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Rutgers University has the best definition of organizational psychology and explains it in part as "intervening with organizations to achieve one or more of" four specific objectives that relate to performance, relationships, fairness and equity, and employees' sense of well-being. Organizational psychology may be closely allied to social psychology and positive psychology yet, as those like Dr. Burke of Columbia University makes clear, these are nonetheless separate fields of psychology. They overlap in the pursuit of identifying and applying that which makes life and, specifically, life in the work place attuned to strengths and to what is best for performance, relationships, equity, and well-being.
The factors for considering whether to take a course in organizational psychology all seem to fall on the pro side of the evaluative equation, especially considering the emerging social and organizational problems of rising violence, incivility, diversity and multiculturalism in both private and work-related life. The cons seem to be restricted to personal interest and preference.
If you are not interested in organizational culture (social and cultural orientation within business and industry); if you are not interested in applied psychology (psychological principles applied to daily living experiences); if you are not interested in research in psychology, then you will not have a preference for taking this course.
Assuming there is a prerequisite for basic psychology courses, even someone with a major in Business/Finance and a minor in psychology would benefit from a course in organizational psychology, provided personal interest and personal preference guide in that direction.
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