psychology chapter part 5 Master b a.pptx

Organization psychology and how to overcome it and benifit

1. Chapter 5 contemporary issues in organization

2. There are several opportunities for organizational psychology,

3. Opportunity Market expansion Innovation Partnership Employee development Diversification

4. Challenges in organization psychology

5. Work life balance conflict

6. Meaning Work life balance is a broad concept including proper prioritizing between “WORK” ( Career and ambition) on one hand and “LIFE” ( Health, pleasure, leisure, family and spiritual development) on the other hand. Work life balance is all about effectively managing and juggling act between paid work and other activities that are important to us including spending time with family, taking part in sports and recreation, volunteering or undertaking further study.

7. 5 Balls of life

8. Dimensions of Work life balance Individual related factors: Demographical factors: Age, gender , martial status Behavioral factors: Personality, attitude, emotional intelligence, Stress Economic factors: Financial condition and financial responsibility Family related factors: Household responsibility Spouse support Parental Demands Work and organizational related factors: Work intensity Work schedule Organization climate Organization culture Leadership style

9. Reasons for work imbalance Competition Individual career Global economy Longer working hours International business

10. Solutions Don’t overbook Prioritize ruthlessly Learn how to say “NO” Organize Use technology Know it won’t always be perfect Vacation

11. StiMULATING INNOVATION AND CHANGE: There are 6 steps mainly which can be used to stimulate innovation and changes and they are: Ensure that senior leaders truly buy into the idea of innovation: It’s not enough for the top management team to nod their heads when the CEO says, “Be more innovative.” Senior leaders need to put their money, and their behaviour, on the line. They must foster organizational innovation by supporting the innovation equation, and remember that the most concrete way they can support organizational change and innovation is by funding innovation activities and protecting them, even and maybe especially during challenging times or market downturns.

12. Define what innovation means for your organization: It’s not just creativity. Innovation is a business discipline that creates value for customers in new ways and earns a measurable return. Focus on key drivers of value of your organization, which might be things like logistics expertise (Amazon), customer service (Starbucks), or innovative products (Apple). Look for ideas in line with your business strategy.

13. Teach people how to innovate: Generating new ideas is only part of innovation. Consider whether leaders and managers are subconsciously encouraging or sabotaging innovation and help them adopt new ways of evaluating fresh ideas. Also, ensure they are fostering innovative mind set on the team.

14. Track innovation efforts from beginning to end: Just because it’s creative doesn’t mean you can’t measure and monitor it. Organizations should track inputs (how many new ideas are being generated) as well as outcomes (the ROI of innovative ideas that are implemented).

15. Look for quick wins: Even with senior leaders on board and modeling innovation-friendly behavior, it’s easy for a traditional corporate or government culture to fall back into its old practices. By finding and implementing “quick wins,” leaders can cement their commitment to organizational change and innovation. Pilot projects are a good way to manage the risks of innovation while still giving them a true trial in the marketplace.

16. Recognize success and thank people: Innovative organizations explicitly thank people for their ideas and contributions - even for ideas that aren’t implemented. A thank you can be anything from a hand-written note from a senior executive to an annual awards ceremony to honour innovators. Showing gratitude will make you a better leader. While it’s harder to drive change and innovation in some industries, leaders always have the choice of going against prevailing assumptions and choosing to build more innovative organizations.

17. Conclusion Work and employment keeps a person engaged to maximum extent in his life . Work place is also an area where a person spends more time in his day. Individuals and organization Need to realize that “ Loving what you do to happiness” and it is that leads to growth of employees and organization. Greater the employees are able to balance Work life greater will be their productivity

18. Improving ethical behavior and remote work culture .

19. Improving ethical behaviour Ethical behaviour is characterized by honesty, fairness and equity in interpersonal professional and academic relationships and in research and scholarly activities. Ethical behaviour respects the dignity, diversity and rights of individuals and groups of people.

20. Tips for improving ethical behaviour in the workplace

21. Remote work culture

22. Importance of remote work culture