Industrial/Organizational Psychology Paper - 794 Words

Are you fit to be an Industrial or Organizational Psychologist? Most would say yes in a heartbeat Industrial psychologists associate themselves with people in the workplace. Industrial psychology is often called personnel psychology, which is directly related to the field also known as organizational psychology. Usually industrial psychologists evaluate the differences between individual workers and also individual jobs. Organizational psychologists normally seek the understanding of how workers function in an organization and also the role of the organization in society. What is Organizational/ Industrial Psychology Organizational/ Industrial Psychology is the study of activities in work environment. Industrial and Organizational†¦show more content†¦The Evolution of Organizational/ Industrial Psychology I/O psychology is a fairly new field in the world of psychology. Industrial Psychology didn’t become fully functional until the late 1920s. Prior to the late 1920s, several individuals had started to improve the workplace. Differential psychology, which became known during WW I, was the root of improving the workplace. It paid close attention in on how people are different but was not very successful in helping with ones job. The second idea was experimental psychology. This branch attempted to treat everyone as the same and tried to define laws in how people are similar. It also failed. . The third idea was scientific management (Newman, B. M. (2006). This was the idea that there is only one best way to perform a job. It was based on the fact that money is an incentive and left out the idea of job satisfaction. The last factor that helped I/O psychology become famous was the human relations movement. This particular movement wanted to keep people happy through motivation along with job satisfaction (Passer, Smith 2005). It also led to the Hawthorne Studies, which was the true start of I/O psychology. Elton Mayo at the Western Electric Company started the Hawthorne Studies from about 1927-1932. Several things that came about during this study was that a work environment must be seen as a social organization not just a productive organization, this would include making decisions toShow MoreRelatedOrganizational Psychology Paper Psy 428924 Words   |  4 PagesOrganizational Psychology Paper Shanna Brookins PSY/428 12/12/2011 Organizational Psychology Paper Introduction Organizational psychology is the study of a formal organization and how individuals and groups act within that organization; in other words, the scientific study of the workplace. The goal of organizational psychology is to help organizations function the best way possible. This is achieved by helping people understand their interactions with each other and create an environmentRead MoreI/O Psychology Paper788 Words   |  4 PagesIndustrial/Organizational Psychology Pamela Groves PSY/435 January 7, 2012 Frank Del Grosso Jr. Industrial/Organizational Psychology The paper will examine the evolution of the field of industrial/organizational psychology, and how industrial/organizational psychology is different from other disciplines in psychology. Industrial/organization psychology can be used in organizations and it focuses on the employees performance and how to make it better. The report will include the role of researchRead MoreIn society jobs are very important to the communitiy .Jobs are nessary to obtain a society and800 Words   |  4 Pageslook at Industrial organizational psychology to a specific job we muse ananlysis a specific job in a particular work organization. First ,we must understand the meaning of industrial/organizational psychology is described as the I-O psychology this foucuses on the work place producitity and realted issues like for instance mental and physical .The psychologist mainly study the attidudes the actions of the employees .Investaging compaines .when someone thinks of industrial organizational psychologyRead MoreIndustrial Organizational Psychology : How Or If They Are Correctly Based On Past And Current Research1259 Words   |  6 PagesIndustrial Organizational psychology (I/O psychology) is the study of human behavior in the workplace or organizational settings. The study of Industrial Organizational psychology is used to conduct research in order to develop and apply solutions to conflicts in an organizational setting (Spector, 2011, p. 5). This paper will highlight topics of Industrial Organizational psychology in the film ANTZ and analyze how or if they are correctly based on past and current research used in the field. TheRead MoreDiscourse Communities Essay1273 Words   |  6 Pagesw riting. Members of discourse communities provide information and feedback that are imperative in order for that discourse community to grow. In the following paper, I will discuss three discourse communities and a genre that they typically use: people who read Nutritional Facts religiously, college students, and industrial organizational psychologists. To begin with, the first discourse community that I will discuss is people who habitually look at Nutritional facts. The Nutrition Facts LabelRead MoreMy Vision And Plans For Personnel Psychology1575 Words   |  7 Pagesp. 1) launched Personnel Psychology over 60 years ago. Then, as now, Personnel Psychology was centrally concerned with the study of people at work. As the new editorial team begins its term, I want to take this opportunity to share my vision and plans for Personnel Psychology. To understand where we are heading, however, it is helpful to first consider where Personnel Psychology has been. As former editor John Hollenbeck noted when describing some of Personnel Psychology s past ground-breaking researchRead MoreMobley Turnover Model1892 Words   |  8 PagesoblJournal of Applied Psychology 1977, Vol. 62, No. 2, 237-240 Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover William H. Mobley University of South Carolina The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction-turnover relationship. Toward this endRead MoreThe Impact Of Applied And Behaviorist Psychology On The Field Of Psychology1327 Words   |  6 PagesImpact of Applied and Behaviorist Psychology on the Field In this paper I will discuss the impact that applied and behaviorist psychology has had on the field of psychology. J. R. Angell at the University of Chicago is possibly one of the most advanced of the functional psychologists, predicted that American psychology was prepared for better objectivity. In 1910, he stated that it is possible that the term consciousness would more than likely vanish from psychology, even more than the term soul hadRead MoreMotivation Research : Curiosity And Career Related962 Words   |  4 Pages Assignment Paper 1 My motivation to do research is both curiosity and career related. I like the idea of living life by asking questions and figuring out why things work the way they do. I feel like it is more beneficial to me to ask clarifying and probing questions; to be content with the state of a problem is to stop looking for more. In a career setting, I recognize the importance of research to a psychology graduate program. Graduate school is centered around a large-scale research project.Read MoreHuman Resource Management And Organizational Success1516 Words   |  7 PagesAbstract The author’s purpose for this paper is to broaden the readers understanding of the role human resource management plays within the context of both employee and organizational success. This paper begins with a look at the historical roots that lay the foundation for the growing need of human resource management (HRM). Some histories believe that HRM can be traced back to medieval times while other argue that human resources functions were not clearly grouped together and identified until

Analysis Of Frank And Juliette s Music - 1836 Words

Frank and Juliette, both discussed their own spiritual experiences, or version of as being related to music. This presents the idea that music,in some ways, could be a secular alternative to religious practices and understandings or simply a way of experiencing spirituality in secular spheres. Frank:†¦ listen to songs where I’ve felt emotions and feelings that run past the specific context of the song †¦ this applies to more of my life than it should†¦ a lot of people have had that with music†¦ Ideas of transcendence and deep personal connection are apparent here. Juliette: Concert, not a gig †¦ a concert where you’ve been a fan for ages. There’s all these people, you’re all in the same vibe†¦ this person that you like, idolised. . . Florence and The Machine, her music is very spiritual†¦ it’s really deep...and relatable. . . . I don’t know if I’d call myself spiritual because I go to concerts and feel deep about it. . . . I guess [I listen to music] pretty much every day . . . If you compare it to religion, is like praying every day and then going to Church. So like, listening to music every day and then going to the concert. Initiation into a subculture, reflects initiation into religious rituals, thus, similar themes of spirituality emerge. Participants can accept or reject concepts of spirituality upon attending a subcultural gig. This is the space where individuals are most likely to engage with meaning in the music, captivate feelings and create memories and connectionsShow MoreRelatedMetz Film Language a Semiotics of the Cinema PDF100902 Words   |  316 PagesOxford University Press, 1974. Includes bibliographical references. ISBN 0-226-52130-3 (pbk.) 1. Motion pictures—Semiotics. 2. Motion pictures— Philosophy. I. Title. PN1995.M4513 1991 791.43 014—dc20 90-46965 C1P The French edition of Christian Metz s Essais sur la signification au cinema, volume 1, was published by Editions Klincksieck in 1971,  © Editions Klincksieck, 1968. ÃŽËœThe paper used in this publication meets the minimum requirements of the American National Standard for Information Sciences-Permanence

Extension of Transformational–Transactional Leadership Theory

Question: Discuss about the Extension of TransformationalTransactional Leadership Theory? Answer: The theories of leadership have been long a subject of interest in the history of humankind. However, in the recent times, many leadership theories have emerged formally. Earlier theories of leadership were based on the qualities of the followers and leaders that distinguished them whereas the recent theories emphasize on the prospective of skill levels and situational factors (Miner 2015). In case of vignette 1, the Romanian general manager was taking notes on his tablet computer. This was an unusual situation for him and he is not known to do the same. However, when the fire alarm went off, the managers remained silent. Although they were great leaders of the global company, yet they forgot their responsibility of giving out orders that were probably because of the presence of the big boss from Munich. They kept low of their normal behavior of giving orders but they failed to do the same. This in turn states that there is variability in their leadership qualities (Kenney 2012). This trait is found in the Contingency leadership theory and it focuses on the variable environment, which determines the type of leadership that is to be followed according to the situation. No particular leadership style is followed throughout the work tenure but it changes with the situations. This is due to the reason that the general manager from Romania believes that success is dependent on a list of variables like the situation aspects, leadership styles and qualities of the followers (Nohria and Khurana 2013). In case of vignette 2, Michael is an excellent analyst and he has performed well over the years. He is an extremely responsible person regarding his tasks and does not rely on new comers and inexperienced employees regarding critical jobs. He strongly believes that if he does not get involved personally in all the tasks, the quality of work might suffer. However, a feedback from his followers was not very satisfactory. Although he is an outstanding analyst, he is not that capable as a leader. He does not explain the task promptly to his team members and he distributes the work unevenly. Moreover, his team members feel that he was better as an analyst. This is a trait of the behavioral theory of leadership. According to this theory, great leaders are not born rather they are made. The theory focuses on the fact that the actions of the leaders have to be taken into account and not his internal states or mental qualities (Chemers 2014). Although Michael is a great analyst, but he has to learn the qualities of a great leader by observation and teaching for overcoming his shortfalls as a leader. In case of vignette 3, the husband explains his wife about his day in office. He had a tough day in office while listening to the advice of the trainers regarding the topic of optimization of supplier relationships. Everyone contributed and shared their opinions and ideas about the potential supplier that they were all discussing. Although the husband was aware of the fact that his boss hates the company, yet he continued the discussion and encouraged others to forward their opinions. This style of leadership accords to the participative theory of leadership, where the leader considers others inputs. They encourage the contribution and participation of the members of the group and help them to feel more committed and relevant in the process of decision-making. In this theory of leadership, the people become more committed towards their actions and their inclusion in the process of decision-making makes them feel more collaborative towards the goal of the discussion (Lam, Huang and Ch an 2015). In case of vignette 6, Margarita strongly believes that the managers should be evaluated by their ability to develop and grow their subordinates. She groomed and developed her direct report Nicholas and he later became a successful employee. During the process, she spent hours with him with his presentations and reports prepared by him and exploring ways for correcting his mistakes. This style of leadership relates to the relationship theory of leadership, also known as transformational theory. This theory emphasizes upon the relationships formed between the followers and the leaders. They inspire and motivate people by helping them to see the higher good and importance of their role (Popper and Mayseless 2013). The leaders stress on the individual performances with the additional duty of fulfilling their potential. These leaders possess high moral and ethical standards. Although Margarita was a good leader with Nicholas, she was not that satisfied with Eugene that apparently raged h er. Vignette 2 Michael has been widely regarded as an excellent analyst. Although he is very successful as an analyst, he gets a setback as a leader due to the issues of uneven workload distribution and improper explanation of tasks. The assessment comments state that he should continue as an analyst as he loves his work the most. This failure of Michael can be justified from the fact behavioral theory of leadership has to be followed by him for enhancing their effectiveness as a leader (Derue et al. 2011). Since Michael has been promoted to a manager because of his outstanding abilities, now he has to learn the leadership skills by observation and teachings to become a good leader. Great leaders are often made and they are seldom born (Gavetti 2012). Behavioral theory will help Michael to become a great leader. Successful leadership can be developed by learnable behavior and is definable. The leaders here observe success as describable action and so it makes it easy for them to act in a similar fashion. They learn to assess the actions of the other leaders and their success stories. The behaviors that contributed towards failure also help them to shape up as great leaders. An action plan has to be developed for Michael to help him become an effective leader. Since the beginning of his employment, Michael has been an outstanding analyst. However, he prefers to do the work of the absent employees rather than trusting on his team members. Moreover, he double-checks every task before passing them on to the management. Therefore, he has to build a relationship of faith and trust with his employees to become a better leader without which, he will never be able to build a relationship of faith and trust that is very essential for a successful leader (Goetsch and Davis 2014). He needs to spend time with his team members and make them understand the tasks promptly by taking out some time from his busy schedule. Better distribution of tasks reduces the workload and every team member gets engaged. This has to be a prime objective of Michael to reduce dissatisfaction and encourage deeper relationships and trusts for inspiring them to have faith in him. Reading boo ks on leaderships, being trained and observing other leaders will also help him to develop his leadership skills. Vignette 4 The husband is a good leader and has shown good leadership skills during his discussion with the trainers. He was advised in the training session that the mangers need to apply a variety of styles depending on the situation and the followers. Based on this, he tried to apply his training on his discussion with the trainers. During the discussion, he applied the participative theory of leadership (Buengeler, Homan and Voelpel 2016). However, that did not work as everyone participated in the discussion and forwarded their views but they were not aware of the fact that it was of no good use. The division senior vice president hated the company and would have never allowed doing business with the potential supplier. In spite of knowing this fact, the husband applied the participative theory of leadership and allowed to continue the discussion, which he later repented to his wife, as he was late for dinner. The heads of production and purchasing enthusiastically expressed their interest regarding the new supplier, but the HR manager did not show any interest. This suggests that perhaps he was expecting his views and wanted him to join the discussion as well. However, his theory of leadership did not come out to be fruitful. The action plan for the husband to enhance his leadership skills shall include the change of his leadership theory from participative to situational theory. This theory proposes that the suitable action course has to be chosen by the leaders depending upon the variable situation. Different leadership styles have to be implemented for different decision-making situations (Dinh et al. 2014). An authoritarian style can be most appropriate when the leader is the most experienced and knowledgeable among the group members while democratic style can be the most effective one if the group members are found to be skilled experts. The situational leadership theory was advised to the husband during the training session. Since the husband is, the most experienced and knowledgeable group member on the discussion panel as he had prior experiences of working with his boss, his chosen action plan should be authoritarian leadership style for the situational leadership theory (Van Wart 2014). For avoi ding unnecessary waste of time by discussing over issues that have no results, this can be the action plan of choice by becoming authoritative. Vignette 3 According to the conversation between A and B in London, the conflicts in Prague were not an ordinary and easy one. In accordance with the issue, manager A suggested to fire both the commercial and production managers as he supposed that they were not competent enough to resolve their own issues. This was not a case of abusing his power, but he demonstrated management leadership theory. Management theory is also called as transactional theory and emphasizes on the group performance, organization and supervision. This leadership theory is based on the system of punishments and rewards (Avolio and Yammarino 2013). In its application in business, the employees are rewarded when they are successful and they are punished and reprimanded when they fail. Manager A had the belief that employees perform best only when they work under pressure and threats. This is also a perspective of the management theory of leadership, which states that both punishments and rewards motivate the employees an d they perform best only when they are commanded over in a clear and definite manner. Transactional leadership is based on directing and motivating the employees for satisfying their self-interest. They obtain this power from the responsibility and formal authority in the organization and they regard that the prime objective of the employees should be obeying the instructions of the managers. This is what manager A expects from both the managers at Prague. However, the biggest disadvantage of this type of leadership theory is that it cannot be observed as an ethical theory as manager A has no respect for the ethical values and beliefs or rights and dignity of his employees (Antonakis and House 2014). His leadership style will never allow him to set good standards and expectations to maximize the productivity and efficiency of the organization. The employees are also not encouraged to find innovative solutions or exhibit their creativity. Vignette 4 The division senior vice president of the company hates the potential new supplier because of an issue that goes back in history. This is a feeling of vengeance and has nothing to do with the leadership theories. In other words, the senior VP is abusing his power by not allowing the new supplier to enter the business when everyone else is very excited. An old incident drives him crazy by the name of the company simply states that he has a grudge for this company because of which, he will never allow to use the supplier under any circumstances. This is not an ethical leadership and the husband in the vignette realized that he would not value the opinions of the trainers and managers regarding their choice. This misidentification of values may lead to mistrust in the organization (Blundell 2015). The managers and trainers were not aware of the fact that the senior VP hated the company, so they carried on the discussion. After knowing the fact, their enthusiasm died and they left immedi ately. This suggests that the values and intentions of the VP are not clear to all the employees and he is abusing his powers regarding the selection of the supplier (Mohr 2013). For the sake of organizational growth, the senior VP should take into account the opinion of others. References Antonakis, J. and House, R.J., 2014. Instrumental leadership: Measurement and extension of transformationaltransactional leadership theory.The Leadership Quarterly,25(4), pp.746-771. Avolio, B.J. and Yammarino, F.J. eds., 2013.Transformational and charismatic leadership: The road ahead. Emerald Group Publishing. Blundell, A., 2015. The seven essentials of leadership development.development. Buengeler, C., Homan, A.C. and Voelpel, S.C., 2016. The challenge of being a young manager: The effects of contingent reward and participative leadership on teamà ¢Ã¢â€š ¬Ã‚ level turnover depend on leader age.Journal of Organizational Behavior. Chemers, M., 2014.An integrative theory of leadership. Psychology Press. DERUE, D.S., NAHRGANG, J.D., WELLMAN, N. HUMPHREY, S.E. 2011, "TRAIT AND BEHAVIORAL THEORIES OF LEADERSHIP: AN INTEGRATION AND METAà ¢Ã¢â€š ¬Ã‚ ANALYTIC TEST OF THEIR RELATIVE VALIDITY",Personnel Psychology,vol. 64, no. 1, pp. 7-52. Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives.The Leadership Quarterly,25(1), pp.36-62. Gavetti, G., 2012. PERSPECTIVEToward a behavioral theory of strategy.Organization Science,23(1), pp.267-285. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. pearson. Kenney, M.T. 2012, "Evolutionary leadership theory",Journal of Leadership Studies,vol. 6, no. 1, pp. 85-89. Lam, C.K., Huang, X. and Chan, S.C., 2015. The threshold effect of participative leadership and the role of leader information sharing.Academy of Management Journal,58(3), pp.836-855. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mohr, J.M. 2013, "Wolf in Sheep's Clothing: Harmful Leadership with a Moral Faade",Journal of Leadership Studies,vol. 7, no. 1, pp. 18-32. Nohria, N. and Khurana, R. eds., 2013.Handbook of leadership theory and practice: An HBS centennial colloquium on advancing leadership. Harvard Business Press. Popper, M. and Mayseless, O., 2013. Addendum: Additional Insights Derived from Associating Attachment theory with Leadership.Transformational and Charismatic Leadership: The Road Ahead,5, pp.265-268. Van Wart, M., 2014.Dynamics of leadership in public service: Theory and practice. Routledge.

Parole and Truth in Sentencing Paper free essay sample

Parole is defined as the early release of an inmate from a correctional institution under supervision. It is a sentencing strategy that progressively returns offenders to society to lead productive lives. Parole is often an incentive for offenders to behave while in prison and can act as a stimulus for positive behavioral change. Parole is based on the idea that an offender can gain early release through good behavior and self-improvement. The conditions of parole are based on an offender’s criminal background and the circumstances of the offense. Both of these are taken into consideration when considering what type of restrictions and special conditions that should be placed on the offender. The general conditions of parole are based on state statutes and are fixed. While on parole, an offender is required to periodically check in with a parole officer who oversees the parolee’s parole and ensures all of the conditions are being met. We will write a custom essay sample on Parole and Truth in Sentencing Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Parole officers may visit parolees at home or at work and can do so unannounced. While on parole , an offender must obtain a job within 30 days and continue to be employed throughout their parole. This is based on the idea that having a job reduces the likelihood that an offender will repeat offend. A parolee is prohibited from leaving the state unless with the permission of the parole officer and courts. The goals of truth in sentencing laws are to restore truth in the sentencing process so the public knows how much time an offender offender n. an accused defendant in a criminal case or one convicted of a crime. See: defendant, accused) will serve in prison, to increase the proportion of a sentence that is served in prison, generally to percent, and/or to eliminate parole release as a means of reducing crime by keeping offenders incarcerated incarcerated /in ·car ·cer ·at ·ed/ (in-kahr? ser-at? ed) imprisoned; constricted; subjected to incarceration. in ·car ·cer ·at ·ed adj. Confined or trapped, as a hernia. for a longer period of time, and to c ontrol the use of prison space,often in conjunction with a guidelines system, so decision makers know in advance what the impact of sentencing will be on prison populations. An argument frequently made by supporters of truth in sentencing is that the public is confused and deceived about how much time offenders will serve in prison. For example, in an indeterminateThat which is uncertain or not particularly designated. That which is uncertain or not particularly designated; as, if I sell you one hundred bushels of wheat, without stating what wheat. 1 Bouv. Inst. n. 950. .. Click the link for more information. sentencing state a burglar   One who commits a burglary. (q. v. might receive a sentence of three to five years but be released on parole after serving only two years. The source of this public dissatisfaction goes beyond just the perceived untruthfulness of the sentencing process. At a basic level, it reflects the general public fear of crime. Crime rates rose significantly in the 1960s and 70s, and the publics fear of crime