Thesis on "Industrial Organizational"

Thesis 8 pages (2230 words) Sources: 5

[EXCERPT] . . . .

How To Succeed in the Business World

1. Overview of the Paper

The continuous pursuit of becoming a more efficient, effective, and

productive as individuals and collectively has been a long, rich, diverse

and dynamic activity across history. Although the science and practice of

Industrial/Organizational Psychology can be considered new when compared to

other natural sciences, it still is one of the strongest drivers of

organizational conflict and resolution. Taking a view to the development of

Industrial/Organizational Psychology and its powerful impact upon the

elements and measurement of job performance will assist the reader in

achieving a higher level of appreciation for how the different cycles of

interest in performance and work efficiency have shaped and continue to

reshape the research and the application of new knowledge in this field.

The changing nature of work along with globalizing economic scenarios

challenges organizational psychologists to become balanced scholar-

practitioners in order to continue expanding the field to meet the needs of

people at work. It is the intent of this account to consider the

contributing elements of organizational psychology.

Therefore, the discussion hereafter will address such important areas

as preparation for success, workplace communication, group and team

orientation, leadership and personal balance. Each of these topics of

discussion is central to understand that which promotes a positive

workplace and provides the psychological conditions for productivity and

success in the business world.

2. Preparing to Succeed

Preparation is tantamount to eventual success in objectives

large and small. Indeed, proper strategic preparation promotes a vital set

of steps within which is contained the opportunity to reach a definition

and a shared vision for an organization. There are several commonly

identified and sequential steps which are said to produce an effective and

actionable preparation. Among them is effective internal organization.

The organization must first and foremost recognize its qualities. Decision

makers must ask key questions concerning target consumers, potential

partners, identity issues, resource availability and a host of other

factors relating to core potential functionality. This self-assessment

must be the initial step as all future steps will hinge heavily on the

profile thereby yielded.

Once a thorough evaluation of these features has been established, it

should be measured against a thorough external analysis. It is thusly that

we might measure how an organization will perform against competitors, how

it can price itself to effectively target its key demographic, what costs

will impact its prices and bottom line and broader economic patterns and

indicators dictating ways of doing business.

This will allow the company to define credible objectives. An

understanding of its scale relative to the conditions and patterns of the

market will help to project realistic goals which are indicative of the

organization's capability for growth. The final step of this strategic

preparation is implementation. It is here that a plan must be formulated

with the input of all interested parties with intent to make executable

decisions designed to produce the outcomes identified as credible

objectives.

The eventual ability of an organization and its individual members to

achieve some measure of success will often be founded in the degree to

which proper preparation, planning and strategic orientation have been

applied. This can help prepare individual members and whole organizational

structures to prepare for unexpected challenges and adversity.

3. Communicating with Others

Another key factor in constructing an organization that is both

functional and instigative of positive morale is the institution of

effective communication measures and tactics. Where members and leaders

are concerned, the ability to communicate and the receive and interpret

information properly will have a substantial bearing on the morale of those

in an organization and on the effectiveness with which certain goals and

objectives are met.

Of course, communication remains always a great challenge. As we have

seen, in the workplace or any other context, an absence of trust can be an

impediment to effective communication. This, again, is a psychological

barrier to communication wherein the parties recipient to an offered

message are incapable of making the emotional or psychic commitments to an

individual speaker as one qualified on a subject. Naturally, this is a

difficult obstacle to overcome, especially in the context of long-term

relationships such as those that will arise in the workplace by necessity

and by mutual orientation toward common end goals.

Likewise, an incapacity to achieve conflict resolution in the face of

obstinate communicational partnerships can be a significant obstacle to

organizational success. This can occur on a variety of terms, with

cultural barriers often playing a part in the challenges impacting verbal

interaction. Such is to say that often, individuals will approach conflict

with an orientation based on strong personal conviction, experiential

background or cultural affiliation. These personal attributes can be

complicating as they frequently allow little room for integration of the

information proposed by others, provoking something of an entrenched

obstacle to communicational effectiveness.

Active listening, a method of message receipt proposed by the Hamlin

(2006) text does offer a framework for rectifying such an impasse by

promoting an essentially more nuanced approach to defining understanding

and participating in the process of communication. Indeed, one of the

great benefits of becoming a more active listener in all contexts is that

it aids in the process by which one is able to expand his or her own

knowledge resources. (Hamlin, 12) Quite certainly, this denotes that

effective methods of communication can actually significantly improve the

ability of individuals and groups not just to resolve conflict but also to

use conflict as a way of forging new insights and achieving progressive

compromise.

Conflict management through better communication can prove to be

something of an elastic quality, the improvement of which is stimulated by

the presence of more clearly received data. This is a lesson that has

helped my personal management of school responsibilities and social

interests, but which I also expect to channel into my experiences in future

professional setting. With regard to organizational communication,

improved listening will lead to a greater comprehension of the needs of

partners, the specific nature of delegated responsibilities and the unique

qualities or skills in others which, if channeled properly, can help to

resolve conflict and provoke a collective achievement of new ideas and

innovations.

4. Working in Groups

In the modern organization, group orientation is a common aspect of

success. From daily operations to such events as mergers, acquisitions and

roundtable discussion of business practices, organizations often require

specialized subsets of personnel to collaborate to address specific

projects and needs. Therefore, an aptitude for team work is a desired

quality in defining a successful group dynamic. The ability to function

within the context of groups both large and small with help to shape both

individual and collective outcomes may well be a defining attribute to

one's value in an organization. The ability to participate compatibly with

a team implies that one must be capable of communicating effectively,

working inter-dependently and perpetuating mutual respect for fellow group

members.

During our course studies, we would learn that the process of

achieving team compatibility and reaching a set of shared goals would

provoke recognition of various important theoretical aspects of group and

team behavior. This process would prove that in addition to the importance

of integrating structural, cultural and individual aspects of team

orientation, the organizational framework would be crucial, serving as a

relative lynchpin for all other aspects of individual and collective

perception.

Thus, a quality which would be crucial in accommodating the conveyance

of a team sentiment would be the development of effective communication

there within. To this subject, dialogue is referred to throughout our

studies as a key in "facilitating collaborative learning and transforming

mental models within a group" (Holton, 2001). Indeed, this is essentially

the organizational purpose of collective endeavoring, with the capacity to

communicate providing for the all important goal of sharing ideas and

information.

Particularly, as we have shown in the broader organizational context,

communication is quite an important instrument in contending with conflict,

a subject which our studies denote is a natural consequence of team

engagement. Our research findings would argue that when groups large and

small engage in cooperative conflict management techniques, they develop

efficacy or confidence in the ability to achieve results, which then leads

to effective team performance. (Alper et al, 1) Conversely, teams that do

not effectively seek to manage conflict, but allow themselves to be

obstructed by disagreement or adversity, will ultimately become demoralized

and prove unproductive.

5. Leadership in the Workplace

Organizational theory and academic business discourse examine, amongst

a host of other key organizational principles, the formal idea that

leadership is an essential part of effective management, or, for that

matter, an essential part of comprising an effective contribution to any

working team. Indeed, in all of the areas addressed in this account,

leadership is a factor which is fundamentally relevant to effectiveness.

However, like many academic concepts which do not easily make the leap into

real world applicability, this theoretical conception of leadership is just

that, and in practice,… READ MORE

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