O Psicólogo Corporativo

Summary

In this video, Gilson Júnior introduces the field of organizational psychology, emphasizing its role in improving employee well-being and aligning individual needs with company goals. He traces the history of the discipline from its roots in industrial psychology to its current application in human resource management, recruitment, and team development. Organizational psychology fosters positive environments, reduces turnover, and enhances productivity by addressing employees' emotional and psychological needs. The video also explores the professional requirements and responsibilities of organizational psychologists in ensuring a healthy, efficient workplace.

Takeaways

• 😀 Organizational psychology originated from industrial psychology and focuses on understanding human behavior in workplace settings.
• 😀 The corporate psychologist plays a crucial strategic role in balancing employee well-being with company goals to improve productivity and profit.
• 😀 Organizational psychology emerged in the late 19th century and has grown in importance, especially with the rise of horizontal management models.
• 😀 In Brazil, over 23.6% of psychologists work in the organizational sector, making it the second-largest field for psychologists.
• 😀 Organizational psychology aims to align employee needs with company interests, promoting well-being and positive performance.
• 😀 Historically, the role of employees was undervalued, but as management theories evolved, companies began to recognize the importance of employee well-being.
• 😀 Pioneers like Walter Scott and Almighty Monsterberg were key in applying psychological techniques to solve organizational issues, influencing the field globally.
• 😀 In Brazil, industrial psychology was first taught in the 1920s, later evolving into the modern field of organizational psychology.
• 😀 To work as an organizational psychologist, professionals need a psychology degree and knowledge in areas like administration, human resources, sociology, and ergonomics.
• 😀 Organizational psychologists typically work in recruitment, training, development, preventing anxiety, improving business climate, reducing turnover, and fostering employee satisfaction.
• 😀 An assertive hiring process is one in which employees meet the company's expectations during their probation period, demonstrating their suitability for the role.

Q & A

What is organizational psychology, and how did it come about?

Organizational psychology, initially known as industrial psychology, emerged with the goal of studying psychological and cognitive-behavioral phenomena in organizations, specifically addressing human factors at work, including human resource management. It developed as a branch of psychology to understand and improve the behavior of individuals, groups, and institutions within a corporate environment.

What role does a corporate psychologist play within a company?

A corporate psychologist plays a strategic role by developing strategies that enhance employee well-being. Their goal is to align the needs of the company with the needs of the employees to increase productivity and overall company success. They help create an environment where employees feel valued, which leads to improved performance.

How has organizational psychology evolved over time?

Organizational psychology started as industrial psychology in the 19th century and focused primarily on addressing issues like worker well-being. With the rise of horizontal management structures, where employees have a voice, the need for a mediator—such as a psychologist—grew, leading to the establishment of organizational psychology.

Why is organizational psychology important in modern companies?

Organizational psychology promotes the well-being of employees, which has a direct impact on productivity and profit. In today’s workplace, it helps create a healthier, more collaborative work environment, ensuring employees feel valued and engaged in their work.

What is the difference between industrial psychology and organizational psychology?

Industrial psychology focuses on the application of psychological principles to improve workplace productivity, whereas organizational psychology goes beyond that to study broader human behaviors in organizational settings, including group dynamics, organizational culture, and the relationship between employees and the company.

How does organizational psychology relate to company profits?

Organizational psychology contributes to company profits by ensuring that employees are engaged, feel valued, and experience well-being in their roles. This alignment between employee satisfaction and company goals fosters increased productivity, lower turnover rates, and a better business climate, which ultimately boosts profits.

What are some common areas where organizational psychologists work?

Organizational psychologists typically work in areas such as recruitment and selection, training and development, career planning, improving workplace climate, preventing anxiety, increasing productivity, reducing turnover, and supporting assertive hiring processes.

What qualifications are necessary for a psychologist to work in organizational psychology?

To work in organizational psychology, a psychologist must hold a degree in psychology and complement this with knowledge in related fields such as administration, people management, sociology, anthropology, ergonomics, occupational safety, and communication.

What is assertive hiring, and why is it important?

Assertive hiring refers to the process where a company hires an employee who not only meets the qualifications during recruitment but also demonstrates the necessary skills and characteristics during the trial period. This ensures that the employee aligns well with the company's expectations and culture.

What role does organizational psychology play in improving employee well-being?

Organizational psychology focuses on improving the quality of life for employees by addressing both their professional and personal concerns. Through conversations and assessments, psychologists can identify factors affecting employee performance and provide tailored support to ensure their well-being and job satisfaction.