Industrial and Organizational Psychology †Free Samples to Students

Question: Discuss about the Industrial and Organizational Psychology. Answer: Introduction: Organisational culture is a system of shared assumptions, beliefs, values which manages how people behave in the organization. In simple words, it can be said that organizational culture signifies the combined beliefs and values of the organization. Each and every company follows a unique organizational culture which guides the employees for their behavior at the workplace. It is very difficult to change the organizational culture of the existing company. The reason being the organizational culture of an organisation is consists of the set of values management, goals, communication practices, attitudes, and assumptions (Waddell, Creed, Cummings, Worley, 2013). To bring the changes in the organizational culture, the company have to decide the new culture they want to bring in the organization and the changes they are looking to make changes in the organization. The two most common elements in creating organizational culture changes are- Training, mentoring and communication- The role of employees is most important in the culture changes, the employees have to understand what the company is expecting. Training can be helpful for the company in communicating the new changes they are looking at the workplace and to clearly state about the expectations of the company from the employees (Alvesson, Sveningsson, 2015). Communication and mentoring will help the employees in learning and adapt the new culture. Employees support- The employee's support is must to bring the changes in the organization. The employees should show their behavioral support for the culture change apart from the verbal support. It is important for the company to get the support of the employees throws their behaviors. Herzbergs Two-Factor Theory The two-factor theory is also known as a motivational-hygiene theory or dual-factor theory. This theory was developed by the Frederick Herzberg in the year 1950s. The theory talks about the two factors that can influence the employee motivation and satisfaction (Alshmemri, Shahwan-Akl, Maude, 2017). Motivation factors lead to motivate employees and satiation to achieve the goals by doing hard work such as career progression or promotion, feeling valued and recognized. The absence of the Hygiene factors leads to the company policies, salary, co-workers and managers relationship and benefits. According to Herzbergs, both the factors influence the motivation of the employees, the absence of the hygienic factors will dissatisfy the employees. This theory is implemented by the organization for the most productive and for the happiest workforce. The company uses this theory and they make sure that their employees are feeling appreciated and supported. The company gives feedbacks to the employees so that they can achieve the strategic goals that lead to the growth and success of the company. To prevent the job dissatisfaction of the employees this is the reason company facilitate them good working conditions and make sure they are fairly treated (Alfayad, Arif, 2017). The Hygiene factors add value to this motivation and this is the reason benefits are given to the employees. Individual difference Each and every employee working in the organization contains some of the differences. It depends on each employee who they act in the same situation. The way of response on the situation might vary from person to person. Some of the individual differences are discussed below- Biographical Characteristics- The biographical characteristics include age, gender, and tenure of the employees at the workplace. Individual people present at the workplace consist of different age group, with both men and women and with different working experience (Scott, Davis, 2015). Ability- Each person maintain an individual capacity to perform the various task at a workplace, a person contains both intellectual abilities and the physical abilities. The capacity to do tasks that demands the stamina, strength and the dexterity comes under the physical abilities of the employees. The capacity to perform the mental task such as thinking, problem solving and reasoning comes under intellectual abilities. The manager needs to make sure that they understand the individual difference at the workplace. The manager needs to combine the individual to the organization to enhance the working environment and the job satisfaction of the employees. There is the presence of the people with different characters and with different abilities. The manager and leader should assign the task considering the abilities and keep the employees on the same page (Landy, Conte, 2016). The manager needs to make sure that the age of the individual will not create an impact on turnover, absenteeism, and productivity. This will manage the performance of the individual of different age group. The manager expects more efficient work management with the employees who are senior. These decisions of the managers lead to the growth and success of the company. References Alfayad, Z., Arif, L. S. M. (2017). Employee Voice and Job Satisfaction: An Application of Herzberg Two-factor Theory. International Review of Management and Marketing, 7(1). Alshmemri, M., Shahwan-Akl, L., Maude, P. (2017). Herzbergs Two-Factor Theory. Life Science Journal, 14(5). Alvesson, M., Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge. Landy, F. J., Conte, J. M. (2016). Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. John Wiley Sons. Scott, W. R., Davis, G. F. (2015). Organizations and organizing: Rational, natural and open systems perspectives. Routledge. Waddell, D., Creed, A., Cummings, T. G., Worley, C. (2013). Organisational change: Development and transformation. Cengage Learning.