Analyzing Social Psychology in Organizations: A Case Study Report

This case study examines social psychology within an organizational context, using the film 'Up in the Air' as its primary example. The report delves into various aspects of organizational behavior, including social identity, power dynamics, ethical considerations, and conflict resolution within the workplace. It explores how social identity theory influences employee behavior and how power structures affect decision-making and ethical conduct. The analysis extends to the impact of conflict, both constructive and destructive, and the cognitive and behavioral reactions to perceived threats to identity. Furthermore, the study emphasizes the significance of intergroup dynamics in fostering fairness and reducing prejudice, ultimately contributing to a deeper understanding of human behavior within organizational settings and its implications for leadership and management practices. The report discusses different generations and their working styles, and the importance of social influence and norms within an organization.

Social psychology in
organisation (case study)

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
A: Social identity at work.......................................................................................................1
B: Power.................................................................................................................................2
C: Power and ethical behaviour in organization.....................................................................3
D: Conflict in workplace........................................................................................................4
E: Cognitive and behavioural reaction to threats to identity..................................................5
F: Importance of intergroup and intergroup dynamics in creating fairness...........................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Social psychology is a basic fundamental that usually deals with social interaction in
between various groups and an individual. It is used to analyse and measure individual behaviour
along with interpersonal interaction and its capability get advanced with effectiveness and it is
also being resultant of organisational success as per concern of individual well-being and
satisfaction (Matthews, Stanley and Davidson, 2018). In this human behaviour is analysed within
working place such as attitude, behaviour and relations that encompasses with wider range of
social perception as by maintaining clear focus to acknowledge management style and
expectation of each individual. It is usually dependent over three major aspects such as social
thinking, influence and behaviour which get overlapped with each other as by improvising
organisational social culture. The report below is base on a case study of psychology about the
film “Up in the air” with George Clooney. The report below comprise of organisational
behaviour, potential conflict, co-operation and decision making as in relation to social
psychology along with this perception of inequality, discrimination and fairness is generalised
with an organisation.
MAIN BODY
A: Social identity at work
Organisational psychology reflects the behaviour of an artist performing different role
within file “Up in the air” through which ability to motivate, development and grabbing of
opportunities, ability to perform certain functions and many other constrained get developed in
favoured manner. It offers suitable structure with this possibility to interact and undertake as by
improvising organisation stability is processed with perfection. It is developed and processed as
by maintaining clear and sustained focus about to increase productivity and performance at
working place as by resolving issues related to mental well-being and physical strength of
employee (O'Doherty and Hodgetts, 2019). For this Maslow hierarchy of needs is recognised and
used by George Clooney with this human motivation and its attentiveness is designed
systematically. It is also being processed as per consideration of different key subjects that is as
selection of artish which involve individual getting selected as by going through screening,
testing that aid to determine about application of applicant towards particular role. Furthermore,
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professionalism development is as essential prospect with this working capability and its
consequences get increases in productive manner.
The working practice of organisational psychology is dependent over the adequate logic
that is perceived through motivation of human behaviour within working place. The workers get
related their working on the basis of sustained discipline through which organisation also get
advance its hiring practice, training program and management system with this probability to
achieve higher heights is developed in desirable manner.
The organisational politics is usually an informal way through which individual get
influenced to process particular working in favourable mode (Staniškienė and Stankevičiūtė,
2018). As the political behaviour perceived better domain to connect with people as per adequate
involvement of talent management and impression management. In this perception of working is
a change under which attribution of working is affected with better exultancy. This different
artist, get learn from each other about the art and attribute to carry forward particular character
with perfectionist. As Ryan’s organisation bring forever change with its revolutionary
technology and he doesn’t felt any change as other artist such as Keener is so enthusiastic and
brash. Keener and Brash both believed that other members of group also be hardworking and
quite slow to adapt learning with this company works to manage, engage as well strengthen all
the generations with effectiveness.
Social cognition and social thinking is dependent on constrained of perception,
understanding along with implementation of visual, auditory, physical cues, linguistic through
which formal communication is developed in informal basis. In relation to social thinking best
and suitable learning practice is involved that advance and improvise problem solving, emotions
and cognitive flexibility with perfection that aid to improvise individual development in
progressive manner which beneficiary facilitate social learning and working at place. In this
Natalie Keener (played by Anna Kendrick) plays a leading role as she is a fresh out and comes
up after completion of Ivy Leagues School.
B: Power
 Central force governing psychology
The power is affected directly as by acquiring of certain exercise that is developed as by
constrained of human relation as in support of better fulfilment of all required dynamics in
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timely constrained. The government psychology is emerged with the suitable interrelation in
between network maps and organisation chart with this fundamental prospect get alter in
balanced mode. It is resultant of basic thought, behaviour and emotion with this ability to attract
more of employee for a longer time as along with better satisfaction is processed in successful
manner (Tanwar and Kumar, 2019). As organisation gets worked to enhance and advance ability
to attain higher competitiveness advantage with this possibility to attain long term sustainability
is accomplished with better suitability. Thus members of Baby boomers scored higher
productivity with 69%, team player of 56%, hardworking 73% and nurture development with
55%, manage challenge at 48% with perpetual displaying of leadership skills and ability.
 Social and organizational life
The organisational life is all about to advance small group and balanced team communication
with this a level of acceptance and planning is processed with adequateness. The life-cycle is
comprised with different stages such as start-up, growth, maturity, decline and death or might be
revival as well. An individual get worked within an organisation as by encompassing with better
change through which a better learning and sustained level of understanding is developed with
attentiveness. In terms of social organisation get worked to improvised goal based orientation
with this tendency to react over different condition at organisation is processed with
consciousness. The Baby boomers are best educated generation and more likely to introduce
racial diversity instead of maintaining focus towards retirement plan or get worrying about
financial prospects.
C: Power and ethical behaviour in organization
The power could have been corrupting and has direct influence over attainment of higher
profit with inflated status. An organisation, having better values and sustained ethics through
which working tendency get flourish as by providing equal benefits to all employee. Social influence: It is an influence that is processed through the well-being and working
standards of others within or outside an organisation. Baby boomers induce better
influence as they are not much educated but dedicated towards their working with better
attentiveness.
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 Social norms: It is a normal basis with this possibility to manage and control working
possibility as without harming attribute and values of an each and every individual in an
organisation. Conformity: In this individual get worked on to surpass its higher attentiveness with this
probability to confront better felling and thoughts are developed in satisfactory manner. Minority influence: It is an influence that is processed through the staff who is more
dedicated towards the attainment of higher heights in organisation standards (Caputo and
et. al., 2019). Obedience: These are the basic formulation which is processed as by following and
managing of basic norms with this working prospect is cleared and attained with
adequateness. Social impact: The working and living credibility of each individual reflects the better
attentiveness and with this ability to advance and attain higher profit is accomplished in
easiest form. In this overall community and its living standards get advanced and
improvised over a regular period of instance.
D: Conflict in workplace
The conflict within working place is usually a common and natural process and it occur
as per tendency to reduce morale, deduction of production and profitability along with increment
of absenteeism. There is different type of conflict that is arisen within an organisation and it is as
briefly explained below as:
 Constructive conflict: It is basically get embraced during generation of various ideas and
views which is developed to enhanced overall productivity as by inspiring more
employee. It is essential as well as it improvise ability to generate better decision making
as by collaboration of varied level of understanding. Destructive conflict: It is developed as per dependence of disagreement that generates
complexity rather than resolution (Gamsakhurdia, 2020). It is required to get control and
manager otherwise induce negative impact over morale, performance, motivation and
public image of an organisation in direct manner.
 Asymmetric conflict: It is an irregular type of conflict which is developed as in between
formal and informal working and along with this induce negative impact over motivation
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level of an opponent through which tendency to achieve standardised outcome is
misinterpreted in all possible manner.
E: Cognitive and behavioural reaction to threats to identity
The self identification and perception induce direct impact over working behaviour as it
serve sustained information about to act better in all possible manners. The cognitive identity is
conceptualise with formative structure under which each individual offer personal framing of self
interpretation, self-relevancy, problem solving capability, decision making ability etc.
 The repair of trust: It is necessary that all the individual working in an organisation have
better trust towards each other as with this only capability to work in team and to
probability to achieve standardised outcome in timely frame is perceived with better
attentiveness. Generation X were more productive as 70% equipped with effective
management, 58% generate favoured revenue, 65% are team player, 57% have problem
solving skills, 53 are collaborative and 49% have progressive adaptability. Insight from organizational behaviour and social psychology: It induce significant
impact and contribution about to measure, understand, improvising of attitude,
communication patterns is satisfied in support of fulfilment of need and demand of each
individual. In support of this organisation get worked on to acknowledge human
behaviour through which better relation and positive attribute is combined within
working place. The Generation Y consist of 78% tech-savvy, 69% manage other with
appropriateness, 70% leverage social media, 68% are enthusiastic, 29% are
entrepreneurial and 27% having collaborative skills. In this competent and sustained
leadership skills are developed and designed as by reducing issues related to
discrimination and advances fairness in organisation. Aggression (sources and coping techniques): The cognitive behaviour assist each
worker to behave and respond properly about various task and activities that is performed
to peruse better belief and by dealing with various complex situations. The aggression
induces coherent level of alteration within working that basically confronts stressful
dealing and situation is better clarity.
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F: Importance of intergroup and intergroup dynamics in creating fairness
Intergroup and its dynamics plays vital role within an organisation as with good and
effective dynamic aid to accomplish complex goals and objectives in desirable manner. On the
other hand negative dynamic leads to generate even more complexity and reduce the tendency to
achieve objective and possibility to attain profitable ending also get vanished as in timely
constrained (Mayer, 2020). Thus it is required that organisation perceived its working with
support of positive intergroup dynamic as with this new and sustained ideas, thinking and
thoughts get developed through which working performance and its effectiveness both get
generated with perfection. It is also be used to create fairness as it is processed with the purpose
to stimulate, learn, socialise, cohesion, creativity, cooperation, autonomy, communication,
responsibility as beside of creating conflicts. For this behavioural pattern and attitude get dealt
by management under which capability to generate innovative ending is developed in productive
manner. It induce positive impact over business environment as it advance and influence power,
personality, behaviour of an individual with higher attentiveness.
 Perceiving and responding to reducing prejudice: In an organisation various individual
get worked those are belongs from different religion, caste, colour, sex, culture, gender
and many other factors as well. But to get over from these organisation worked to
implement equality and diversity in which equal and balanced platform is offered to all
through which possibility to reduce prejudice is managed and recovered in systematic
format. In this favourable ending is resultant in which each and every employee get
shared its view and worked collectively to achieve suitable goal and target with
effectiveness. It induce positive change in the working standards as people from different
background comes with better learning that collected advance working proficiency under
which adequate level of flexibility is developed in timely mode.
 Theories of intergroup relation and how to improve relations: The intergroup relation is
usually relies with self categorisation and social identity theory that is processed as by
maintaining target towards working development. Developmental intergroup theory is a
theory that briefly specifies the rules and regulation that is governed as by targeting
prejudice and to construct better working culture along with this stereotyping and its
response both get controlled in favoured mode. In relation to improvisation of intergroup
relation empathy, stereotype, prejudice, racism and symbolic racism is reduced. It
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evaluate positive continuum in which people get worked collectively and with better
proficiency.
It is estimated that Young and Ernest has negative stereotype that is usually revolved towards
reporting of mass media that is pertained as by concern of Generation Y,
CONCLUSION
It has been concluded from the above report that Social Psychology in Organisation
persist of adequate relation in between all the working employee as with this probability to
induce organised and sustained attentiveness as by completion of work is developed in favoured
manner. There are different prospect such as power, conflict and ethical consideration that is
required to process any working standards as it is used to motivate an employee so that they
could have work immensely to achieve higher heights in beneficial manner.
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REFERENCES
Books and Journals
Caputo, F. and et. al., 2019. A knowledge-based view of people and technology: directions for a
value co-creation-based learning organisation. Journal of Knowledge Management.
Gamsakhurdia, V.L., 2020. Systematic Semiotic Organisation and Anthropologisation of the
Science of Soul–Towards Cultural Psychology. Integrative Psychological and
Behavioral Science, 54, pp.625-638.
Matthews, J., Stanley, T. and Davidson, P., 2018. Human factors and project challenges
influencing employee engagement in a project-based organisation (PBO). International
Journal of Managing Projects in Business.
Mayer, C.H., 2020. Transforming Shame in the Workplace, Leadership and Organisation:
Contributions of Positive Psychology Movements to the Discourse. In New Horizons in
Positive Leadership and Change (pp. 313-331). Springer, Cham.
O'Doherty, K.C. and Hodgetts, D. eds., 2019. The SAGE handbook of applied social psychology.
Sage.
Pithouse, A., 2019. Social work: The social organisation of an invisible trade. Routledge.
Staniškienė, E. and Stankevičiūtė, Ž., 2018. Social sustainability measurement framework: The
case of employee perspective in a CSR-committed organisation. Journal of Cleaner
Production, 188, pp.708-719.
Tanwar, K. and Kumar, A., 2019. Employer brand, person-organisation fit and employer of
choice: Investigating the moderating effect of social media. Personnel Review.
Case Study References
Ernest and Young Global Limited (EY)(2013). Young managers rise in the ranks: EY study on
generational shifts in the US workplace. Ernest and Young Global Limited. Available
at:
https://globewomen.org/globaldiversity/wpcontent/uploads/2014/02/Twaronite.colloqui
um.pdf [accessed 03 March 2020] 2.
Cenere, P., Gill, C., Lawson, C., Lewis, M. (2015). Communication skills for business
professionals. Port Melbourne, Australia: Cambridge University Press.
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