Analyzing Social Psychology in Organizations: A Detailed Report

This report examines the application of social psychology within organizational settings, addressing key concepts such as social identity, power dynamics, ethical behavior, and conflict resolution. The report analyzes social identity at work, exploring its impact on individual behavior and group dynamics. It also delves into the nature of power within organizations, including ethical considerations and the influence of social norms. Furthermore, the report addresses the causes and types of workplace conflicts, including constructive, destructive, and asymmetric conflicts. It also examines cognitive and behavioral reactions to identity threats, methods of repairing trust, and the importance of intergroup dynamics in fostering fairness and reducing prejudice. The report concludes by emphasizing the significance of social psychology in understanding and improving organizational effectiveness and employee satisfaction, drawing insights from organizational behavior and social psychology to provide a comprehensive analysis of workplace dynamics.

Social Psychology in
Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION ...............................................................................................................................8
REFERNCES:..................................................................................................................................9
Books and Journals:....................................................................................................................9

INTRODUCTION
This report is based on the social psychology in the company. Social psychology is a term
that manage or deal with social connections and interaction among the individuals and
interactions among the groups. For the company it is much required to analyse and identify the
behaviour of the individuals and their connections in order to understand the effectiveness of the
company and their success and their satisfaction in the company as well(Lovell, 2016). This
report going to analyse or cover the few parts according to the given case study like about social
identity at the workplace and about the power and ethical and proper behaviour in the company.
Also, the challenges and conflicts which are faced by the company which become threats for the
company. The theories and significance of the intergroup and their dynamics in order to develop
the fairness among the company.
MAIN BODY
A: Social identity at work
Social identity is the term or is the investigation which advert to or relies on the
dominance and generally in the sector of company or organisational psychology. The social
identify at the work is only examine and determined by few ways at the workplace and that is
social,mental, and physical features and activities of the individuals(Gerson, Plagnol and Corr,
2016). Social identity is the concept or is the theory of social classification and intergroup
comparability at the workplace. As per the case study it will help or support the individuals to
identify and examined about the interpersonal connections among the group of members and
their efforts and membership in the group.
Theory, practice and politics of organizational psychology
There are few theories and activities which support the leaders and the organisation to
analyse and understand about the organisational psychology and the theories and the activities
are mentioned below:
The Cross-Cultural Perspective:
This is the theory which has grown and raise much quickly in last few years. This theory
will going to study about the different culture and perception of the individuals at workplace.
Like as per case study, there are several person who have different culture and different

perception in order to deal with any situation or conditions. In individualistic culture, the
individuals attend or incline to utilise few attempt and efforts when they are participate in
group .In collectivistic cultures, the individuals run or incline in order to operate harder with
their efforts.
The behavioural perspective
This theory is focusing on learning and acquiring the new behaviours of the individuals.
This theory is different from the other perception or other opinion because as it generally
concentrating on observing the behaviours and actions instead of emphasizing internal states.
Social cognition
Social cognition is the term which advert to define about the cognitive procedure which is
connected to the opinion, perception, and understanding of visual and physical evidence which
convey or transmit the information which is interpersonal and emotional (van Oosten and
Vandenbosch, 2017). As per the case study, the individual is identifying the behaviour and their
activities of their group in order to transfer the information.
Social Thinking
Social thinking is the procedure which advert to the procedure of in which all the
individual is going through with particular mind set make sense of their thoughts, feelings and
intentions. As per the case study, the aim of the social thinking is to support the verbal
developers in which what kind of skills and and knowledge they required in order to solve the
problems and issues which are facing by them. By this the individual become capable and also
learn about their new ways in order to take decisions
B: Power
Power is the term which advert to the capabilities to act or behave and have causing to
over others. Power is the term that means to supply or provide with force and efforts. Power
supports the individuals to analyse and understand about the connections of the individuals and
also describe the position of the individuals in the company.
Central force governing psychology
There are various companies who think or believe in centralised dominant body or
structure which are advised in governing psychology. According to the given case study, the
character or the name Ryan Bingham, that do not want to do any modification in the company

and do not want to adopt the changes very simply. The concentration of the power among the
procedure can come out by the procedure of informal interaction and communication. This is the
procedure which is typically sent by using some charts and network maps.
C: Power and ethical behavior in organization
Power is the term or is the capability to influence the actions and behaviours of the others
in order to get what they want. There are few kinds of power in the company like expert power,
connection power, power of rewards and many more(Tuškej, and Podnar, 2018). According to
the given case study, the Ryan Bingham has power to do any modification in their strategies and
their planning. They has power to control their team so that they can get positive outcomes.
Ethics are also much imoportant for the company in order to operate and wok properly in the
company. Ethics give proper and systematic way to the company to operate their business so that
they can get more opportunities and brings several positive outcomes. The ethics can raise the
performance of the workers and their job satisfaction and trust of the workers.
Social influence, social norms, conformity, minority influence, obedience and social impact
There are several factors ans aspects which are connected with raising the agreement and
perceived the extreme status of the group and teams. There are few more factors which are
connected to these like culture, age, gender and many more. There are three types of the social
influence which is conformity, compliance and obedience. The social influences may have
different types of effect on several levels of an life of an individuals. They have power to modify
the way and thought procedure of the person and their behaviour because as social influence can
modify the behaviour and beliefs of the individuals. The conformity, compliance and obedience
are much supportive and helpful to the person because looking and help the person to get more
success or involve or engage in organisational psychology.
D: Conflict in workplace
Conflicts is a very normal and natural part of any company. There are several conflicts
which are rising in the company and that is leadership conflicts, work style conflicts, personality
based conflicts and many more. There are several causes of conflicts at work place like poor
management, unfair treatment, bad working environment, deficiency of same and equal
opportunities, unclear and unsatisfying job roles.
constructive, destructive and asymmetric conflict

A conflicts is a much serious and major disagreement among the two organisation or
parties. Constructive conflicts is that issue or conflict which leads to a good and effective results
which generally includes a solution of the conflicts. Means its help the organisation to find best
solution of the conflicts as soon as possible. The another conflicts is destructive, this the conflict
which ends up or closed with some negative results which means more conflicts,
misunderstanding and miscommunication among the parties (Lown, 2016). The asymmetric is
the conflicts which always contributes or give their efforts towards the destructive conflicts and
shackle the resolution of the constructive solution. The constructive conflicts arise when there is
no match between the thoughts and ideas of the person. The destructive conflicts arise when
among the workers or leaders. The conflicts which is asymmetric conflicts, these are the conflicts
which are arise in generally cold wars like in politics related things in the organisation. As per
the case study generally there is constructive conflicts arise because of miscommunication and
different thought procedure among the workers.
E: Cognitive and behavioral reaction to threats to identity
The identity threats and issues can cause the company or their members to apply or use
cognitive manoeuvrer in order to manage or handle the perceptions and thoughts which can be
internal or external.
The repair of trust
The repair of the trust means, when the trust has been profaned in a very effective and
strong connection, then it is much required to be repaired. In other term, it is the procedure of
repairing the trust which is much needed in order to feel guilty, ask for forgiveness and made
reparations. It is much required and mandatory for the company to repaired the trust which has
been broke. There are few ways from which an organisation can repair the trust and maintain the
connections and relations (Lekhuleng, 2016). It is much needed for the company to analyse and
observe that what is happening, what are the problems that is why the trust has been broke, then
they are required to allow their feelings to surface and provide support and forgive themselves
and others and make moved on.
Insight from organizational behavior and social psychology
Organisational behavioural and social psychology is the concept or is the method which
is associated with each other means they are co- related with other. Organisational behaviours
are the term or the method which advert to activities and behaviour in the company towards the

modification in trends and thoughts of the person. Organisation behaviour represent the culture
and environment of the organisation, how the employees and leaders behave in the company and
In which manner the company is running (Hampson, 2019). The term social psychology is
manage with social connections among the groups and among the person. Social psychology is
giving their important contribution in order to identify and measure the patterns of the individual
and how they meet with the requirements of the individuals and decision making procedure.
Aggression (sources and coping techniques)
Aggression is the term that advert to the conditions and situations of the anger in the
company. There are several kinds of sources of aggression in the every company like
miscommunication, work pressure, office politics, and several things. These are the reason
which enhance the aggressions factors in the company. There are several ways in order to
minimise the level of aggression in the company.
F: Importance of intergroup and intergroup dynamics in creating fairness
Perceiving and responding to (discrimination, gender, religious, sexual, cultural, individual
differences in prejudices and reducing prejudice
It is much needed and important to handle creative and effective connections in the
company that is not biased and make equality in the company. As the biassed culture in the
company create huge impact on the behaviour of the individual and on their sentiments also. As
in several companies there are lots of ethical activities happen in context of gender, religious,
cultural and several more. So in order to accomplish their goals and objectives it is required for
the company to follow ethical activities.
Theories of intergroup relation and how to improve relations
There are several theories that are provided in order to maintain or handle the intergroup
connections in the companies (Levy and Bühlmann, 2016). There are several theories like
realistic group conflicts theory, self-categorization theory, social identity theory and there are
several more. These theories help the company to minimise the conflicts and problems from the
companies. These theories are much effective and important in order to build effective and
strong connections, to build trust among the employees, to minimise the issues and problems and
issues which are arising in the company.

CONCLUSION
From the above mentioned report, it has been concluded that social psychology has their
huge impact on every company. Also it has several significance in the company. It is much
required for the company to adopt the theories and concept in order to direct their business. This
plays an important role in the company in order to analyse and identify about the social
requirements. As per the given case study, there are several ways which support the company to
analyse about the how the behaviour of the employees, personality and social identity create
impact on the company.

REFERNCES:
Books and Journals:
Gerson, J., Plagnol, A.C. and Corr, P.J., 2016. Subjective well-being and social media use: Do
personality traits moderate the impact of social comparison on Facebook?. Computers
in Human Behavior, 63, pp.813-822.
Hampson, S.E., 2019. The construction of personality: An introduction. Routledge.
Lekhuleng, B., 2016. The mediating effect of employee engagement on person-organisation-fit
and turnover intention (Doctoral dissertation).
Levy, R. and Bühlmann, F., 2016. Towards a socio-structural framework for life course
analysis. Advances in Life Course Research, 30, pp.30-42.
Lovell, J.M.G., 2016. So What’s Changed? Participatory action research through which diverse
members co-evaluate their community organisation to creatively document their
experiences and outcomes (Doctoral dissertation, University of Leeds).
Lown, B.A., 2016. A social neuroscience‐informed model for teaching and practising
compassion in health care. Medical Education, 50(3), pp.332-342.
Tuškej, U. and Podnar, K., 2018. Consumers’ identification with corporate brands: Brand
prestige, anthropomorphism and engagement in social media. Journal of product &
brand management.
van Oosten, J.M. and Vandenbosch, L., 2017. Sexy online self-presentation on social network
sites and the willingness to engage in sexting: A comparison of gender and age. Journal
of Adolescence, 54, pp.42-50.\