Cary Cooper | |
|---|---|
 Cooper at the World Economic Forum's Annual Meeting 2010 | |
| Born | 28 April 1940 |
| Nationality | American / British |
| Occupation | Academic |
| Known for | 50th Anniversary Professor of Organizational Psychology and Health at the Manchester Business School |
Sir Cary Lynn Cooper CBE FAcSS (born 28 April 1940), is an American-born British psychologist and 50th Anniversary Professor of Organizational Psychology and Health at the Manchester Business School, University of Manchester.
Before moving to Manchester he was Distinguished Professor at Lancaster University. Cooper was Head of the Manchester School of Management (within UMIST) from the early 1980s. In 1995 he became Pro-Vice-Chancellor and then Deputy Vice-Chancellor of UMIST until 2002. From 1979 to 1980 he was chairman of the Management Education and Development Division of the Academy of Management and was elected as Founding President of the British Academy of Management. [1] In June 2005 he was appointed head of the Sunningdale Institute, which, managed by the United Kingdom National School of Government, brings international academics and industry figures together to advise on issues facing UK public sector organisations. [2] He was chair of the Academy of Social Sciences, [3] a body representing over 88,000 social scientists and 46 learned societies in the social sciences (including the Royal Geographical Society, British Psychological Society, the Political Studies Association, and the Royal Statistical Society). In 2010 he was chair of the Chronic Diseases and Mental Health Global Agenda Council of the World Economic Forum. He is immediate past president of Relate, [4] Clinical Advisor to Anxiety UK, [5] President of the Institute of Welfare, [6] Past President of the Chartered Institute of Personnel and Development 2016–2021, Chair of the National Forum for Health & Wellbeing at Work (2016-) and past president of the British Association for Counselling and Psychotherapy. [7] Cooper was a director of well-being specialists and business psychologists at Robertson Cooper Limited, a university spin off company which he set up in 1999 with Ivan Robertson. [8] He was the founding editor-in-chief of the Journal of Organizational Behavior ,founding co-editor of the International Journal of Management Reviews , and past editor of the journal Stress and Health .
Cooper's parents were Jews from Romania and Ukraine who settled in West Hollywood. [9] [10] He became a British citizen in 1993.
Cooper went to Fairfax High School and then obtained a BSc (UCLA), an M.B.A. (UCLA), and a PhD (Leeds University, UK).
Cooper has received the following awards from professional and academic organizations:
Cooper was appointed Commander of the Order of the British Empire (CBE) in the 2001 Birthday Honours for his contribution to occupational/organizational health and was Knighted in the 2014 Birthday Honours for services to social science. [13]
Cooper has been described as the media's first choice for comment on workplace issues, [3] and is often interviewed by the UK press (including BBC and ITV) for both news and current affairs. [14] [15] [16] [17] [18] [19]
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.
Stress management consists of a wide spectrum of techniques and psychotherapies aimed at controlling a person's level of stress, especially chronic stress, usually for the purpose of improving everyday functioning. Stress produces numerous physical and mental symptoms which vary according to each individual's situational factors. These can include a decline in physical health, such as headaches, chest pain, fatigue, and sleep problems, as well as depression. The process of stress management is named as one of the keys to a happy and successful life in modern society. Life often delivers numerous demands that can be difficult to handle, but stress management provides a number of ways to manage anxiety and maintain overall well-being.
Human resource management 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.
Organisational climate is a concept that has academic meaning in the fields of organisational behaviour and I/O psychology as well as practical meaning in the business world There is continued scholarly debate about the exact definition of organisational climate for the purposes of scientific study. The definition developed by Lawrence R. James (1943-2014) and his colleagues makes a distinction between psychological and organisational climate.
"Psychological climate is defined as the individual employee’s perception of the psychological impact of the work environment on his or her own well-being. When employees in a particular work unit agree on their perceptions of the impact of their work environment, their shared perceptions can be aggregated to describe their organisational climate ."
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. However, bullies can also be peers, and subordinates. When subordinates participate in bullying this phenomenon is known as upwards bullying. The least visible segment of workplace bullying involves upwards bullying where bullying tactics are manipulated and applied against “the boss,” usually for strategically designed outcomes.
The term eustress means "beneficial stress"—either psychological, physical, or biochemical/radiological (hormesis).
The Wolfson Research Institute for Health and Wellbeing is an interdisciplinary research centre within Durham University. It is based at the university's Queen's Campus in Thornaby, Stockton-on-Tees.
Barbara Czarniawska was a Polish-Swedish organisation scholar.
Monika Maria Kostera is a Polish sociologist of management. She is known for her contribution to organization theory, organizational archetypes and myths, storytelling and narrative analysis in organizational anthropology. She holds professorships at University of Warsaw, Södertörn University in Sweden and Institut Mines-Télécom Business School in France.
Occupational health psychology (OHP) is an interdisciplinary area of psychology that is concerned with the health and safety of workers. OHP addresses a number of major topic areas including the impact of occupational stressors on physical and mental health, the impact of involuntary unemployment on physical and mental health, work-family balance, workplace violence and other forms of mistreatment, psychosocial workplace factors that affect accident risk and safety, and interventions designed to improve and/or protect worker health. Although OHP emerged from two distinct disciplines within applied psychology, namely, health psychology and industrial and organizational psychology, for a long time the psychology establishment, including leaders of industrial/organizational psychology, rarely dealt with occupational stress and employee health, creating a need for the emergence of OHP. OHP has also been informed by other disciplines, including occupational medicine, sociology, industrial engineering, and economics, as well as preventive medicine and public health. OHP is thus concerned with the relationship of psychosocial workplace factors to the development, maintenance, and promotion of workers' health and that of their families. The World Health Organization and the International Labour Organization estimate that exposure to long working hours causes an estimated 745,000 workers to die from ischemic heart disease and stroke in 2016, mediated by occupational stress.
Workplace aggression is a specific type of aggression which occurs in the workplace. Workplace aggression is any type of hostile behavior that occurs in the workplace. It can range from verbal insults and threats to physical violence, and it can occur between coworkers, supervisors, and subordinates. Common examples of workplace aggression include gossiping, bullying, intimidation, sabotage, sexual harassment, and physical violence. These behaviors can have serious consequences, including reduced productivity, increased stress, and decreased morale.
The Journal of Organizational Behavior is a peer-reviewed academic journal published eight times a year by Wiley-Blackwell. The journal publishes empirical reports and theoretical reviews spanning the spectrum of organizational behavior research. It was established in 1980 as the Journal of Occupational Behavior, obtaining its current title in 1988. The founding editor-in-chief was Cary Cooper, who was succeeded by Neal Ashkanasy. The current editor-in-chief is Christian Resick.
The Society for Occupational Health Psychology (SOHP) is the first organization in the United States to be devoted to occupational health psychology. It is dedicated to the application of scientific knowledge for the purpose of improving worker health and well-being.
The ICD-11 of the World Health Organization (WHO) describes occupational burnout as an occupational phenomenon resulting from chronic workplace stress that hasn't been successfully managed, with symptoms characterized by "feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy." It is classified as a mismatch between the challenges of work and a person's mental and physical resources, but is not recognized by the WHO as a medical condition.
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these official estimates causing an estimated 745,000 workers to die from ischemic heart disease and stroke events in 2016.
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction".
Leaveism (leavism) is a term first coined in 2013 by Dr Ian Hesketh, a researcher at University of Manchester, to describe the phenomena of employees using flexitime, annual leave, rest days and other leave entitlement schemes to have time off when they are in fact too unwell to go to work. He later extended this to include occasions whereby employees took work home and/or on holiday that they could not complete in paid working hours. Hesketh's research, which centred on well-being in the UK police service, sought to identify a gap in current thinking around absenteeism and presenteeism; of which there is a plethora of academic study and commentary. The aim of his studies was to highlight that the true extent of sickness absence may be masked by the practice of leaveism, and that there may be a hidden populace experiencing significant work overload.
Tony Buon, is a British workplace psychologist, speaker, mediator and author. He is the Managing Partner of Buon Consultancy based in Edinburgh, Scotland
A psychosocial hazard or work stressor is any occupational hazard related to the way work is designed, organized and managed, as well as the economic and social contexts of work. Unlike the other three categories of occupational hazard, they do not arise from a physical substance, object, or hazardous energy.
Psychosocial safety climate (PSC) is a term used in organisational psychology that refers to the shared belief held by workers that their psychological health and safety is protected and supported by senior management. PSC builds on other work stress theories and concerns the corporate climate for worker psychological health and safety. Studies have found that a favourable PSC is associated with low rates of absenteeism and high productivity, while a poor climate is linked to high levels of workplace stress and job dissatisfaction. PSC can be promoted by organisational practices, policies and procedures that prioritise the psychosocial safety and wellbeing of workers. The theory has implications for the design of workplaces for the best possible outcomes for both workers and management.
| Colleges |  | |
|---|---|---|
| People |
| |
| Buildings | ||
| Departments | ||
| Student life | ||
| Symbols | ||
