Psychology important at Workplace
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Workplace Psychology – 5 Interesting Things You Need To Know About Industrial Psychology.

Psychology plays a significant role in the Workplace and People’s Life: But first,

What is Workplace Psychology?

“Workplace Psychology” refers to the practice of applying psychological principles and practices to a work environment. It is an applied Science in the Field of Psychology. The goal is to Spot and solve problems, increases employee satisfaction, and improve workplace dynamics. While its most frequently brought up as Industrial-organizational psychology, other names for the Subject area is IO Psychology, Work Psychology, Business Psychology, and Occupational Psychology.

Did you know?

“The U.S Army uses Psychological tests to place recruits in appropriate jobs.”
– IO Psychology Spector 6th ed

Why is Psychology important at Workplace?

Studies have shown that using psychology at work can help solve the issues and create improvement within the workplace. We must admit that the workplace can be a quite stressful setting. Employers rummage around for ways to house this stress because it’s a crucial part of employee productivity and job satisfaction.

How can understanding Industrial psychology or applied psychology help at your house of work?

Workplace psychology principles at initially place can help employers to spot key skills, educational requirements, and Work experience their employees must possess. Knowing these enables the employer to draft the acceptable job descriptions, roles, and orient the interview process towards assessing for these qualities.

Workplace Psychology
Workplace Psychology – Image Source: Sciencesource

4 Main Roles of Workplace Psychology:

1. The Role of Workplace Psychology in Compensation

[the method of concealing or offsetting a psychological difficulty by developing in another direction.]

Compensation is a vital part of employee satisfaction and, psychology within the workplace.

Workplace psychology strategies take this into consideration when developing compensation strategies like pay-for-performance plans.

2. Psychology of Motivations & Productivity within the workplace:

Workplace Psychology
Workplace Psychology

Increased motivation ends up in to increased productivity. However, the reverse might be true. Work psychology holds that tactics like ways of problem-solving, the process of problem-solving, sharing accurate and much and far deserved performance appraisals, immediate actions on difficulties of an employee, time to time salaries and commissions can all improve the motivations. Done effectively this could Ultimately result in greater productivity.

3. Training and Development Supported by IO-Psychologist:

You might be wondering, what does An Industrial-Organizational Psychologist do?

Well, Workplace psychologists use psychology research strategies to assess workplace environments, identify areas in need of improvement, and develop strategies to address those issues.

They may conduct surveys and individual assessments and evaluate programs for effectiveness.

They focus on the issues in specific areas of need. This might include issues like talent acquisition, management, and retention, leadership, workplace productivity, and psychological individual support.

Workplace psychology can help employers to pinpoint their staff training needs. It can even guide them in delivering the relevant training in an engaging fashion. This training often consists of intellectual enrichment for a selected work setting.

4. Psychology of Performance and Appraisals Using IO Psychological Tools

Performance appraisals are a system of Measuring both QUALITY AND QUANTITY performance of the employees at the workplace. The performance is evaluated against such factors, initiative, leadership abilities, supervision, dependability, cooperation, judgment, etc. It’s a systematic way of measuring both work-related behaviors and therefore the potential of employees. This evaluation helps in taking the choices about the employees regarding the promotions, special increments, transfer, and salary changes.

Hence understanding the Methods of Psychology Performance and Appraisals using IO tools is critical. There are various methods getting used to lay down the effective results in the workplace number of them use broadly worldwide.

Let me tell you Two most used Methods, a. Management by Objective b. Psychological Appraisals.

#. Management by Objective (MOB)

MOB has been developed by Peter duck (1954) & Douglas Mc Gregor (1960). It’s been developed a Modern method of performance appraisals.

IO psychologist plays a very important role. The atmosphere is characterized by empathy, mutual respect, and equality. Some steps are shown below.

Management By Objectives
Management By Objectives

This method focuses attention on the results and techniques to realize the result.

Did you know?

“Hindustan Lever Limited uses this Technique of appraisal.”

– IO Psychology Spector 6th ed

Ideal for:

Measuring quantitatively and qualitative output of senior managements like managers, directors, and executives (business of any size)

# Psychological Appraisals

Psychological appraisals come in handy to determine or work out the hidden potential of employees. This method used to analyze seven major components of employee performances such as interpersonal skills, cognitive abilities, intellectual traits leadership skills, personality traits, emotional quotient, and other related skills. IO-Psychologist conducts a variety of tests (in-depth interviews, psychological tests, discussions, and more) to assess an employee effectively.

Ideal for:

Large enterprises can use psychological appraisals for an array of reasons including the development of leadership pipeline, team building, conflict resolution, and more.

Did you know?

“FORD Motors, EXXON Mobil, Procter & Gamble use psychological appraisals to test personality and performance of their employees.”

– IO Psychology Spector 6th ed

People are more complicated than Machine- A lot more than we know…

What do you think?


Written by Shalini Singh

Believer of the quote that Humans can never stop learning, Shalini is a graduate in psychology and currently pursuing her Masters. She has donned many hats, from being a professional event manager, lifestyle brands influencer, to being content curator. Shalini is a versatile writer, her writing ranges from everyday motivation, social media quick hacks, brand stories to writing about inspiring individuals. Shalini leads the bandwagon as the CEO at Robust story.


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