Benefits of Work Psychology to Employees

Benefits of excogitate Psychology to EmployeesIs stimulate Psychology an primal Factor in Controlling Violence, rubber eraser And Health Conditions In The Working Place?Boodhoo Zohyah Bibi ShaheenaIntroductionWork psychology refers to the subject field of human behavior in the cultivateing environment. The key role of turn tail psychology is to encounter the conduct of employees in order to promote the smooth running of any transcription. Understanding work psychology may curb a number of benefits to an organization as it focuses on increasing the organizations productivity and also the psychological and physical wellbeing of employees. The task of a work psychologist is to study workers attitudes and also conduct leadership training. study fury, in terms of occupational wellness and preventive, is one of the most important problems of working life.Richards (2003) defined as Incidents where staff ar abused, threatened or assaulted in circumstances related to their wor k, including commuting to and from work, involving an explicit or implicit challenge to their safety, well-being or health Workplace craze includes non only physical scarce also non-physical power. For example oeuvre military unit includes physical assault, homicide, robbery, verbal abuse, bullying/mobbing, swearing, shouting, sexual and racial harassment, name calling, threats, interfering with work tools and equipmentWorkplace power proscribely affects not onlythe direct victims of such behavior, but also thosewho witness such personnel. To witness fierceness of any sort in the workplace may cause concern toworkers that they themselves may face this eccentric of emphasis in the future. Studies have shown that thefear of violence creates a negative relationship between emotional wellbeing and somatic healthThere is a certain way individuals behave in a incident situation. No two individuals behave in similar ways. There be individuals who meet it difficult to cargo h old stress whereas there are certain individuals who have the ability to face unforeseen circumstances with a smile.Employee behaviour is defined as an employees reaction to a particular situation at workplace. Employees accept to behave sensibly at workplace not only to gain appreciation and respect from others but also to maintain a healthy work culture. One needs to adhere to the rules and regulations of workplace. Remember, Office is not a place where you can shout on fellow workers, spread rumours, criticize your Boss and so on. You just cant afford to be rude with your team members. Be polite and verbalize softly. Do not forget that you are not the only one working there are other battalion around as well. Some people have a tendency to have their lunch at their workstations only. Such a behaviour is completely unprofessional.Male employees need to respect their womanly counterparts. Never ever think of sexually harassing your female team members. Such a behaviour is uneth ical and not at all acceptable at workplace. One complaint from them and your career is finished. Avoid make lewd comments, physical advances or touching them. An individuals behaviour has lot to do with his fosterage and family compass. A child who has been brought up in a decent family where females are respected and thought to be equal would never even in his wildest dreams think of abusing female colleagues.It is completely unethical to steal seat property. Why do you have to take means stationery to home? Office stationery (pens, pencils, stapler, eraser, punching machine, paste and so on) are meant to be used only in offices and nowhere else. Avoid damaging office property. Remember, if you do not respect your organization, you volition not get respect in return.Employees need to understand that some information is confidential and should not be discussed with anyone. Never break your managers trust. Do not disclose your teams strategies or internal policies to others j ust because they are your friends. Some people tend to submit fake bills to claim more money than actual. Individuals with such a behaviour find it extremely difficult to survive in the long run. What is the use of submitting wrong bills? Believe me, if you are caught, you will lose in your frolic in no time. Such a behaviour will not only tarnish an individuals image but also speak ill of his family background and upbringing.Why do you have to use your office computer for online shopping, watching movies, paying cell forebode bills, internet bills and so on? Do not store your personal photographs or information in office computer. Avoid browsing objectionable websites at workplace. If your office people have out of use(p) certain sites, they must have done it for some precedents. Please do not try to open blocked sites using through proxy server and fake passwords. Rather than wasting our energy on unproductive things, it is always good if we concentrate on our workToday, viole nce is commonly observed in allraces and cultures. cerise incidents in theworkplace which negatively affect employeeshealth and safety present an important problem of health and safety at work. Being exposed to violentincidents at work or being a witness to violence hasa negative effect on employees feelings towardstheir work and the organisation. Additionally thesetypes of violent incidents can be a reason for negative outcomes in the workers physical and psychological health.Employees perceptions of organisational policies, procedures and practices directed towards dogmatic and removing workplace violence andaggression, stated as violence prevention mode, isan important concept in the effect on workershealth caused by workplace violence.Organisational policies and procedures directedtowards preventing and controlling workplaceviolence and aggression create a positive violenceclimate.According to the results a significantrelationship was determined between employee jobsatisfacti on and the influence directed to thesubdimensions of a violence prevention climate of policies, practices and unsafe practices. A study byKessler et al. (2008) determined a significantrelationship between job satisfaction and these threedimensions 20.While a significant negative correlation wasdetermined between slump and thesubdimensions of violence prevention climate policies and practices, no significant relationship was prove between pressure for unsafe practicesand depression. A significant negative correlationwas determined between stress and thesubdimensions of violence prevention climate practices, no significant relationship was found between policies and pressure for unsafe practicesand depression. No significant relationship wasfound between violence prevention climatedimensions anxiety. In a study by Spector et al.(2007) a significant relationship was determined between the perceived violence climate anddepression and anxiety 19. While research byKessler et al. (2008) showed a significantrelationship between practices and pressure, nosignificant relationship was determined between policies and depression 20. The same studydetermined a significant relationship between practices, pressure and anxiety.Furthermore, the stepwise regression analysisresults determined a significant relationship between practices and pressure for unsafe practicessubdimensions and job satisfaction. According tothis, organisational practices directed towardsreducing violent incidents in the workplace (eginformation and training on the subject of violence)and there being no pressures towards unsafe behaviour (eg violence prevention policies and procedures not being ignored) play a role inincreasing job satisfaction. The stepwise regressionanalysis results also determined a significantrelationship between the dimension of practices anddepression. According to this result, the practice of the organisation giving information and training onworkplace violence prevention is effe ctive inreducing the rate of employee depression.Hawthorne examineation DetailsOver the course of five years, Mayos team altered the female workers working conditions and monitored how the change in working conditions touch the workers morale and productivity. The changes in working conditions included changes in working hours, rest brakes, lighting, humidity, and temperature. The changes were explained to the workers prior to implementationHawthorne Experiment ResultsAt the end of the five year period, the female workers working conditions, reverted back to the conditions beforehand the look into began. Unexpectedly the workers morale and productivity rose to levels higher than before and during the experiments. The combination of results during and after the experiment (ie the increase in the workers productivity when they were returned to their original working conditions) led Mayo to conclude that workers were motivated by psychological conditions more than physical workin g conditionPsychological ContractThere is an unwritten fellow feeling between the worker and employer regarding what is expected from them Mayo called this the psychological contract.Interest in WorkersA workers motif can be increased by showing an interest in them. Mayo class studying the workers (through the experiments) as showing an interest in the workers.Work is a Group ActivityWork is a group activity, team work can increase a workers motivation as it allows people to form strong working relationships and increases trust between the workers. Work groups are created officially by the employer but also occur informally. Both informal and formal groups should be used to increase productivity as informal groups influence the workers habits and attitudes.Social Aspect of WorkWorkers are motivated by the social aspect of work, as demonstrated by the female workers socialising during and alfresco work and the subsequent increase in motivation.Recognise WorkersWorkers are motiva ted by recognition, security and a sense of belonging.CommunicationThe communication between workers and management influences workers morale and productivity. Workers are motivated through a good working relationship with management.ConclusionThe traditional view of how to motivate employees is that you offer monetary rewards (pay increases, bonuses etc) for work completion. However the Hawthorne experiments may suggest that motivation is more complicated than that. Advocates of the Hawthorne Effect will state that the Hawthorne experiment results show that motivation can be improved through improving working relationships and social interractionReferencesWork-related violence Case studies Managing the risk in smaller businesses HSG229 HSE Books 2002 ISBN 0 7176 2358 0http//www.hse.gov.uk/pubns/indg69.pdfNational Institute for Occupational Safety and Health Education and Information Divisionhttp//www.cdc.gov/niosh/topics/ohp/S. Ayta and S. Dursun / The Effect on Employees of Viole nce Climate in the Workplacehttp//www.academia.edu/1477474/The_effect_on_employees_of_violence_climate_in_the_workplaceMunchinsky, P. M. (2000). Psychology applied to work An introduction to industrial and organizational psychology (6th ed.). Belmont, CA WadsworthWuang, M. (2007). Industrial/ organizational Psychology. In Discovering Psychology (4th ed.). Hockenbury Hockenbury. Worth Publishers New York.http//psychology.about.com/od/iopsychology/f/organizational.htm