INTRODUCTION

In this essay, the topic of “Organizational Psychology” is analyzed, due to its great
relevance in the current era for organizations and its continuous improvement, since
it prioritizes the study of the behavior and interaction of individuals within their work
context.

The objective is to know, analyze and understand the importance that this branch of
psychology has today to improve the quality and productivity of organizations, from
considering the needs, interests, problems of employees in order to find strategies
that allow us to create pleasant work environments through decision making,
leadership and management.

Firstly, the beginnings of organizational psychology dating back to the end of the 19th
century and the beginning of the 20th century are mentioned, allowing us to
understand how it evolved over time, until consolidating its study approach; thanks to
the contributions of Walter Dill Scott, Hugo Münsterberg, APA (American
Phychological Association), the Hawthorne studies of the Western Electric Company;
the founding of the SIOP (Society of Industrial and Organizational Psychology), as
well as the events of the First and Second World Wars, contributing to the fight for
the rights of individuals.

Then, reference is made to the different terms that have been used to name it, taking
into account the use of synonyms, differences in research objectives, geographical
location of the countries, etc. Therefore, it was necessary to include a table that
shows this variety in the name of organizational psychology and its concepts.

Finally, we talk about the applicability and importance that this branch of psychology
currently has for organizations, because it aims to develop and enhance human
capital through strategies that lead to constant improvement, where motivation,
leadership and management are essential. This essay concludes with a definition of
organizational psychology, based on everything studied and analyzed on the subject.

Regarding the beginnings of organizational psychology, it emerged at the end of the

19th century and the beginning of the 20th century, taking up behavioral contributions
and at the same time as an auxiliary to administration, which did not consider the
importance of understanding human behavior in groups within work contexts, which
is more complex. It was then, the socioeconomic theory (Marxist theory) and the
Open System theory, the most viable to relate the social structure with socio-
psychological aspects.

Likewise, it is thought that the writings of Walter Dill Scott The Theory of Adversiting
(1903), Increasing Human Efficiency in Business (1911) and Hugo Münsterberg titled
Psychology and Industrial Efficiency (1913); They gave rise to this field of
psychology, because they addressed topics associated with personnel selection,
methods to increase work efficiency and advertising techniques (Koppes & Pickren,
2007, cited by Gómez, 2016, p. 134).

Likewise, the Hawthorne studies of the Western Electric Company favored the
recognition of the attitudes of employees at work, leading to valuing them as people
and towards a humanist current. This also allowed industrial psychology to have new
lines of research to improve efficiency in companies.

Among the facts that marked the history of organizational psychology are: that APA
(American Phychological Association) created in 1970, the first code of ethics that
established principles concerning human rights, social well-being, and professional
responsibility, among the most prominent and related to this branch of psychology. In
addition, the founding of the SIOP (Society of Industrial and Organizational
Psychology) in 1982, where studies were carried out on the work context linking it
with motivation and leadership. On the other hand, the First and Second World Wars
were the period of its development, together with the fight for the civil rights of
individuals to be treated equally and with respect for their dignity.

Regarding the terms used to refer to organizational psychology, there is variety. As

shown in Table 1, there are obvious differences in the concepts, and each of these
has its well-established functions.
Table 1: Terminology related to the psychology of work and organizations.

Based on the above, Furnham (2011) alludes that this diversity in terminology is due
to the fact that they are used as synonyms in some cases, the purposes of the
research are different, ethnocentrism and the geographical location of the countries
leads to modifying their use.

For example, the British use the term occupational psychology to refer to the areas of
organizational and industrial research. Another case is, when they continue to be
synonymous with industrial psychology and organizational psychology. Or, the term
refers to its main function, such is the case of vocational psychology, since it seeks to
adapt a person to a position according to their characteristics and vocation, etc. That
is, over the years and depending on the geographical and cultural context,
organizational psychology has been called with various terms, but its central
objective has been the interaction of human beings within an organization.
The next point of this essay is the application and importance that organizational
psychology has today. But, first it is necessary to highlight that this branch of
psychology is responsible for studying the social context of the individual at work,
based on topics such as motivation, satisfaction in the work area and leadership; to
improve the functioning of a certain organization. (Gómez, 2016),

Now, its application is focused directly on institutions or organizations, both public

and private, since its main function is to develop and enhance human capital in order
to contribute to the development of a certain organization through the implementation
of strategies for continuous improvement; that addresses conflicts, motivates its
employees, improves quality and productivity, hence its importance today in meeting
objectives and goals for a company or organization.

It is worth saying, some functions of organizational psychology: Training,

performance evaluation, ergonomics, interpersonal skills, safety, occupational health,
attitude surveys, work design, equal opportunities, etc.

It must be taken into account that, when studying man and his interactions in his
work context, we seek to generate changes in quality; Therefore, strategies are
required that facilitate improving communication, processes, leadership,
management and decision-making in those employees with greater and lesser
responsibility, according to their hierarchy (vertical, horizontal and spatial).

It is concluded that organizational psychology is responsible for studying and

analyzing the individual within a social group; That is, their attitudes, aptitudes,
interests and how these contribute to the way of relating in an organization. Likewise,
to solve those problems in a timely manner, which arise from interactions in the work
area, through the application of strategies that favor motivation, job security,
leadership, management, formalization and hierarchy process, to achieve the goals.
established by the company or institution aimed at improving quality and productivity.

It should be noted that this area of knowledge considers the human being, from a
humanistic perspective, where he is not a simple employee or workforce, he is a
person who feels, has aspirations to achieve, rights, personal and group problems;
You need a job with a pleasant, supportive and well-paid environment that allows you
to grow in different areas. Therefore, this branch of psychology seeks to achieve
harmony where both employees and the organization mutually benefit and feel
satisfied with the results obtained.

REFERENCES