Strategies for the work of a psychologist with an...

Strategies for the work of a psychologist with an organization

Specific areas of professional activities of organizational psychologists are largely determined by the position that he takes in relation to the object of application of his forces. This largely sets the main goals, tasks, ways and methods of work. If the psychologist acts in one of three functional roles and implements one of three activities (examination, training, counseling), then the methods of his work can also be grouped into three groups: diagnosis, training, counseling. All these methods are characterized by the fact that, although they do not exhaust the arsenal of methods of practical psychology, they represent methods of intervention, or intervention.

As OV Solovyeva rightly notes, "psychologists working practically, ie, which help various social actors (individuals, groups, organizations, broad social communities) understand that their real problems are, as a rule, complex. So, attempts to solve them within the same subject area ... and from one subject position will certainly be ineffective. "

In this regard, it is more appropriate to talk about the strategies of work chosen by the psychologist in the provision of professional services to certain social actors (organizations).

Strategy "Man himself is the master of his life, or Salvation drowning - the work of the drowning themselves" rests on the idea of ​​the primacy of psychological causes in any social difficulties. People with consciousness and will can, with the help of a psychologist, discover the sources of the difficulties that have arisen and either eliminate them on their own, having developed a system of measures necessary for this, or change their attitude towards them. The help of the psychologist in this case consists in the organization of individual or group work with the consciousness of clients, aimed at finding ways of "self-salvation."

Strategy It's all about the lack of a common psychological culture orient the psychologist to work primarily with the phenological plan of the customer's difficulties. If you tortured continuous conflicts between employees, then you should teach them "correct" or effective behavior in conflict situations. There are no relationships with the boss (subordinates) or with colleagues in the work, so the main focus of the psychologist's efforts is on improving the culture of business relationships in the organization, etc.

Strategy "Complex problem - complex interdisciplinary" approach " consists in attracting specialists from other subject areas (economists, sociologists, lawyers, etc.) for joint work. In this case, the psychologist is required not only to have a broader view of the nature of the problems arising in the organization, his own desires and the skills of the "team work."

For many current organizational psychologists, the first strategy has the greatest appeal, since the psychologist as a "process specialist" does not bear virtually no responsibility for the final product and "pays" Only if he himself is a member of a consultative organization. In addition, "the application of the first strategy," OV Solovyova writes, "in a certain sense means the transfer of the ideology of individual psychological counseling to the organizational context."

The decisive factor in choosing a psychologist of this or that strategy is to take into account the peculiarities of the organizational situation in which the problem was revealed. The important thing is:

• where localized bottlenecks organization - at the strategic or tactical levels of functioning (in the first case, the first strategy will be adequate, in the second case, the second and third);

• at which phase of its life cycle is the organization - formation (the first strategy), stable functioning (the second or third), the crisis (the first or the third), the decay (the first).

Most modern United States entrepreneurs have already come to the conclusion that psychological knowledge is necessary for the success of their activities, but many are still convinced that a psychological service is not an integral part of business. For a number of economic and organizational and management reasons, small and medium-sized enterprises use the services of a psychologist only from time to time to solve specific problems related primarily to personnel management issues. To have a specialist psychologist in your staff, and even more so a full-fledged psychological service, only medium-sized enterprises and large companies that are stable on the market can afford it.

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