Organizational Psychology

Topics: Psychology, Employment, Academic degree Pages: 5 (1444 words) Published: October 17, 2013

Organizational Psychologist
Arthur Cunhs
PSY 830-Principles of Organizational Psychology
Dr. Dave Hale
September 13, 2013

Organizational Psychologist
The organizational psychologist specializes in the field of psychology which he or she applies to an organization to increase job effectiveness. Further, the training of organizational psychologist consist of either a masters or a doctoral degree. The role of an organizational psychologist is to improve employee’s performance and increase job satisfaction. In addition, the role of the organizational psychologist will change due to different psychological methodologies and organizational theories. Finally, the role of an organizational psychologist is to enhance employee efficiency within an organizational. Furthermore, the purpose of the organizational psychologist is to develop strategies that can increase employee performance. Unfortunately, the lack of proper organizational leadership in a company may contribute to insufficient levels of employee production. In an article by Fisher (1997) “Among the variety of reasons for the failure of re-engineered processes, one of the most serious is not providing a human-performance system to support each and every performer in the organization. The human-performance implications of process management are important” (p.21). Thus, the organizational psychologist is beneficial in increasing the knowledge, skills, and abilities of an organization. In addition, the organizational psychologist practices the field of psychology applied within an organizational structure. The responsibilities of an organizational psychologist are to examine companies through quantitative or qualitative scientific research. Also, the organizational psychologist applies the scientific analysis of organizations to improve organizational environments. Next, the understanding of how employees feel about their job positions can develop better employee and management relations. The needs of the consumer within the organization have to be monitored, and a method has to be developed to attain organizational goals. Still, management can learn effective leadership through organizational psychological techniques regarding the retention of workers. Organizations can save money when they can retain their employees. It can be costly to rehire new employees and teach them new skills. Thus, general managers can cut company cost by maintaining the same workers. In reference to, Geberevbie (2008) “any organization that fails to put in place adequate employee retention strategies is not likely to retain competent and motivated workforce in its employment and hence experience frequent labour turnover and poor organizational performance” (p.148). The organizational psychologist enhances the wellbeing of workers, job satisfaction, and company safety. Further, the organizational psychologist develops research on employee’s attitudes and behaviors within the company. The hiring of employees feedback of workers, management, training are all beneficial for industrial development and change. Next, the training of an organizational psychologist consist of a postgraduate degree of either a masters or a doctorates. The organizational psychologist may have a master’s degree in organizational psychology from an accredited college or university. In some cases organizational psychologist could have a doctorates degree as well. Similarly, the length of time that it takes to achieve a masters or doctorates degree in organizational psychology is three to five years after graduation of a bachelor’s degree. There is an examination in which the acronym is named the EPP the examination for professional practice of psychology, which an organizational psychologist may receive. An organizational psychologist may go through an internship program prior to their graduation. In reference to the authors Shoenfelt, Kottke, Stone, et al (2013)...

References: Blanchard, P. & Thacker, J. (2007) Effective Training: Systems, Strategies, and Practices
(3rd.ed) Pearson Education, Inc., Upper Saddle River, New Jersey, 07458.
Fisher, J. (1997). Improving human performance in a process management environment.
Harrison, D. Price, K. & Bell, M. (1998). Beyond relational demography: time and
the effects of surface-and deep level diversity on work group cohesion
Shoenfelt, E. L., Stone, N. J., & Kottke, J. L. (2013). Internships: An Established Mechanism for
Increasing Employability
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