Social psychology of the organizations

The occupational psychology or psychology of the organizations is interested in studies concerning the way of improving the persons in charge for: to adapt the people to the work suggested by selecting the personnel motivated and corresponding to the station; to make so that people like the stations by creating an work environment which stimulates the moral one and the productivity; to evaluate the results and to create incentives with the performance; to support the team work and the success of the group.

There exists also current of clinic psychology of the work, taught for example with the CNAM, which seeks to include/understand and explain the psychic processes concerned in the activity, with for objective helping a professional collective to find the resources to overcome the difficulties of work, if possible while making evolve/move work to adapt it to the man (and not the reverse). Synopsis

* 1 History * 2 Objectives * 3 occupational psychology today * 4 formations * 5 external Bonds

History

For including/understanding well what is the occupational psychology, it is necessary to start by replacing this discipline in the fields of which it forms part. The occupational psychology is a discipline of experimental psychology, it even being a discipline of “general” psychology. The occupational psychology is a recent discipline, under this denomination it has only one score of year. But the first steps of this discipline are to be found during the time of the end of the XIXe century and the beginning of the XXe centuries, in particular with famous Taylor, first to be concentrated on the work study with a scientific vision. One spoke then about “industrial psychology”. The design of the Man to work for this period considered that the worker was simply attracted by the money and did not like to work, Taylor for example wrote that the workman was a “ox”…

Later, in years 1930, appeared new current, which considered that the behavior of the Man to work depended on the group dynamics, they are current human relations with inter alia Mayo and its experiment of the western electric company. He thought at the beginning that the output of the workers was not sufficient because their work conditions were not adequate. Then it tried to modify the lighting of the work place, then the temperature,… and for each change the output increased. After some research, it realized that these experiments had led the workers to constitute in social group, in particular with output norms which dictated a high output. One was interested then in the relations between the people on their work place to increase their output of work, as has their needs (Maslow) for blooming, of safety, needs physiological,…

Then, the period ago of the theories of the contingency, during which one sought has to adapt the person to the machine and vice versa. This new design of the human being to work was partly a consequence of the protest movements the sixty-eight one. It is the time of the “executives sup'”, models of success, which will make shade with the work conditions of the always difficult workmen.

Lastly, the crisis of the Eighties imposed the fear of the dismissal with the search for fall of the costs of wage bill by the companies to face the crisis. Consequently, all the blows are allowed in the company not to belong to those which are made lay off, competition between colleagues develops, whereas the companies become again prosperous, especially for the shareholders who impose a large pressure on the companies. The Eighties saw developing management by the tended stress and flows, it is the era of participative management, management by project, management by objectives. Within this framework, the occupational psychology seeks to develop solutions to find compromises between what the organizations want on the one hand, and wellbeing of the workers on the other hand.

Objectives

Does what each person in charge (teacher, head of undertaking, trainer) seek to know, it “How can I is direct so that the motivation of people, their productivity and their satisfaction increase? ” (the members of the personnel which is satisfied are not increasingly more productive but they tend less to go away or resign). The 4 factors known to improve the effectiveness of a person in charge are: to cultivate the intrinsic motivation; to listen to the motivations of people; to indicate objectives to be reached; to choose a style of suitable leadership.

The clinic psychology of work does not have aiming in terms of productivity. Its objective is achieved if the psychologists could cause, by their intervention, the reopening of psychic fields in the workers, who are then in capacity to make evolve/move their report/ratio with work and/or their work itself, so that the psychic suffering returns (or remains) in the field of what is bearable for them. One speaks about the promotion of the mental health to work. And of course of the study of the concerned psychic processes.

Occupational psychology today

The current occupational psychology deals with the questions of recruitment (evaluation, selection, integration…), of performance; pathologies with work, work groups (standards, conflicts…), of management of personnel (motivation, implication, attitudes, management…), but also of insertion and professional reintegration, formation, orientation…

There are many objects in which the occupational psychology is interested, but it also uses the knowledge developed by other specialities, like ergonomics, social psychology, cognitive psychology, psychopathology, the systemy, the psychoanalysis, the occupational medicine…

A major stake of the occupational psychology - psychology in general - is currently to twist the neck with the stereotypes and preconceived maintained per many disciplines which propose postulates like truths without scientific validation. Lastly, the occupational psychology is a discipline taught at the university, and gives place to the title protected from psychologists when the third, the fourth, and the fifth years are validated (Master 2 - professional or research - occupational psychology). One can find psychologists of work in the research laboratories academic, in the training companies professional (AFPA…), in the organizations of insertion or professional reintegration (ANPE, CIBC…), in the recruitment firms, in the consultancies in human resources, reclassification, outplacement or in the services of human resources of certain companies.

Formations

To become psychologist of work can take place by various means, simplest being the integration of Master Professionnel delivering the diploma for the occupation of psychologist of work and the title of psychologist (common to all psychology) example:

* Professional Master of Occupational psychology and Ergonomics of the University of bets X Nanterre. * Professional Master of Occupational psychology and Organizations of the University François Rabelais in Tours * The professional master organization and occupational psychology in Lille 3 Charles de Gaules

The course of the CNAM lends itself particularly well to a resumption of studies in the course of professional path, by its modularity. The CNAM offers a complete course, 1st cycle until Master giving access under psychologist:

* Pulpit of occupational psychology of the CNAM

External bonds

* International institute of Management of the Human Crises * The site of 'AIPTLF (International association of the Psychologists of the Work of French language)

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