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(PDF) Organizational Psychology

   

Added on  2021-04-24

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Running head: ORGANIZATIONAL PSYCHOLOGYEmployee Performance Enhancement in WorkplaceName of StudentName of UniversityAuthor Note

1ORGANIZATIONAL PSYCHOLOGYPart 1How companies in Singapore can enhance employee performance and well-being in theworkplace.According to a research conducted by Farndale, and Kelliher, in 2013, the performance ofan employee can be improved by providing them with annual appraisal in the workplace. In theirresearch, they state that employees feel motivated to work when they are provided the chance ofappraisal. This form of reward induces their commitment to the organization. Their researchevidence shows that when line managers are given appraisal will the guide the employees tomake full use of the provided resources and accomplish the goals for the company as well cabimprove their own position in the company (Farndale & Kelliher, 2013). It is the responsibility of the human resources department of an organization, to recruittalented, hard working employees who would be benefit the company by giving betterproduction. A research paper published in 2004 by Ryan and Tippins, showed the kind of toolswhich can be implemented for the selection procedure, the strategy by which the recruitment isdone, how those tools of selection affect the diversity in the workforce and the type of processthat goes in selection of staffs and recruitment procedure (Ryan & Tippins, 2004). The affect ofall this is discussed in terms of perception of the applicants. The selection employee which canwithstand the pressure of the organization and provide good output will have good cognitiveability, decision making skills, team playing attitude and will not give up at any time. This can beassessed by using tool and techniques to make the workforce of the company stronger. Peter Richardson and Keith Denton, in 2005 published a paper discussing the techniquesthat can be used to build a stronger workforce, which will provide better production to the

2ORGANIZATIONAL PSYCHOLOGYcompany. The paper discusses that it is necessary for the higher authorities to select a strongworkforce, develop the team within the workforce, how the team can be taught to compensatethe work pressure when one particular employee is not being able to provide good production(Richardson & Denton, 2005). The paper advices that training is important to developcommunication and team playing skills of the employee, which will ultimately result in betterproduction. Employees should always be taught to reach for success and betterment of theirposition, which requires hard work. Practicing hard work, time management will ensure theworkflow is not disrupted in time of work overload. Conflict in the organization can sometimes be good thing. As, pointed out by DeanTjosvold, in his paper “The conflict-positive organization: it depends upon us”, in 2007, showedthat proper management of disruption and conflict in the organization can offer positiveoutcomes. Conflict that is caused by the act of competition and disambiguation can provide goodoutcome for the organization and helps developing cooperative relationships. The conflict showsthe open-mindedness of the employees (Tjosvold, 2007). Part 2The collective data provided in the article published in Singapore sure that the singer onbased CFO in contemplating the pressure on the finance professionals will increase in thecoming please. 56% of the Singapore based CFO believe that workload increases pressure. 54%believe that increase of expectation from the employees causes stress. 40% believe that thedecreased time frame for deadline causes anxiety in the finance staff. 38% of the CFO believesthat the competition in the market is a cause of the stress. The business expectation fromSingapore is very high as it is a leading country which provides excellent business (The top 4

3ORGANIZATIONAL PSYCHOLOGYcauses of workplace stress in Singapore, 2017). All of these factors play an important role inincreasing the stress levels in finance employees. It is important to discuss the stress levels ofemployees because the overall production output of the company is hampered if the employeesundergo burnouts due to stress (Koukoulaki, 2014). There are various methods which can beimplemented do videos the stress on employees like making adjustment in the organisationdevelopment of policies which include evidence from temporary workers doing excessiveoverload (Quick et al., 2013).Organisational factors affecting stressBias and favouritism between employees with regards to remuneration increases stressIn flexibility of the organisation policies rules and regulations create discrepancy in theworkforce (Beheshtifar & Omidvar, 2013)Communication gap between employees or higher authorities disrupt the floor ofinformation causing stress (Chesley, 2014).Pressure from peers create competition which enhances the stress levels amongemployees Conflict between employees and authorities regarding the scope of goals createdisambiguityThe formality and centralised structure of the organisation create pressure on low levelemployees.Lack of scope for promotion or appraisal demotivates employees and increases stresslevels.

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