Negotiation: Communication & Psychology

Organizational psychology is a branch of psychology that applies psychological theories and principles to organizations. Often referred to as I-O psychology, this field focuses on increasing workplace productivity and addressing related issues such as the physical and mental well-being of employees.

Organizational psychologists perform a wide variety of tasks, including studying worker attitudes and behavior, evaluating companies, and conducting leadership training. The overall goal of this field is to study and understand human behavior in the workplace.

Organizational psychology is one of the 16 recognized specialties by the American Psychological Association (APA) in the United States.

Organizational psychologists work in one of six major subject areas:

1. Training and development. Professionals in this area determine what skills are necessary for specific jobs and develop and evaluate employee training programs.
2. Employee selection. This area involves developing employee selection assessments, such as screening tests, to determine if job applicants are qualified for a particular position.
3. Ergonomics. The field of ergonomics focuses on designing procedures and equipment to maximize performance and minimize injury.
4. Performance management. Organizational psychologists in this area develop assessments and techniques to evaluate employees' job performance.
5. Work-life balance. This area focuses on improving employee satisfaction and maximizing workforce productivity. Organizational psychologists might work on making jobs more rewarding or designing programs to improve workplace quality of life.
6. Organizational development. Professionals in this area help improve organizations by increasing profits, redesigning products, and enhancing organizational structures.

Large organizations are the primary users of organizational psychology methods, either by directly employing organizational psychologists or indirectly using research findings from the field (e.g., published articles, books, and seminars). Numerous large American corporations, such as AT&T, IBM, Unisys Corp., General Motors Corp., Ford Motor Co., and PepsiCo, Inc., maintain a staff of I-O psychologists.

Organizational psychology is widely applied in countries such as England, Australia, Germany, Japan, and China.

The ability to communicate effectively impacts virtually every aspect of personal and professional life. Organizational communication refers to the sending and receiving of messages among interrelated individuals within a particular environment or setting to achieve both individual and common goals. It is highly contextual and culturally dependent. In organizations, individuals transmit messages through face-to-face interactions, written communication, and digital or mediated channels.

Organizational communication serves several functions:

1. Accomplishing tasks related to specific roles and responsibilities in sales, services, and production.
2. Adapting to changes through individual and organizational creativity and flexibility.
3. Completing tasks by maintaining policies, procedures, and regulations that support daily and continuous operations.
4. Developing relationships by addressing employees’ attitudes, morale, satisfaction, and fulfillment.
5. Coordinating, planning, and controlling organizational operations through management.

Organizational communication shapes and reflects an organization’s climate and culture, including its attitudes, values, and goals.

Organizational communication shapes and reflects an organization’s climate and culture, including its attitudes, values, and goals.

Communication is a crucial tool for disseminating an organization’s philosophy among all stakeholders. An organization’s philosophy consists of its culture, mission, and vision, which influence everyday functions, ethical standards, customer and employee relations, and overall organizational culture. The communication of this philosophy must be carefully structured, implemented, and continuously refined.

Innovative approaches to communication can strengthen an organization’s culture, provide clear guidance, enhance productivity, foster a sense of belonging, and encourage creative ideas.

Since the Era of Maturity and Innovation (1970–present), traditional communication methods, such as written notes or relying solely on line managers, have become insufficient.

Initially, organizational communication focused on public presentations by leaders. More recently, emphasis has shifted to interactions at all organizational levels.

A modern organization must provide an innovative, dynamic, ethical, and performance-driven work environment for its employees. Organizational values and philosophies can only be effectively communicated if the company actively promotes a culture of mutual respect, equality, courtesy, and transparency at all levels.