Psychological Principles in the Workplace Angalia Durio-McLeod COM/600 MSBM1 GDS86 May 4‚ 2015 Erin Cobb Introduction Managers and leaders are often required to manage feelings and behaviors of their subordinates. Supervisors that effectively apply psychological principles of leadership‚ motivation‚ and communication‚ are able to obtain excellence in the workplace (American Psychological Association‚ 2002). The use of psychological principles in the workplace is needed for many reasons. The intentions
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use psychological tests. We will begin by looking at the history of workplace testing‚ then discuss some types of psychological tests‚ how these tests benefit employers‚ common testing instruments‚ institutions that use these tests‚ and some related limitations and legal concerns. History of workplace testing It’s hard to put a date on the inception of psychological testing. Who knows‚ informal means of psychological testing could have been happening between cavemen. But psychological testing
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Issues in Psychological Testing PSY/475 October 24‚ 2011 Issues in Psychological Testing What are at least two ethical issues associated with psychological testing? What impact do these issues have on the field of psychological testing? Informed consent involves the process by which a psychologist gain an individual’s voluntary consent prior to the administration of an assessment or test. As stated by Hogan (2007)‚ “The psychologist is responsible for informing the person about
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Abstract Psychological disorders are examined in children that vary in age and are from different backgrounds. Research suggests that there are various contributing factors that contribute to psychological disorders. Some include environmental and genetic influences. Specifically‚ there are psychological disorders found to exist in children that include depression‚ post-traumatic stress and anxiety disorders which were reviewed. Psychological disorders in children that were untreated lead to later
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Psychological Testing in the Workplace Introduction Psychological tests are popular among private and public companies‚ government agencies and in the military as well. Psychological testing is used for several purposes‚ they can be used in the pre-employment process‚ and they can be used as an aid in regarding employment retention as well as in job placement. While the uses of psychological testing are wide spread‚ there are issues revolving around the validity and reliability of these tests
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Homosexuality is not a psychological disorder… In the past‚ homosexuality was considered to be a psychological disorder‚ up until the APA removed it from its list of mental illnesses. This was due to the fact that homosexuality causes no form of impairment on the individual’s judgment‚ stability‚ reliability‚ or general social and or vocational abilities. This decision made over 30 years ago‚ has caused a lot of criticism‚ many believe that the APA’s decision was made due to the amount of influence
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area‚ there is a general idea that psychological readiness tends to be overlooked when considering the readiness of an athlete to return to their sport (Forsdyke et al.‚ 2016). Brewer (2004) states that little is known about the about what constitutes psychological readiness‚ its development and the role of rehabilitation practitioners in this process. Most of the research in this area is quantitative and there is little that directly investigates psychological readiness and rugby (Forsdyke et al
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The Psychological Contract and its application The psychological contract and its application After the first descriptions and definitions of psychological contract 1960s‚ a great number of experts show their opinions on this topic and discuss with each other. The widely acknowledged definition of psychological contract may be in Michaei Armstrong’s book‚ the human resource management practice(10th Ed.‚2006‚cited in business ball):`…the employment relationship consist of a unique combination
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Assignment 3 Individual research paper Psychological contract breach Nowadays managing the psychological contract is the main goal for organizations that strive for a ‘people building’ rather than a ‘people using’ organization (Guest & Conway‚ 1999). The concept of the psychological contract is complex but it provides a framework for the understanding of the employment relationship (Zhao et al.‚ 2007). A widely accepted definition of the psychological contract is defined by Rousseau (1995);
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Contents page Introduction Psychological contract The characteristics of a psychological contract are the mutual beliefs‚ informal obligations‚ perceptions of the employee and employer towards each other; the expectations an employee has of the organisation and the expectations the organisation has of the employee and the reciprocal promises in that relationship. This helps to set out the aims and objectives in the company for the work to be done professionally. The employee has different
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