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Psychology of Organisations

Learn the basics of

Psychology of Organisations

Delve into the field of organisational psychology. Discover how to effectively deal with individuals and teams at work, by understanding the underlying psychological processes at play.

Key Learning Objectives:

  • Explore organisational psychology, its scope of practice and its central concepts
  • Analyse the impact of a persons psychology on the way they think and behave at work
  • Manage teams in the workplace
  • Resolve systematic issues to improve the functioning of an organisation
  • Research trends that affect organisations globally

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Course details

Course details

1Exploring the field

This lesson is about giving you practical insight into what Organisational Psychology is and it's place as an applied field of Psychology. The lesson also seeks to show you that even though you may not be a Psychologist, the insights and understandings that Organisational Psychologists have about the workplace are practical and accessible to all. Lastly, this lesson will paint a practical sketch of what an Organisational Psychologist actually does, and their typical role within companies.

2The changing world of work

This lessons seeks to outline how the fiels of Industrial (then becoming Organisational) psychology was born, and the klind of problems it first sought to solve. The lesson also tried to simplify and outline the key theoretical contributions of some of the fields founding fathers - and why their work was so important. Lastly, a modern view of the field is explored, and some of the more contemporary, exciting areas of work are covered to entice the student to get excited about what they could learn further.

3The psychology of an employee

4Unhappy and unhealthy workplaces

This lesson helps the student understand the concept of pathology (or 'sickness') at work - both from a physical and a psychological perspective. It explores the way a workplace is constructed, the physical use of tools of trade and how the results of fatigue and stress all have a tangible, negative impact on employees. The lesson then looks at the emotional or psychological aspects of workplace pathology, exploring issues such as burnout and unhappiness. A current perspective is then offered on how forward-thinking organisations are using the insights and data findings of organisational psychology, to rethink how they treat their workforce and attain greater holistic health in the workplace

5Finding the right employee

Lesson four delves starts the journey of looking at some key HR management processes, and connecting the expertise and findings of organisational psychology to key aspects of that. Firstly, the student is taken through the foundational concept of an employee lifecycle, and introduced to the various HR processes at each stage. The deep-dive focus is then on Recruitment, both from a sourcing and a selection perspective. The concept of psychometric testing is introduced here and explored foundationally. The lesson will then also talk about the real lessons learnt from recruitment experts, and why organisations need to get this right.

6Making rocket fuel and managing performance

Students are now introduced to the idea of Human Performance, and the never-ending need of the organisation to improve workforce output. Practical processes like performance management as part of the employee lifecycle are referenced here, but the fundamental crux of this lesson is on unpacking the idea of Discretionary effort, and how organisational psychologists help businesses get that 'extra mile' from employees. Concepts like employee engagement and retention are also part of this lesson, both viewed from the lense of improving performance.

7Moving the chess pieces and managing talent

This lesson explores some of the challenges of managing people once they are in an organisation, and highlights how potential is a criteria for people to be moved across and upwards in a company. The lesson also outlines practical HR processes like succession and promotion, and draws on practical case-study examples to illustrate how challenging this is for management to get right.

8Coaching for performance

Coaching is very popular in the world of work at the moment, but is also not something that is well understood or critically evaluated. Lesson eight outlines what coaching is as a performance improvement tool for organisations, and helps the student differentiate between that and other approaches. It highlights the role of the manager as coach, and also focuses on unpacking some of the common challenges of coaching for performance in leaders.

8 classes

Online

4 weeks

Duration

Diploma

Cerification

Review

Reviews

Review

This course is fantastic! I learned so much so far, all topics are well explained.

Review

The team do a great job at cramming so much information into each hourly session. It never feels like cramming though and stays in the memory easily.

Review

I love the way the information is presented here, taking this courses you won't waste the time..

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