Psychologists who utilize their talents in this specialty area design and develop processes and techniques that assess employees in terms of strengths, weaknesses, skills and interests. Applying scientific psychological methodologies, the psychologist can then create effective systems for hiring, placing, transferring and promoting workers within the company.
Psychologists working in training and development are experts at identifying the skills and talents of employees and subsequently creating ways to enhance them; thus transmogrifying the human asset component of an organization.
This process effectuates invaluable improvement in organizations: These psychologists are the key to change at the managerial level as well. Armed with scientific data and objective insights, they look at the big picture and assess how groups of employees and work processes might benefit from maximizing interactive roles and systems in which managers are integrated in revamped fashion both personally and productively.
As the title suggests, psychologists involved in performance appraisal within organizations develop ways of assessing exactly "what is" maximum or good performance and what is not. The company as a whole is analyzed as to its role as a hindrance to or support system for workers individually, in groups, divisions, sections, and the like. They also look at the dynamics of the groups or units and interpret scientifically whether their performance is being maximized; and if not, what can be done to improve both the quality and quantity of job performance.
Within "performance appraisal psychology" comes a myriad of factors that can and do influence the performance of the workforce. This specialty is sensitive to a plethora of factors which affect human behavior and how that behavior is defined in the workplace. Psychologists practicing in this area operate from this premise: Quality of worklife applications can include issues of great diversity; from safety and physical considerations to emotional and relational components within an organization.
It is concerned with designing tools, equipment, and machines that are compatible with human skills. Psychologists who work in this field draw upon knowledge derived from physiology, industrial medicine, and perception to design work systems that humans can operate effectively.
Most psychologists who work within the big picture of corporate structure did not set out to pursue the areas in which they are now experts. This might be due in part to the fluidity of the field: For example, technology expands at a rapid pace, which changes production systems and leadership structures. With the Internet connecting businesses throughout the world, understanding how to integrate and negotiate cultural challenges are all questions awaiting the scientific and experiential solutions of learned psychologists in the field.
Recently, CIP had the privilege of interviewing Dr. White; a psychologist internationally revered for being on the cutting edge of the inner workings of the business elite. Some of his major accomplishments include:. White, you have had such an extensive career as an ongoing leader in the APA, co-author of a groundbreaking best-selling book, business founder and renowned professor. How did you plan your career goals?
I fell into this! I started out to be a social psychologist; I have a Ph. I also went to a think tank and studied leadership at the Center for Creative Leadership. After that I got to be a co-author on a book which became somewhat famous.
You are a founder of a firm which works with executives; and you are someone who transmits knowledge or wisdom, if you will, as an educator.
What is the focus of your work and research? Basically, "Who makes it as a leader in large organizations? I spend a lot of time in the air! I end up on a very applied side of psychology where I take psychological principles and apply them to the study of leaders and leaderships. Who makes it as a leader?
What are their psychological attributes? What do effective leaders look like? So I teach but then I also apply what I teach in real life so I coach; work with senior teams. I take what I teach which continues to intrigue me; the research that I do and the papers that I write and apply it to life so I am a practitioner as well. It must be very interesting coaching executives and teaching around the world.
I learn a lot every single day. And then have her sit with me on the last day of class this happened two or three years ago and have her tell me how much the class meant to her? I kept wondering if we had even made a difference.
Thank you for sharing that story. So you are helping those who vary drastically from the stereotype to achieve success in corporations? We try and figure out how to get people other than "white males" to be in better positions and more fairly represented in organizations-- at the top of these organizations.
There is a lot of room for people who understand the psychology of diversity, gender dissent. How do we help people with emotional intelligence? Can learning agility be taught? Can leadership be taught? What are the best ways to teach these things and what about cultural differences?
When there are differences which is good how do you make the most of those differences? Not " How do we take them over? Expectations affect usability in three ways: Get your FREE GreenBook account and access powerful tools to find, engage, and manage the right partners for your market research needs.
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