Nahum Kozak
Interactive Log for Organisational Psychology Endorsement Registrar Programme
Areas of Psychology Relevant for Organisational Endorsement
One: Knowledge of the Discipline
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A. Psychological Theory
A broad understanding of psychological theory as it relates to the successful functioning of organisations
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B. Behavioural Factors
Understanding the role of behavioural factors in organisational effectiveness and employee satisfaction, productivity, safety and wellbeing
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C. Contextual Factors
Understanding the social, political and economic context determining organisational workplace design and the role of psychological factors
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D. Discipline Specifics
Industrial, organisational and occupational psychology, personnel and vocational psychology, human resource management and development, human factors including ergonomics, coaching psychology, and consumer psychology
Two: Ethical, Legal & Professional Matters
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A. Workplace Ethics
Understanding of ethical issues in various organisational settings and how to appropriately manage them (for example, balancing ethical responsibilities to employees with obligations to employers, handling conflicts of interest)
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B. Clarify Obligations
Competence in communicating an organisational psychologist's ethical obligations to others (for example, senior executives, employees)
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C. Use of Tests
Ethical and professional use of psychological tests, with careful regard to reliability and validity, user qualifications, test security, and effectively managing such risks within on-line and multi-national testing environments
Three: Psychological Assessment and Measurement
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A. Multi-source Assessment
Competence in the use of multi-source and multi-rater assessments (for 360 degree) relevant to determining organisational effectiveness
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B. Targeted Measures
Competence in the use of targeted validated measures, including in the following areas: job analysis, recruitment and selection, worker motivation, work performance, health and wellbeing, and career development
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C. Multiple Evaluation Methods
Competence in using multiple methods of evaluating health status, including diagnostic classification systems, validated health and disability assessment scales, and self-rated scales of subjective distress
Four: Intervention Strategies
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A. Individual Interventions
Competence in individual psychological interventions, including the following: Coaching to assist set personal goals, improve effectiveness and health and wellbeing, and career development, and Counselling to help manage transitions, deal with loss or personal difficulties, and assist with work attitudes
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B. Group Interventions
Competence in group interventions, including: group team facilitation, leadership, change management, strategic planning, and conflict resolution
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C. Whole System Interventions
Competence in interventions related to whole systems, including: employee incentive and motivation strategies, performance management systems, and organisational policy and training programs
Five: Research & Evaluation
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A. Research Formulation
Competence in identification of psychological questions that arise from organisational design and needs analyses, and the formulation of appropriate research strategies
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B. Research Communication
Competence in communication of research methods and findings to non-psychologists in organisational settings
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C. Findings to Policy
Competence in the transformation of research and evaluation findings into strategic policies for managers and leaders
Six: Communication & Interpersonal Relationships
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A. Psychological Communication
Competence in communicating psychological factors relevant to organisations to: senior executives, leaders and managers, employees, and the public
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B. Consultancy Advice
Competence in provision of consultancy advice about psychological matters relevant to organisations
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C. Clarify Obligations
Competence in communicating the obligations of an organisational psychologist in various roles and settings (for example, to senior executives, to trainees)
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D. Interpersonal Communication
The ability to understand the role of psychologists within business and organisational systems, and the ability to demonstrate effective interpersonal communication skills, both orally and in writing, to benefit the clients of organisations through the provision of effective testing and workplace programs
Seven & Eight:Working with Diversity Across the Lifespan
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Seven: People from Diverse Groups
The ability to apply knowledge and understanding of how the practice of organisational psychology is influenced by social, historical, professional and cultural contexts. This includes demonstrating the ability to competently and ethically practice with people who differ from the psychologist in ways including, but not limited to: differences in age, race, colour, culture, gender, geography, language, sexual orientation, educational attainment, and socio-economic status and religious-spiritual orientation. This includes sensitivity and knowledge of working with Aboriginal and Torres Strait Islander peoples
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Eight: Practice Across the Lifespan
Competence in considering the needs of individuals and groups across different generations, including such issues as childcare, carer leave and designing family-friendly workplaces, the interaction styles of different generations, and the needs of people from different ages within the organisational context in which the psychologist is employed
What do Organisational Psychologists do?
Organisational Psychologists combine a deep understanding of both psychology and organisations to achieve greater organisational effectiveness and employee wellbeing.
How do people Feel, Think and Act… at Work?
Very simply, psychologists examine how people Feel, Think and Act; that is, they research the roles of emotions, thoughts and behaviour, and how these three things impact one another. Psychologists are bound to use the findings of research in the way they analyse a situation, in the interventions they use, and in how they evaluate outcomes - that is, they need to be ‘evidence-based.’ The particular setting that Organisational Psychologists look at feelings, thoughts and actions in an evidence-based way is the Workplace.
For that reason, an Organisational Psychologist may be involved in using their psychological knowledge to develop scientifically based approaches to improve, for example, an employee’s effectiveness and productivity. They also assist organisations to recruit, motivate and grow an organisation's human resources, and they assist organisations in developing and changing to be more productive, capable and effective.
Who uses the services of an Organisational Psychologist?
A range of people and organisations are among the consumers of the services of organisational psychologists, including:
corporations, including multi-national corporations
publicly held companies
small to medium businesses
not-for-profit (‘NFP’) organisations, and
government departments and statutory authorities.
What specific areas are most relevant to an Organisational Psychologist?
The following areas are commonly the focus of organisational psychology work:
recruiting and selecting employees
workforce analysis, leadership development and succession planning
coaching, career development/planning/transitions and stress management interventions
advocacy in the workplace, including industrial relations and occupational health and safety (‘OH&S’)
planning, development, and measurement of change management programs (e.g. those designed for staff to improve business processes and systems), and
using knowledge and understanding of the principles of psychology to examine consumer behaviours and preferences as they relate to market development, organisational branding and organisational communications.