Industrial Psychology And Recognition
Industrial Psychology And Recognition
By: Ilya Korminov
What does successful management look like and how can leaders learn to better recognize the skills of others? To answer these questions, it is important to clarify what industrial psychology and recognition are. Industrial psychology is a discipline that studies how people interact in work settings. It also examines how organizations function, how jobs are done, more specifically the lack thereof. A psychologist may offer suggestions on redesigning certain jobs in order to make them more fulfilling for workers or less demanding of their mental resources; they might also be useful as consultants when it comes to finding creative solutions in major company mergers or acquisitions. Industrial psychologists do not solely consult with companies, but they also provide consulting services for educational institutions, helping students who are having difficulty with courses or being penalized by teachers for poor performance in various subjects.
This is where the recognition of individuals' potential becomes important. Many recognize the special qualities of one individual and take it upon themselves to motivate that person so that he or she will achieve his or her potential. In the end, this can bring out more vivid results--for example, a great writer in a company would have tremendous motivation to produce so as to be recognized by his colleagues as an author of their success. The ability to recognize others' abilities quickly and determine what resources they need is key to individual motivation and teamwork.
Since industrial psychologists are concerned with questions of motivation, creativity and leadership, it is essential for them to be able to recognize when someone is motivated and willing to work, versus when someone is content with a mediocre performance. Motivation can be defined as the focused direction provided by an individual or group's drive or desire to achieve a goal. It is like a personal compass that guides people towards meaningful goals. This is one of the most important characteristics for success in any situation: personal motivation.
Another example is a factory in which every worker applies their energy to the production of a certain item. Although the new-model car is defective, most workers work tirelessly in order to meet and surpass their quota. In this situation, there is an apparent lack of motivation since many workers do not feel that what they are doing contributes to the overall goal--namely, producing more cars than expected.
On the other hand, there is an individual at this factory who has been designated as a "Quality Inspector," who works diligently to ensure that all items being produced are defect-free. His goal is not necessarily production quotas, but rather that each product must be perfect. Say there are three workers producing the defective items. One worker is "Inspecting" and two workers are "Producing." The motivation for this group of individuals would be much greater, since everyone is working towards an individual goal--and not a group one. In order to achieve this goal, a given amount of time and energy per unit is necessary.
Motivation is a very important factor in all organizations because without it, many employees will be unmotivated to accomplish their goals or achieve higher positions in the company. Motivation affects the mind and body, so that people will look forward to reaching their goals instead of being satisfied with how things are going. What motivates someone can be completely different from one individual to another. Therefore, industrial psychologists should be able to recognize and measure the different motives in order to determine how best to motivate as many people as possible.
Recognition is another important factor in human motivation, and it is crucial for every office environment. This is particularly true for the more creative workers--artists, writers or scientists--who are always seeking recognition from their workplace peers through their work. They usually desire an acknowledgment of their skills and abilities instead of recognition as a good employee in general. However, the recognition of other's abilities and abilities is not enough--they also need a reason to do so, which can bring about positive results inside an employee's mind. Different types of recognition can vary from a simple thank-you to an award for excellence in performance.
A good leader is not only responsible for the managerial team and its productivity, but also must know how to recognize other employees' abilities before they are recognized by others. As a result, the employee will feel that he or she is needed in such a way that they will put forth their best effort in order to produce quality results. This is where motivational leadership comes into play--if there are many workers who are putting forth their best effort towards common goals, then everyone contributes towards collective success and good results.
The main purpose of industrial psychologists is to help coordinate the efforts of a company by motivating individuals towards achieving organizational goals. Motivation is a common thread that ties together all aspects of an organization and its members. Motivation helps to explain why people do what they do, in what ways and to what degree. It is important for industrial psychologists to be able to recognize the different kinds of motivations that are present in a company—both personal and group motivations—because it is vital for the creation of positive results.
Creativity can be defined as the knowing how to create something new by using different elements, techniques or ideas. Thus, creativity brings about change through new ideas or various concepts which were not previously known or existed at that time. This is one of the most important characteristics of creativity--it brings about a new perception or idea and a different way of thinking about things.
It is interesting to note that there are many unique talents that can be easily seen in individuals who are creative. For example, some people have a tendency to develop an idea or concept without seeing it as being original. However, they soon locate and come up with new insights or concepts that can make them feel productive in the workplace and be proud of their work. Creative people often find new ways to approach problems solving them and are motivated by new challenges. They are constantly looking for ways to produce something positive within their surroundings--and they always do because they enjoy what they do.
Creative people are often willing to take risks in order to come up with new ideas and concepts. This is because they are never satisfied with their work and always look for ways to improve on an existing idea. Often, creative people become bored with their work once they feel that the current task does not require any original ideas--or it is not challenging enough. Although creativity is a valuable characteristic, it can also be a double-edged sword: when individuals are unable to find ways of being creative at the workplace, they might lose interest in their jobs and leave them. Many times there will be other things that can satisfy their need for creativity.
The use of computers and software is still a developing method for creativity. With the help of this technology, people can produce new ideas and concepts that were not possible to create without utilizing the power of the computer. Since there are so many different programs available, creative people can utilize their skills in a variety of ways--with the help of computer software. This way, even if they feel that something is becoming boring or uninteresting, they can always look for different methods (or software) to use.
Creativity traits are not necessarily inherent in a person's character; they can also be learned by individuals during their lifetime. However, creative people are always looking for new challenges in order to continue developing themselves as individuals.
Conclusion
In the end, it all boils down to how you see yourself in a job.
Many people say that they do not want jobs with a lot of responsibility and power, but they want jobs that pay well and allow them to work from home because they have young children. They feel that those types of jobs will provide what they are looking for: security and financial success.