Business Psychology: An Overview
nlp for business
Business psychology is the study of people at work in industry and business. It is the study of their aptitudes and qualifications for jobs. It includes certain principles of understanding people and the applications of certain techniques to dealing with people. It is a broad study which includes three major parts. The first part is the knowledge of individuals’ differences which is used in selection, placement, promotion and the rating of employees. The second part is Human Engineering which is the study of the man-machine system for the purpose of having the design of machinery intelligently based on the capabilities and limitations of people’s behavior. This part of business psychology includes the work environment as a source of stimuli for employees. The third part is Human understanding which is the understanding of individual and group behavior at work. This behavior is stimulated by motives and attitudes. It includes the relation of supervisor to subordinates, and labor unions to management.
Individuals differ in many ways that are important to industry. Many problems are raised because of improper placement. While the relative contributions of heredity and environment are not fully known, there is still plenty of evidence that by the time a candidate enters the labor market; his personality has become stabilized to the point that his behavior is predictable in many ways.
People differ in intellectual traits that are important for many jobs. Intelligence, or ability to learn, is a combination of a general factor and several group factors. People differ in interests in such a way as to make for extremely important work performance and industrial occupations. Personality tools are believed to be crucial to understanding success and to failure in some industrial jobs.
The individuals differ in their ability to perform different types of activities. Because of this large number of differences in human abilities, the problem of proper selection becomes very important for modern industry.
Management is usually interested in defining the differences that exist in the individual and certainly the most common methods of evaluating individual differences for industrial selection are application blank, interview and personal testing.
Here we will discuss the Application blank in brief detail. The application blank is the most widely used selection method. A recent survey showed that 99.5 percent of the companies used application blanks which set the ball rolling toward selection. The application forms vary from a few pages to many-page folders containing hundreds of questions about the applications history. The main items of information requested on application blanks are name, address, age, marital status, schooling, experience and references. Other items vary considerably from one company to another and from one job to another job. Special requirements should dictate the specific form of blank. Not only do application blanks serve as sources of preliminary information, but also aid in interview by opening up areas of interest and discussion.
So this was a brief overview of Business psychology along with a brief description of one of the most important tools of evaluating individual differences for the purpose of organizational hiring.
Interviews:
Business psychology puts a lot of weight on developing reliable methods or tools for organizations to screen and select the most appropriate candidates to fill their work force requirements. In this article we will discuss Interview as a tool for organizations to evaluate individuals for their work force.
The personal interview along with the application blank continues to be used by almost all the organizations today. A survey of some successful companies indicated that over 98 percent of them used selection interviews. The interview is a conversation with a purpose. There are three purposes that may be served by an interview. The first one is obtaining information. The second one is giving information. The last one being motivation. The employment interview should serve all of these three purposes. It should provide an appraisal of personality by obtaining relevant information about the prospective employee’s background, his training, work history, education and interest. The interview should give information about the company, the specific job, and the personnel policies. It should also establish a friendly relationship between the employer and applicant and motivate the satisfactory applicant to want to work for the company.
Customarily, the interview is used in conjunction with the application blank. The interviewer should also supplement the application blank to obtain additional information about areas in which there is an interest in a detailed answer from an applicant.
There are several advantages of using interviews. Many psychologists are of the opinion that interview can be a better way of appraising personality than a paper and pencil test. A recent research shows that a set of behavioral characteristics can be reliably rated during the employment interview. The personality traits that can be demonstrated in an interview are responsiveness, alertness in conversation, manners, presence and poise.
An individual is a combination of many abilities and traits which interact with his other abilities. What the interview should evaluate is the applicant’s motivation, personality make up and the influence of environment and emotional problems upon him.
Apart from the above mentioned advantages of using this particular tool i.e. the interview, there are also some drawbacks of interviews. One of the foremost drawbacks of interview is that an interviewer cannot judge from a candidate’s face such personality and character traits as honesty or dishonesty. The second disadvantage is the phenomenon that psychologists refer to as the Halo effect. It refers to the tendency to judge the total worth of the person on the basis of one of the few specific characteristics. It is closely connected to stereotyping and is also dangerous. The interviewer is apt to like one or more traits, not necessarily connected to job success, and transfer his favorable impression to his final evaluation of the applicant. A negative or inverse Halo effect is also possible to be possessed by an untrained interviewer and is equally dangerous. Training interviewer to escape these common pitfalls would improve the interviewing technique.
This was a brief overview of the widely used tool of interviewing along with the respective advantages and disadvantages. Despite the certain drawbacks, business psychologists still strongly recommend the use of interviews to screen the candidates for the work force related needs of organizations.
nlp for business
Business psychology is the study of people at work in industry and business. It is the study of their aptitudes and qualifications for jobs. It includes certain principles of understanding people and the applications of certain techniques to dealing with people. It is a broad study which includes three major parts. The first part is the knowledge of individuals’ differences which is used in selection, placement, promotion and the rating of employees. The second part is Human Engineering which is the study of the man-machine system for the purpose of having the design of machinery intelligently based on the capabilities and limitations of people’s behavior. This part of business psychology includes the work environment as a source of stimuli for employees. The third part is Human understanding which is the understanding of individual and group behavior at work. This behavior is stimulated by motives and attitudes. It includes the relation of supervisor to subordinates, and labor unions to management.
Individuals differ in many ways that are important to industry. Many problems are raised because of improper placement. While the relative contributions of heredity and environment are not fully known, there is still plenty of evidence that by the time a candidate enters the labor market; his personality has become stabilized to the point that his behavior is predictable in many ways.
People differ in intellectual traits that are important for many jobs. Intelligence, or ability to learn, is a combination of a general factor and several group factors. People differ in interests in such a way as to make for extremely important work performance and industrial occupations. Personality tools are believed to be crucial to understanding success and to failure in some industrial jobs.
The individuals differ in their ability to perform different types of activities. Because of this large number of differences in human abilities, the problem of proper selection becomes very important for modern industry.
Management is usually interested in defining the differences that exist in the individual and certainly the most common methods of evaluating individual differences for industrial selection are application blank, interview and personal testing.
Here we will discuss the Application blank in brief detail. The application blank is the most widely used selection method. A recent survey showed that 99.5 percent of the companies used application blanks which set the ball rolling toward selection. The application forms vary from a few pages to many-page folders containing hundreds of questions about the applications history. The main items of information requested on application blanks are name, address, age, marital status, schooling, experience and references. Other items vary considerably from one company to another and from one job to another job. Special requirements should dictate the specific form of blank. Not only do application blanks serve as sources of preliminary information, but also aid in interview by opening up areas of interest and discussion.
So this was a brief overview of Business psychology along with a brief description of one of the most important tools of evaluating individual differences for the purpose of organizational hiring.
Interviews:
Business psychology puts a lot of weight on developing reliable methods or tools for organizations to screen and select the most appropriate candidates to fill their work force requirements. In this article we will discuss Interview as a tool for organizations to evaluate individuals for their work force.
The personal interview along with the application blank continues to be used by almost all the organizations today. A survey of some successful companies indicated that over 98 percent of them used selection interviews. The interview is a conversation with a purpose. There are three purposes that may be served by an interview. The first one is obtaining information. The second one is giving information. The last one being motivation. The employment interview should serve all of these three purposes. It should provide an appraisal of personality by obtaining relevant information about the prospective employee’s background, his training, work history, education and interest. The interview should give information about the company, the specific job, and the personnel policies. It should also establish a friendly relationship between the employer and applicant and motivate the satisfactory applicant to want to work for the company.
Customarily, the interview is used in conjunction with the application blank. The interviewer should also supplement the application blank to obtain additional information about areas in which there is an interest in a detailed answer from an applicant.
There are several advantages of using interviews. Many psychologists are of the opinion that interview can be a better way of appraising personality than a paper and pencil test. A recent research shows that a set of behavioral characteristics can be reliably rated during the employment interview. The personality traits that can be demonstrated in an interview are responsiveness, alertness in conversation, manners, presence and poise.
An individual is a combination of many abilities and traits which interact with his other abilities. What the interview should evaluate is the applicant’s motivation, personality make up and the influence of environment and emotional problems upon him.
Apart from the above mentioned advantages of using this particular tool i.e. the interview, there are also some drawbacks of interviews. One of the foremost drawbacks of interview is that an interviewer cannot judge from a candidate’s face such personality and character traits as honesty or dishonesty. The second disadvantage is the phenomenon that psychologists refer to as the Halo effect. It refers to the tendency to judge the total worth of the person on the basis of one of the few specific characteristics. It is closely connected to stereotyping and is also dangerous. The interviewer is apt to like one or more traits, not necessarily connected to job success, and transfer his favorable impression to his final evaluation of the applicant. A negative or inverse Halo effect is also possible to be possessed by an untrained interviewer and is equally dangerous. Training interviewer to escape these common pitfalls would improve the interviewing technique.
This was a brief overview of the widely used tool of interviewing along with the respective advantages and disadvantages. Despite the certain drawbacks, business psychologists still strongly recommend the use of interviews to screen the candidates for the work force related needs of organizations.
nlp for business