Industrial Organization Psychology Scenario: The Research Paper

" (Irvin, 2005)

The notion of utilizing servant leadership to enhance team workgroups to perform such as in the case study scenario is a contemporary viewpoint with empirical evidence to show there is effectiveness in implementing this form of leadership within the organizational development framework.

Problem solving within the organizational hierarchy is often relegated to job specific activity to which one may or may not actual solve the problem inherently active in their domain. Often, problem solving becomes a function of the group think to which individual identities in the problem solving process are merged into a collective membrane for joint analysis. The use of motivational methods (Durbin, 2004) to increase the motivation to problem solve has yielded meritocratic organizations that focus on delivery of performance above all other variables.

Additionally, the use of meta-communication (Durbin, 2004) revolves around improving organizational communication such as teamwork communication and informal network communication. Indirectly however meta-communication does improve problem solving exponentially by enabling workgroups to communicate more effectively and integrative. The appointment of management or with any promotion is in alignment with one's ability to lead, motivate, problem-solve, and to adopt the corporate culture and integrate the ethnically diverse workforce.

"Culture preferences are assumed to direct career choices in that they affect one's motives to pursue a career in higher management. Apart from having the right competencies, individuals need a strong motivation and interest in an upward career. If they lack this ambition or if they do not want to put extra effort into their career, the chance of being perceived as one of the potential managers in the organization is very small." (Fischer, 2002)

The implementation of these strategies within the workplace is a function of identifying the core issues that pertain to the use and application of these organizational diagnostic procedures. Without properly acknowledging the problem and defining the operational paradigm to which the problem exists, the proper choice in utilizing a remedy to the situation is likely to not work, or at least to be as effective as if one were to take the time and properly diagnose the situation.The personality and the job description are inherently is key to how an employee should be approached when considering the solution to the case study quandary. We have a group of employees that are undisciplined, unmotivated, autonomous and not unified, and collectively are experiencing a decline in productivity that may in time force the hand of management to enact layoffs.

Conclusion

Implementation of these strategies should be initiated by a team meeting in the break room to further discuss the work situation and the various issues that have arisen. More importantly the low productivity must be directly addressed to the staff to which the other organizational maladies are pointed out as a function of enabling a low productivity rate. The use of the aforementioned industrial organizational psychological strategies are designed to increase the level of awareness within the organization to align the employee effort to be more directly impactful to the organization bottom line.

References

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DuBrin, A. (2004). Applying psychology: Individual and organizational effectiveness (6th Ed.). Upper Saddle River: Pearson / Prentice Hall. ISBN: 0130971154

Fischer, A.H. (2002). Illuminating the glass ceiling: The role of organizational culture preferences. Journal of Occupational and Organizational Psychology, 75(09631798), 315-315-337. Retrieved fromhttp://search.proquest.com/docview/199345870?accountid=13044

Irving, J.A. (2005). Servant leadership and the effectiveness of teams. Regent University). ProQuest Dissertations and Theses, Retrieved from http://search.proquest.com/docview/305356267?accountid=13044

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