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Becoming a ScholarPractitioner/Reflection/Applied

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Situations influencing some individuals are not necessarily judged by the general attitude, which happens to be an imperfect indicator of the exact behavior. The application of attributes, an element of social psychology, is used to examine the significance of the performance of individuals in relation to matters of management. Performance of management is concerned with the techniques that enable activities of employees and outputs to go well together with the objectives an organization has set for itself. Most organizations have an official system of performance appraisal in which employee work performance is determined on a frequent basis. An outstanding system of performance appraisal can vastly enhance an organization (Saari Judge, 2012). The attribute approach in the performance of management is an effective criterion for assessing performance of employees. The attribute approach centers on the degree to which human beings boast of certain attributes supposed to be sought after for the success of an organization. These techniques have the tendency to utilize the attribute approach in describing a set of characteristics including competitiveness, inventiveness, and leadership in the evaluation of effects on individuals. The application of social psychology with regard to the assessment of performance by individuals can be realized from its application in the manipulation of the extent of change in groupings or individuals (Smith Haslam, 2012). The performance by humans is usually observable and determinable, as it refers to precise activities contributing to the attainment of the anticipated outcome. Assignment # 2 Applied Social Psychology and the Work Environment Employees with high satisfaction from their jobs are productive. The employees with high satisfaction levels at their work places experience a working scenario enhanced by the HR activities. The actions by the HR assist in the manipulation of the programs of the organization and the management practices. The organizational leaders bear the responsibility of formulating a high level environment of job satisfaction (Gunelius, 2012). The fundamental aspiration of leadership should be towards enhancing the performance of the labor workforce and the machinery to enhance quality, increase productivity, and, concurrently, bring pleasure of workmanship to the employees. An encouraging environment enables employees to have a feeling of pleasure in the work they do. The satisfaction is gained by such factors as the provision of an affirmative environment of work, provision of incentives and credit, involvement with employee engagement, and the assessment of job satisfaction. On the other hand, the consequences of low job satisfaction can be far reaching. The lack of employees’ satisfaction could result in numerous areas of work getting affected, with their mannerism also having an effect on their colleagues (McFarlin, 2012). The employees registering low work satisfaction experience numerous other concerns at the workplaces as a consequence. Failure of employees to be happy with their jobs is likely to result into experiences of stress levels at the work place. The fundamental human nature principle explains that if an individual is not doing something enjoyable, chances