However, the new breed of young professionals who are starting up companies in India, are much more dynamic, both in their ideas and their attitude to the work space. When it comes to India, one needs to understand that one is dealing with people from a different cultural background that think and interact differently.
Scenario of Indian industry
According to me, the Indian industry is transforming and the future status of the industry would be as follows with the changing relationship between the Culture, Group, Structure and Individual of the organization: 1. Individual:
PHASE I TRANSFORMATION
PHASE II TRANSFORMATION
ROUTINE WORK FOLLOW INSTRUCTIONS
AWARE OF ROUTINE WORKS
THE INDIVIDUAL NEEDS TO PERFORM HIS TASK BASED ON QUALITY & PRODUCTIVITY THERE IS NEED FOR EMERGENT PROBLEMS & SOLUTIONS INDIVIDUAL FUNCTION
WORK WITHIN NARROW ROLE SPACES
WAITS FOR OTHERS TO TAKE THE INITIATIVES
ORG. NEEDS TO CREATE FUNCTIONAL SPACE FOR INITIATIVES, INNOVATIVENESS & INTERFACES INDIVIDUAL ORGANIZATION
ACCOUNTABILITY RESTED WITH THE LEADER’S COMFORT ZONES
STRESS AROUND ROLES, RESPONSIBILITY & ACCOUNTABILITY
CLARITY OF BOUNDARIES & ACCEPTANCE OF SYSTEMIC AUTHORITY INDIVIDUAL INSTITUTION
ENTHUSIASM SENSE OF BELONGING PERSONALIZED ROLE
WORK AS COMPULSION EXPERIENCE OF OTHERS
2. Group: UNIT LEVEL
PHASE I TRANSFORMATION
PHASE II TRANSFORMATION...
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