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Lectures B&E2 Behavior in Oganizations
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Introduction and explanationLecture 1, dinsdag 7 november 2023
The origins
The Hawthorne Studies
Enhanced understanding of what motivates individuals in the workplace. In addition to personal
economic needs, social needs play an important role in influencing work-related attitudes and
behaviors.
The Hawthorne Effect
Employees will perform better when they feel singled out for special attention or feel that
management is concerned about employee welfare.
These are the first studies that showed on a mass scale that it matters how you involve your
employees. Employees attitudes matter. These studies are the foundation of work and
organization psychology.
Work and Organizational Psychology: A branch of psychology that applies the principles of
psychology to the workplace (Aamodt, 2016). You want to improve an organization’s output and
performance from an economic perspective. We try to do that in an ethical way.
The study of people and their behavior at work, and of the organizations in which
people work; Work Psychologists develop psychological theory and apply the rigor and
methods of psychology to issues that are important to businesses and organizations, in
order to promote and advance understanding of individuals at work, and the well- being
and satisfaction of people working in, or served by, organizations. (Woods & West, 2014)
Behavior of working people; behavior of the individual and individual differences
Employment or work; work tasks (either paid work or internships). So, it always stands in a
relation to a work task (behavior, emotions or attitudes).
Behavior at work in or in connection to a work organization: in a bigger ecosystem. How parts
of the organization facilitate or repeat certain behaviors. What characteristics make people do
certain things? Macro level.
Thus, the organizational part is more from a bigger point of view, while the work part is more
from a personal and individual point of view. In between these levels is the task level:
combination of an overview and individual approach.
,Management: organizational level. How can I combine the task and individual element to
facilitate organizational success.
The society for industrial and organizational psychology: They set guidelines of that W&O
psychologists should be looking at. (SIOP)
Related fields: working in research, entities (universities) or consultants.
Sub fields: Work Psychology, Organizational Psychology, Human Factors/Ergonomics,
Consumer Psychology (making advertisements), Coaching Psychology, Personnel Psychology.
Convincing people that your product/plan is better based on proven strategies. (For example,
checking if the nurses use the washing stations where they are placed right now).
Work psychology
Attention is focused on characteristics of work tasks, and determinants of the quality of work
activities in relation to the capacities/characteristics of individuals. Job analyses is a part of this.
They also study fatigue and mental load, measuring performance etc. Task characteristics,
determinants of fatigue, stress, performance, work/rest schedules, etc.
Organizational psychology
Investigates the impact that individuals, groups, and structure have on behavior within
organizations. What do people think, feel and do in organizational settings?
How individuals and teams in organizations relate to each other and to the organization? How
organizations interact with their external environment? We also look at how organizations adapt
or how religion plays a part in the functioning.
TED: How do you make a team and what characteristics do a team have? A team functions better
when you have for example two stars instead of four. A team full of top players will function less
than a team with less top players that’s mixed with ‘normal’ players. Humility is actually a source
of strength in a good team with good leaders.
Personnel psychology investigates the creation, care, and maintenance of a workforce from entry
to exit.
○ Employee recruitment and selection
○ Development and training
○ Formulation of criteria for promotion, firing and disciplinary action
Arbitrary trichotomy
Different angles can be taken e.g., ow to motivate employees
Different objectives can be taken e.g., appraisal to promote or to change job characteristics
In every of these psychology forms you study on the following levels: individual, work task,
group, organization and environment. Work and organizational psychology has developed itself
,as a self-reliant multidisciplinary field: psychology of fatigue, hybrid working conditions and
sustainable well-being, safety and moral behavior, sedentary work and physical activity.
Applied vs. fundamental (theory driven mostly in a lab) research. In this branch they mostly do
fieldwork, applied research (quasi-experimental).
ASSIGNMENT INFORMATION
Topic is well related to students: burn out, work and health analyses. We’re going to use surveys.
It also needs to contain an interview with an employee and give advice.
Two surveys: BAT and UWES (burn-out and engagement)
You need to code and score the answers. Everything is in the manual and you can just use control
find. Don’t forget to mention the norm-scores en to rescore. On Brightspace you can find a
guideline to form good questions for the interview. There are two workgroups, but they are not
mandatory but well recommended. Maybe you can split the group of four that two people attend
one of the workgroups. Prepare the survey result and the interview questions and prepare how to
interpret the result.
Hand in a team contract: appendix 1 of the manual. Describe norms, goals, rewards, sanctions
and define expectations. Write down the responsibilities.
Requirements for the employee: interesting job, they have to be currently working, you have to
make sure you can send them surveys. Interview is max. 30 mins. They also have to be reachable.
The employee needs to have a full or part-time job. Ask for demographic data.
Use: Jacob & Furgerson (2012). Feedback moment is during workgroup 1. Ask good open
questions when you want to find out why your employee had a certain score on the BAT test for
example. Use your knowledge of last year concerning the interview skills, tips and tricks. Take
the privacy rules into account.
You need to have a title page, introductions (200), results (600), conclusion (400) and limitations
(300) = 1500 words (tables and references included). Use APA.
Don’t directly share test results to the employee – you are not licensed psychologist/ assessor.
Take confidentiality into account during the surveys: hand in appendix signed by you. Don’t
include any identity information about the employees. The workgroup teachers will grade your
paper. Always hand in something for the first attempt if you want feedback.
, Submit your wo r k at the latest before Friday 22nd of December 2023; 11 AM. The following
item s must be submitted before this deadline:
1. Your team contract (signed by each member o f t he team)
2. Your report
3. The (anonymized) filled out surveys
4. Your (anonymized) interview protocol (see appendix 3)
5. Appendix 4 for data management (signed by each member of the team)
You will not pass the assignment, nor receive feedback, if one of the above mentioned items is
not submitted.
Leadership and Power
Lecture 2, donderdag 9 november 2023
Leadership
Definition: leadership is about influence and motivation
Leadership is a solution to the problem of collective effort the problem of bringing people
together and combining their efforts to promote success and survival (R. Hogan et al., 1994;
Hogan & Kaiser, 2005)
Three implications of this view should be noted.
1. Leadership involves influencing individuals willingly to contribute to the good of the group.
2. Leadership requires coordinating and guiding the group to achieve its goals.
3. Goals vary by organization
Management
- Coping with complexity
- Administration of resources (including people)
- Day to day operation of the business
Leadership
- Coping with change
- Providing vision and strategy (future orientated)
- Motivation and inspiration
Both aspects (good leadership and management) are essential in organizations.
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