Psychology Resource Management Practices

Question: Discuss about thePsychology for Resource Management Practices. Answer: Introduction The organizational behavior refers to the specific rule to behave so that it can cover all professional responsibilities. Kehoe and Wright (2013) defined that effective behavior at the work place helps to maintain the work culture and also helps to maintain the employee unity. In every organization, the behavioral aspect of each employee is examined so that the organization behavior as a whole can be effectively controlled by the management. In this essay, the psychology that affects the behavioral aspect at the work place is elaborately discussed. The constituting factors along with different types of organizational behavior are described with the help of ample examples. Theories on personality and intelligence are analyzed in order to strengthen this discussion. Discussion At the workplace, the employees are supposed to show proper work ethics and behavior which includes integrity, intelligence, sense of responsibility and punctuality, commitment, teamwork ability, accountability etc. From the very beginning, an employee needs to show commitment, dedication and loyalty towards its organization so that the organization and rely upon the ability of that individual (Alfes et al. 2013). Sense of punctuality and responsibility can enable the individual employees to show their work ethics which increase their impression. The ability to work within the team is also important in every employee because this ability ensure the organizational unity that indicates towards the constant progress of that organization (Anderson, Poto?nik and Zhou 2014). The accountability which includes the ability to take responsibility of every action helps to reflect the dynamic characteristics of the employees that play the role of an influential factor for further career growth. However, the behavioral aspect depends upon the psychology of each individual. If an employee does not take its responsibilities seriously, it will not be able to show sense of responsibility and commitment towards its organization (Clarke 2013). On the other hand, if an employee regards the betterment of its organization more than its personal gain, it will definitely contribute its efficient share to improve the sales and profit rate of the company (Dane and Brummel 2014). Sigmund Freuds theory of personality is often regarded as one of the best theory of personality. As per the psychoanalytic viewpoint of Freud, human mind is the collaboration of three major factors namely id, ego and superego. Id refers to the inner unconscious part of human mind which seems to be satisfied immediately. Ego indicates to the counterpart of id. In regards to this aspect, Karimi et al. (2014) explained that it helps to conduct the behavioral aspect with the outer world. Along with this, it is even much beneficial in transforming the inner needs to facial expressions through rational and practical thinking (Donaldson, Dollwet and Rao 2015). On the other hand, superego suggests to the partially unconscious part of human mind which reflects the inner value and belief of a being through behavioral aspects. According to this theory, human behavior is the effect of the interactions of these three constituting elements (Greaves, Zibarras and Stride 2013). From the viewpoint of Freud, the human behavior is the result of the unconscious part, more than the conscious part of human mind (Onnasch et al. 2014). The strong interaction of these factor causes human reactions go through five different psychosexual stages namely Oral, Phallic, Latent Anal and Genital (Hock 2015). These five stages help to develop the human nature. Oral stages refers to the characteristics like trusting, dependency, aggressiveness and dominating nature, while anal stage indicates towards the possessiveness, mean, tidiness, stubborn and generous nature. On the other hand, phallic stage suggests to the envois nature with anxiety, vanity and self-obsession, whilst genital stage seems to suggest to the perfect human nature with mature, loving, caring and well-adjusted characteristics. However, this theory has been criticized by Hlsheger et al. (2013), as it mainly focuses upon the sexual aspects as the chief influential factors on human nature. The five factor theory is one of the most relevant theories that explain the human personality at workplace. It is noticed that the human resource management often utilize the Big Five Personality dimensions in order to recognize the personality of associated employees. These dimensions are usually making up the workplace behavior that is needed to be maintained by each of the professionals. These five traits include Openness, Extroversion, Conscientiousness, Agreeableness, and Neuroticism. These traits are elaborated further: Openness: People who are much fond of learning new things and cooperate with new experiences, usually score good marks in this dimension (Judge et al. 2014). The people are usually much innovative, insightful, and imaginative for working with various ranges of interests. Extroversion: People who fall under this dimension usually gain energy by interacting with other associates (com.br 2016). On the contrary, the introverts generate energy from their personal conscience. Extroverts are much talkative, energetic, and assertive. Conscientiousness: In this dimension, people are much depended on their moral values, conscience and prompt behavior. The high degree of conscientiousness makes a person more reliable and prompt. People with high degree of conscientiousness are usually methodic, organized, and thorough. Agreeableness: People associated with this dimensions are cooperative, friendly, and compassionate. People are usually more distant if they possess the low degree of agreeableness. They are usually more affectionate, kind, and sympathetic. Neuroticism: Neuroticism is often compared with emotional stability. The dimension focuses on the particular degree of negative emotions as well as ones emotional stability. People with high level of neuroticism are often victimized and they experience the negative emotions in a significant way. These people are usually moody and tensed. Charles Spearmans Two factor theory of intelligence is also regarded as another important theory of psychology. As per this theory, every trait of human mind is controlled by a common mental factor, intelligence. This theory indicates that this factor influences the function of every single intellectual human activity (Robertson and Barling 2013). This intelligence is often regarded as general ability (g), while he also denotes another special ability (s) which proves to be influential for specific activities. G factor seems to be in born in every being which varies from one individual to another but the amount remains the same for every individual (Prochaska 2013). This g factor also determines the success rate of individuals; more amount of g factor increases the chances of success. On the other hand, s factor can be gain from the surrounded environment and it seems to vary depending upon the activity of an individual. The amount of s factor can be changed of the same individual in accordance with the situation (Spain, Harms and LeBreton 2014). This theory can be successfully applied in the behavioral aspect at work place. If the g factor of an employee is observed higher than the other employees, it will definitely secure better chance and potential for further career growth because it can be able to show working excellence along with the sense of responsibility with the help of this g factor (Wells, Evans and Cheek 2016). For example, if an employee shows continuous working excellence which benefits the organization, it will definitely get promotion along with appreciation at its work place. On the other hand, an individual can increase the amount of s factor within it by learning it from its office environment. For example, a typist can improve its special typing skill after working within the pressure at its office. At the work places, individuals are supposed to utilize the three stages of their mind in order to create an effective organizational behavior. Effective organizational behavior can be expected from an indiv idual who has proper education, love and a decent childhood. Id indicates the individual employees to act in such a way so that its basic needs can be fulfilled (Hlsheger et al. 2014) The behavior of the employees at the work place depends upon certain factor such as the work environment, job pressure, behavior of the employers, and security (Cherry 2014). If the employees get friendly and supportive work environment, it will obviously leave positive impact upon the psychology of the employees. It will allow the employees to freely use their own idea for improving the quality of the work (Prochaska 2013). On the other hand, Hlsheger et al. (2014) implied that if the employees do not get a supportive working environment it leaves a negative impact on their psychology. They get pressurized and become unable to provide their efficient effort to the organization (Spain, Harms and LeBreton 2014). Too much work pressure also reduces the work efficiency of the employees. In such situations, they try to complete their assigned task as soon as possible without concentrating on the quality of the work. In this way, the work ethics also get hampered. Job along with health se curity enables the employees to fulfill their commitment toward the organization without which they cannot realize the responsibility of the organization towards them (Kehoe and Wright 2013). If the management fails to provide the employees a sense of security, it also decreases the commitment and loyalty of the employees towards the organization. As per the demands of id of human psychology, employees try to secure their own materialistic needs. Therefore, in order to maintain the employee competence, the managements of the workplaces need to fulfill the demands of their employees with the help of sufficient opportunities of rewards and recognitions. If the employees get sufficient rewards for their efficient work efforts and feel the impact of recognition, it will certainly motivate them to meet all their responsibilities towards their organization (Greaves, Zibarras and Stride 2013). Another major influential factor on the employee behavior at the workplaces is the behavior of th e supervisors or employers. If the employees get friendly support and courage from their employers, it will make them bound to impress their supervisors by showing more working excellence. On the other hand, if they get ill treatment from their supervisors, it will make the employees stubborn towards their organization (Donaldson, Dollwet and Rao 2015). The employees then tend to show aggressive behavior at their workplaces which affects the organizational environment. In recent time, the business organizations like Google, Facebook etc stress importance on the regular evaluation process of organizational culture with which they evaluate the behavior of every employee at their organization (Prochaska 2013). If they find any behavioral mismatch in any of their employee, they try to understand the reason behind it and try to resolve it in order to maintain a healthy working environment. In order to improve the behavioral system of the employees at the work place, the management needs to clarify their organizational goal and objective to their employees at the very beginning so that they can understand the value of their effort for the improvement of the organization (Dane and Brummel 2014). The supervisors also need to evaluate the results of every assignment which reflects the work efficiency of each employee. If they find dissatisfactory result, they can ask the employee the reason of their low quality work and in this way, the problem can be solved. It will give the employees a sense of responsibility on which the progression of the organization depends. Moreover, the employees should have the freedom to express their own idea and opinion about nay organizational activities that will strengthen the working environment of the organization (Spain, Harms and LeBreton 2014). This trust upon them will make the employees responsible and committed enough towards the org anization and in this way; they can also realize the importance of their posts. On the other hand, with the help of rewarding good work, and encouraging career growth, the organizations can truly motivate their employees to depend upon the fairness of their organizational structure (Wells, Evans and Cheek 2016). The health security aspect of the employees need to be noticed by the management because often it is observed that due to some physical difficulty, the employees tend to show aggressive and frustrated behaviors with the colleagues and also show less efficient behavior towards the organization. Conclusion Thus in this essay, the behavioral aspect is discussed by emphasizing the point that if any individual tries to contribute its efficient share for the betterment of the organization, it needs to fulfill all its professional responsibilities through proper behavior because it reflects the true personality of that being. By showing suitable efficiency, loyalty and intelligence, individual beings can improve their career growth along with their improving the work culture at the organization. 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