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Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
Edgar Henry Schein was a Swiss-born American business theorist and psychologist who was professor at the MIT Sloan School of Management. He was a foundational researcher in the discipline of organizational behavior, and made notable contributions in the field of organizational development in many areas, including career development, group process consultation, and organizational culture. He was the son of former University of Chicago professor Marcel Schein.
Human resource management (HRM) is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
The Michael G. Foster School of Business at the University of Washington is the business school of the University of Washington in Seattle. Founded in 1917 as the University of Washington School of Business Administration, the school was the second business school in the Western United States.
Personal development or self-improvement consists of activities that develop a person's capabilities and potential, build human capital, facilitate employability, enhance quality of life, and facilitate the realization of dreams and aspirations. Personal development may take place over the course of an individual's entire lifespan and is not limited to one stage of a person's life. It can include official and informal actions for developing others in roles such as teacher, guide, counselor, manager, coach, or mentor, and it is not restricted to self-help. When personal development takes place in the context of institutions, it refers to the methods, programs, tools, techniques, and assessment systems offered to support positive adult development at the individual level in organizations.
Sir Cary Lynn Cooper, is an American-born British psychologist and 50th Anniversary Professor of Organizational Psychology and Health at the Manchester Business School, University of Manchester.
Manfred F.R. Kets de Vries is a Dutch management scholar and psychoanalyst, consultant, and professor of leadership development and organizational change at INSEAD. His research focuses on leadership and the dynamics of individual and organizational change, exploring the interface between management theory, psychoanalysis, psychotherapy, evolutionary psychology, and executive coaching. He created a group coaching intervention method which is used in business schools and consulting firms. He has written more than 50 books, 400 articles and book chapters on leadership, and organizational and personal change.
Positive psychological capital is defined as the positive developmental state of an individual as characterized by high self-efficacy, optimism, hope and resiliency.
William C. Byham is an American entrepreneur, author and industrial/organizational psychologist.
Fred Luthans is a management professor specializing in organizational behavior. He is the university and George Holmes Distinguished Professor of Management, emeritus at the University of Nebraska–Lincoln.
Rodney L. Lowman is an American psychologist, academic administrator and entrepreneur whose major contributions have been in the areas of career assessment and counseling, ethical issues in Industrial and Organizational Psychology, the integration of clinical psychology and I-O psychology and helping to develop the field of consulting psychology. In a study of the most prolific contributors to the Consulting Psychology Journal: Practice and Research, Lowman was rated the second highest contributor for articles for the period 1992–2007.
Mark van Vugt is a Dutch evolutionary psychologist who holds a professorship in evolutionary psychology and work and organizational psychology at the VU University Amsterdam. Van Vugt has affiliate positions at the University of Oxford, Institute for Cognitive and Evolutionary Anthropology (ICEA).
An authoritarian leadership style is described as being as "leaders' behavior that asserts absolute authority and control over subordinates and [that] demands unquestionable obedience from subordinates." Such a leader has full control of the team, leaving low autonomy within the group. The group is expected to complete the tasks under very close supervision, while unlimited authority is self-bestowed by the leader. Subordinates' responses to the orders given are either punished or rewarded. A way that those that have authoritarian leadership behaviors tend to lean more on "...unilateral decision-making through the leader and strive to maintain the distance between the leader and his or her followers."
Authentic leadership, while having no formal or unequivocal definition, is a growing field in academic research. The idea has also been embraced by leaders and leadership coaches, who view it as an alternative to leaders who emphasize profit and share price over people and ethics. There appears to be some consensus in the literature about the qualities an authentic leader must have. These include self-awareness, the ability to trust one's thoughts, feelings, motives and values, self reflection, responsiveness to feedback, and the ability to resolve conflict in honest and non-manipulative ways. An authentic leader is supposedly able to further the success of an organization within the confines of social and ethical values, even when that seems impossible. Authentic leadership is claimed to be a superior model due to the greater trust and motivation it invokes in subordinates. Much of the evidentiary basis for authentic leadership has been called into question and papers have been retracted.
Herman Aguinis is an American researcher, business professor, and author. He is the Avram Tucker Distinguished Scholar and professor of management at the George Washington University School of Business in Washington, D.C., where he served as chair of the Department of Management and director of the Master of Human Resources Management Program. He has been ranked among the world's top 100 most influential economics and business researchers in the world every year since 2018. He served as president of the Academy of Management (AOM), and has been inducted into The PhD Project Hall of Fame. Prior to moving to Washington D.C. in 2016, he was the John F. Mee Chair of Management and the founding director of the Institute for Global Organizational Effectiveness in the Kelley School of Business at Indiana University.
The Multifactor Leadership Questionnaire(MLQ) is a psychological inventory consisting of 36 items pertaining to leadership styles and 9 items pertaining to leadership outcomes. The MLQ was constructed by Bruce J. Avolio and Bernard M. Bass with the goal to assess a full range of leadership styles. The MLQ is composed of 9 scales that measure three leadership styles: transformational leadership (5 scales), transactional leadership (2 scales), and passive/avoidant behavior (2 scales), and 3 scales that measure outcomes of leadership. The MLQ takes an average of 15 minutes to complete and can be administered to an individual or group. The MLQ can be used to differentiate effective and ineffective leaders at all organizational levels and has been validated across many cultures and types of organizations. It is used for leadership development and research.
The Psychological Capital Questionnaire (PCQ) is an introspective psychological inventory consisting of 24 items pertaining to an individual's Psychological Capital (PsyCap), or positive psychological state of development. The PCQ was constructed by Fred Luthans, Bruce J. Avolio, and James B. Avey with the goal to assess the dimensions of PsyCap. The PCQ measures four dimensions of PsyCap: hope, efficacy, resiliency, and optimism. The PCQ takes between 10–15 minutes to complete and can be administered to individuals or groups. The PCQ is protected by copyright law and published by Mind Garden, Inc.
The full range of leadership model (FRLM) is a general leadership theory focusing on the behavior of leaders towards the workforce in different work situations. The FRLM relates transactional and transformational leadership styles with laissez-faire leadership style.
Bernard Morris Bass was an American scholar in the fields of leadership studies and organizational behavior. He was distinguished professor emeritus in the School of Management at Binghamton University, where he was also the founding director of the Center for Leadership Studies. He was a founding editor-in-chief of Leadership Quarterly. He was also a fellow of the Society for Industrial and Organizational Psychology and the Academy of Management. He is well known for his research on transformational leadership, which was inspired by the work of James MacGregor Burns. His Bass Handbook of Leadership has been described as "the authoritative resource book in leadership". When he retired from Binghamton University, he was the most cited leadership scholar in the world. His awards included the Society for Industrial and Organizational Psychology's Distinguished Scientific Contributions Award (1994), the Society of Psychologists in Management's Distinguished Practice in Psychology award (1997), the Academy of Management's Eminent Leadership Scholar Award (2006), and the Lifetime Achievement Award from the International Leadership Association's Leadership Legacy Program (2008). In 2018, the Center for Leadership Studies that Bass helped to establish in 1987 was renamed in honor of him and his wife, Ruth.
Adrian Frank Furnham is a South African-born British BPS chartered occupational psychologist and chartered health psychologist. He is currently an adjunct professor at BI Norwegian Business School and a professor at University College London. Throughout his career, he has lectured in the following post-secondary institutions: Pembroke College, Oxford, University of New South Wales, University of West Indies, Hong Kong University Business School, and the Henley Management College.
References
- ↑ "Bruce Avolio". Foster School of Business. Retrieved 2019-07-17.
- ↑ "Bruce J. Avolio CV" (PDF). Foster School of Business. Retrieved 2019-07-16.
