Organization, manager, nature of structure, Organizational Behavior (OB), popular work in OB

Earlier, OB was known as industrial psychology.

ORGANIZATION- an organization is a group of people with defined relationships, in which they work together to achieve the goals of that group.

An organization is a consciously coordinated social unit, composed of two or more people, that function continuously to achieve a common goal or set of goals. they can be either manufacturing or service organizations. for example, schools, police departments, and local state and central government agencies.

In the context of organizational psychology, an organization refers to a structured and coordinated group of people working together to achieve specific goals or objectives. Organizational psychology, also known as industrial-organizational psychology (I-O psychology), is a subfield of psychology that focuses on the study of individuals and groups within the workplace, with an emphasis on understanding and improving various aspects of work and organizations.

Key characteristics of an organization in the field of organizational psychology include:

1. **Structure and Design**: Organizational psychologists study how organizations are structured and designed, which includes examining the hierarchy, reporting relationships, and the allocation of tasks and responsibilities.

2. **Behavior and Performance**: They analyze the behavior of employees and how their actions influence individual and collective performance. This may involve assessing job satisfaction, motivation, and productivity.

3. **Communication and Interaction**: Organizational psychologists explore how communication, both formal and informal, impacts the work environment. They investigate issues related to team dynamics, leadership, and interpersonal relationships.

4. **Human Resources**: A significant aspect of organizational psychology involves human resource management. This includes recruitment, selection, training, performance appraisal, and employee development.

5. **Workplace Health and Well-being**: Organizational psychologists also focus on promoting employee well-being, mental health, and safety in the workplace.

6. **Change Management**: They help organizations manage change, whether it involves structural changes, technology implementation, or adapting to evolving market conditions.

7. **Conflict Resolution and Organizational Culture**: Organizational psychologists address conflicts within the workplace and work to establish a positive organizational culture that aligns with the company's values and mission.

8. **Leadership and Management**: They study effective leadership and management practices, including the qualities and behaviors that make successful leaders.

Organizations vary widely in size, industry, culture, and goals, and organizational psychologists aim to understand the psychological aspects that influence how these entities function. Their work is geared toward improving employee well-being, organizational effectiveness, and overall productivity.

OB- Under organizational behavior, we study the effect of the organization(like the environment) on individuals and vice versa.

Organizational psychology, often referred to as industrial-organizational (I-O) psychology, is a subfield of psychology that focuses on the study of human behavior within the context of organizations. It applies psychological principles and research methods to understand and address various issues related to the workplace and organizational settings. Organizational psychology encompasses a wide range of topics and areas of study. Organizational psychologists use research and data-driven approaches to develop strategies and interventions to improve workplace productivity, employee satisfaction, and overall organizational performance. Their work is valuable for both employees and organizations, helping to create more effective and satisfying work environments.

It is a field of study that investigates the impact that individuals, groups, and the structure of an organization have on behavior within the organization to use such knowledge to improve its effectiveness.

It involves studying-

1. what people do within the org,

2. the way their behavior affects the organization's. performance, and

3. it is mainly concerned with employment-related situations.

OB is concerned chiefly with specifically employment-related situations. It examines behavior in the context of job satisfaction, absenteeism, employees, turnover, productivity, human performance, and management.

Robbins: Organizational psychology is a field of study that investigates the behavior of individual, group, and organizational structures.

Manager- a person who achieves goals with the help of others(a team). a manager is an individual who holds a leadership or supervisory position within an organization. I-O psychology plays a crucial role in understanding the roles and responsibilities of managers and how they can effectively lead and manage teams to achieve organizational goals

different activities of managers-

1. planning- setting goals

2. leading- implementing and organizing the people, involves division of work

3. controlling and monitoring the people under him

4. employee selection and management

5. performance management

6. training and development

7. conflict resolution

8. organizational culture and environment

9. communication

10. decision-making

11. employee engagement

12. change management

NATURE OF STRUCTURE: It is one of the basic elements of OB that is defined as the totality of an organization, the way through which the labor process is divided into different work tasks and coordination is achieved to solve the task.

An organization can be either centralized (having 1 leader) or decentralized(divided into departments with each department having its own leader).

Henry Mintzberg is a well-known management scholar who developed various concepts related to organizational structure and management. One of his notable contributions is the classification of organizational structures into five basic configurations or organizational forms:

1. Simple Structure: This is characterized by a small, centralized organization with one or a few top managers making decisions.

2. Machine Bureaucracy: In this structure, organizations rely on formal rules and standardization to coordinate tasks efficiently, similar to a well-oiled machine.

3. Professional Bureaucracy: This structure is characterized by highly trained professionals who have considerable autonomy in decision-making.

4. Divisionalized Form: Organizations with this structure are divided into semi-autonomous divisions or units, each with its own functional structure.

5. Adhocracy: Adhocracies are flexible, dynamic organizations that emphasize innovation and adaptability.

In OB we study human behavior within an organization, interpersonal relationships, and changes among employees, etc. Humans are social creatures and they need interaction and this in turn affects their work.

TYPES OF ORGANIZATIONS:

1. FORMAL VS INFORMAL

2. INDIVIDUAL VS COLLECTIVE

3. FIXED VS VARIABLE

4. SERIAL VS RANDOM

5. INVESTITURE VS DIVESTITURE

6. PYRAMID/ LINEAR/ HIERARCHIAL VS COMMITTEES

Derpertmentalization- a grouping of work in various departments.

chain of command- to whom do individuals and groups refer to and to whom are reports submitted. it can be either authoritative or have unity of command.

span of control- number of people a manager can handle or supervise.

work specialization- making departments according to needs of the organization

centralization- leader(one person) has full authority and takes all decisions.

decentralization- each department can make its own decision.

formalization- rules and regulations

TYPES OF ORGANIZATION: Organizations can be broadly categorized into different types based on their nature, purpose, and structure. Here are brief explanations of industrial/business organizations, service organizations, and bureaucracies:

Certainly, let's delve into more detail for each type:

1. Industrial/Business Organization:

- Nature: Engages in economic activities with the primary goal of making a profit.

- Involves the production and sale of tangible goods or services.

- Purpose:

- Maximizes revenue and profit through the production and sale of goods or services.

- Often focuses on market competition, market share, and financial success.

- Characteristics:

- Physical infrastructure such as manufacturing plants, warehouses, and distribution networks.

- Marketing and sales functions are critical for promoting and selling products.

- Emphasis on production efficiency, cost control, and economies of scale.

- Examples:

- Manufacturing companies (automobiles, electronics).

- Retail chains (supermarkets, clothing stores).

- Technology firms (software development, hardware manufacturing).

- Agricultural businesses (farms, agribusiness).

2. Service Organization:

- Nature:

- Primarily provides intangible services rather than tangible products.

- Focuses on meeting the needs of clients or customers through service delivery.

- Purpose:

- Aims to provide quality services that address customer needs and satisfaction.

- Often emphasizes building long-term relationships with clients.

- Characteristics:

- Customer-centric approach with a focus on customer experience.

- Reliance on human expertise and interpersonal skills.

- Quality of service and customer satisfaction are paramount.

- Examples:

- Healthcare institutions (hospitals, clinics).

- Educational institutions (schools, universities).

- Consulting firms (management consulting, IT consulting).

- Hospitality services (hotels, restaurants).

- Financial services (banking, insurance).

3. Bureaucracy:

- Nature:

- Organizational structure characterized by a formal hierarchy, rules, and procedures.

- Emphasis on order, stability, and clear lines of authority.

- Purpose:

- Provides a systematic and efficient approach to achieving organizational goals.

- Aims for consistency, predictability, and adherence to established procedures.

- Characteristics:

- Clear hierarchical structure with well-defined roles and responsibilities.

- Formalized rules and regulations governing organizational behavior.

- Specialized divisions and departments based on functions.

- Examples:

- Government agencies (tax authorities, regulatory bodies).

- Large corporations with formalized administrative structures.

- Institutions with clear divisions and departments (universities, hospitals).

- Organizations with a focus on procedural adherence and stability.

It's important to recognize that these classifications provide a general overview, and real-world organizations often exhibit a mix of characteristics. Additionally, contemporary trends in organizational design emphasize flexibility, adaptability, and innovation, challenging traditional categorizations.

EMERGENCE OF ORGANIZATIONAL BEHAVIOR: The emergence of Organizational Behavior (OB) as a field of study can be traced back to various historical developments and influential contributors. Here are some key factors and milestones in the emergence of OB:

1. Scientific Management (Late 19th to early 20th century):

- Contributors: Frederick Winslow Taylor

- Significance: Taylor's work on scientific management laid the foundation for understanding how to optimize individual and organizational efficiency. Although not explicitly part of OB, Taylor's ideas influenced the study of human behavior in the workplace.

2. Hawthorne Studies (1924-1932):

- Contributors: Elton Mayo and others

- Significance: The Hawthorne Studies, conducted at the Western Electric Hawthorne Works, revealed the significant impact of social and psychological factors on employee productivity. This marked a shift toward recognizing the importance of human behavior in the workplace.

3. Human Relations Movement (1930s-1950s):

- Contributors: Kurt Lewin, Abraham Maslow, Douglas McGregor, and others

- Significance: The Human Relations Movement emphasized the social and psychological aspects of work, focusing on employee motivation, job satisfaction, and leadership styles. This period marked the integration of behavioral sciences into the study of organizations.

4. Systems Theory (Mid-20th century):

- Contributors: Ludwig von Bertalanffy

- Significance: Systems theory, applied to organizations, emphasized the interdependence and interconnectedness of various components within an organization. This holistic perspective became integral to understanding organizational behavior.

5. Contingency Theory (1960s):

- Contributors: Joan Woodward, Paul Lawrence, Jay Lorsch, and others

- Significance: Contingency theory proposed that the effectiveness of organizational structures and practices is contingent upon various factors such as the environment, technology, and size. This recognition of situational factors influenced the study of OB.

6. Organizational Development (1960s-1970s):

- Contributors: Kurt Lewin, Richard Beckhard, and others

- Significance: Organizational Development (OD) emerged as a field aimed at improving organizational effectiveness through planned interventions. OD emphasized change management, teamwork, and employee development.

7. Cognitive Revolution (1960s-1970s):

- Contributors: Herbert Simon, James March, and others

- Significance: The Cognitive Revolution shifted focus to the mental processes involved in decision-making and problem-solving within organizations. This marked a move towards understanding the cognitive aspects of organizational behavior.

8. Contemporary Perspectives (1980s-2000s):

- Contributors: Various scholars contributing to topics such as organizational culture, leadership, diversity, and workplace dynamics.

- Significance: The field of OB continued to evolve, incorporating insights from psychology, sociology, and other disciplines. Research diversified to explore a wide range of organizational phenomena.

9. Globalization and Technology (Late 20th century-present):

- Significance: The increasing globalization of businesses and rapid advancements in technology have had a profound impact on organizational structures, communication, and the study of cross-cultural organizational behavior.

The emergence of OB as a distinct field reflects a growing recognition of the importance of understanding and managing human behavior within organizations to enhance efficiency, effectiveness, and employee well-being. Today, OB encompasses a wide range of topics, including leadership, motivation, communication, teamwork, and organizational culture.

POPULAR WORK IN THE BEGINNING OF INDUSTRIAL PSYCHOLOGY

HAWTHORNE STUDY(1920-1930): the result was the Hawthorne effect. According to it, the perception that one is being watched minimizes the effect of physical discomfort like illumination, noise, etc.

The Hawthorne effect is a term used in organizational behavior and management to describe a phenomenon where individuals modify their behavior or performance when they are aware that they are being observed or studied. This effect is named after a series of studies conducted at the Western Electric Hawthorne Works in Chicago between the 1920s and 1930s, which were initially aimed at studying the relationship between lighting conditions and worker productivity. However, the researchers found that changes in lighting conditions didn't have a significant impact on productivity. Instead, they observed that workers' productivity improved simply because they were aware that they were being studied.

The Hawthorne effect in organizational behavior refers to the tendency of individuals to improve their performance or behavior when they are aware that they are being observed or studied. This effect underscores the importance of considering psychological and social factors in understanding and managing employee behavior and performance in the workplace.

Popular OB psychologists- Henri Foyal, Elton Bcoal, Maxweber, Hugo Munsterberg, Frederick Winslow Taylor, Turman, Binett, etc.

Hugo Munsterbergin 1913, wrote the book- psychology and industrial efficiency. This book is often considered one of the earliest contributions to the field of industrial and organizational psychology.

Frederick Winslow Taylor, often referred to as the father of scientific management, is best known for his book titled "The Principles of Scientific Management." This book, first published in 1911, outlines Taylor's principles and ideas on how to optimize and improve industrial efficiency and productivity through scientific methods.

Army Alpha Test and Army Beta test were developed during World War 1 (1917) by a team of psychologists led by Robert Yerkes.

The formula for calculating IQ using the Wechsler scale by David Wechsler is:

IQ = Mental Age / Chronological Age × 100

Wechsler Adult Intelligence Scale (WAIS)- The original WAIS was first published in 1955.

Wechsler Intelligence Scale for Children (WISC)- The WISC, designed for assessing the intelligence of children, was first published in 1949.

Alfred Binet- Alfred Binet was a French psychologist known for his pioneering work in intelligence testing. He is best known for developing the Binet-Simon Intelligence Scale, which was one of the earliest IQ tests. Binet's work laid the foundation for modern intelligence testing.

Lewis Terman- Lewis Terman, an American psychologist, is known for adapting and popularizing the Binet-Simon Intelligence Scale for use in the United States. Terman's revised version of the test became known as the Stanford-Binet Intelligence Scales. It was first published in 1916 and has gone through several revisions since then. The Stanford-Binet is a widely used intelligence test that assesses cognitive abilities in individuals from early childhood through adulthood.

What is applied psychology? Give the application of psychology in different fields.

Applied psychology refers to the practical application of psychological principles and methods to solve real-world problems and address issues in various domains. Unlike theoretical or academic psychology, which focuses on understanding fundamental principles of human behavior and mental processes, applied psychology aims to use this knowledge to improve individual and societal well-being.

Professionals in applied psychology use their expertise to provide practical solutions and interventions in areas such as:

1. Clinical Psychology: Applied psychologists in clinical settings diagnose and treat mental health disorders. They work with individuals, couples, and families to address emotional, behavioral, and psychological issues.

2. Counseling Psychology: Similar to clinical psychology, counseling psychologists work with individuals to address personal and interpersonal challenges. They often focus on improving mental health, well-being, and coping strategies.

3. Educational Psychology: Applied psychologists in education work to enhance learning outcomes, develop effective teaching methods, and address behavioral or developmental issues in educational settings.

4. Industrial-Organizational (I-O) Psychology: Applied psychologists in the field of I-O psychology focus on improving workplace dynamics, employee well-being, and organizational effectiveness. They may be involved in areas such as employee selection, training, and organizational development.

5. Sports Psychology: Professionals in sports psychology apply psychological principles to enhance athletes' performance, improve motivation, and address mental aspects of sports and exercise.

6. Forensic Psychology: Applied psychologists in the field of forensic psychology apply their knowledge to legal and criminal justice settings. They may work with law enforcement, in courtrooms, or in correctional facilities.

7. Health Psychology: Applied psychologists in health settings focus on the psychological aspects of physical health and well-being. They may work on issues such as stress management, behavior change, and the psychological impact of illness.

8. Community Psychology: Applied psychologists in community settings work to address social issues, promote community well-being, and develop interventions to improve the quality of life for individuals and groups.

The overarching goal of applied psychology is to use scientific knowledge and evidence-based practices to address practical issues and improve the lives of individuals and communities. Professionals in this field often work in collaboration with other disciplines to create comprehensive and effective solutions to a wide range of challenges.