1.

I. Organizational Psychology

An organization is a systematically structured a social unit of people and managed to pursue
collective goals on a continuing basis. Psychology is the scientific study of the human or animal's behavior
and mental process.

Organizational psychology is the branch of psychology that applies psychological theories and principles in
organizations. Often referred to as Industrial Organizational psychology, this field focuses on increasing
workplace productivity and related issues such as the physical and mental well being of employees.
Industrial organizational psychologists perform a wide variety of tasks, including studying worker attitudes
and behavior, evaluating companies, and conducting leadership training. The overall goal of this field is to
study and understand human behavior in the workplace.

Organizational psychology is focused on group activities, most commonly offices and workplace
psychology. This takes theories, research, and intervention and communication strategies and applies
them to groups in both work and non-work settings. People in this field focus on helping people
understand their interactions with one another so that everyone can work together to accomplish
organizational goals. Other functions that fall on the psychology include training employees, developing &
measuring job performance.
The organizational side of psychology is more focused on understanding how organizations affect
individual behavior. Organizational structures, social norms, management styles, and role expectations
are all factors that can influence how people behavior within an organization. By understanding such
factors, psychologists hope to improve individual performance and health while at the same time
benefiting the organization as a whole.
Understanding human behavior at work can be broken down into six distinctive categories. Each section
describes, in detail, how to hire the best person for the job, helping employees acquire relevant skills,
identifying employee strengths and weaknesses, encouraging employees to do their best, from supervisor
to CEOs, and the challenges of working with others.
Training and development: Professional in this area often determines what types of skills are
necessary to perform specific jobs as well as develop and evaluate employee training programs.

Employee Selection: This area involves developing employee selection assessments, such as
screening tests to determine if job applicants are qualified for a particular position.

Ergonomics: The field of ergonomics involves designing procedures and equipment designed to
maximize performance and minimize injury.

Performance Management: industrial organizational psychologists who work in this area develop
assessments and techniques to determine if employees are doing their jobs well.

Work Life: This area focuses on improving employee satisfaction and maximizing the productivity
of the workforce. Industrial organizational psychologists in this area might work to find ways to
make jobs more rewarding or design programs that improve the quality of life in the workplace.

Organizational Development: industrial organizational psychologists who work in this area help
improve organizations, often through increasing profits, redesigning products, and improving the
organizational structure.
To be an effective leader, the manager must influence his associates in a positive way to reach the goals
of the organization. Furthermore, the transformational leadership approach can help managers become
exceptional leaders.

1.
II. Difference between Basic psychology & Organizational psychology

Basic psychology involves the theories of psychology that only describe and explain human or
animal's behavior and it is research just for the sake of knowledge.

Organizational psychology is applied discipline of psychology that applied principles and theories
of basic psychology in organizations to increases productivity and efficiency of work and workers.
This field focuses on increasing workplace productivity and related issues such as the physical and
mental well being of employees. Industrial organizational psychologists perform a wide variety of
tasks like studying worker attitudes and behavior, evaluating companies and conducting leadership
training.

While both of these fields deal with the study of people's attitudes in a particular setting, they
have differing goals. Basic psychology seeks to observe people's interactions in a variety of social
settings while organizational psychology only focuses on examining people's actions and
motivations in the workplace. As applied psychologists, organizational psychologists use concepts
theories and techniques derived from all areas of Basic psychology.
2.
I. Effective Communication Skills
Communication is the only interaction that we make when we involve with another party. Whether it is
personal relationship or a professional one, communication keeps us connected to one another in the
community. Therefore, communication is the main mechanism where the conflicts are arisen as well as
they are solved. Effective communication can make sure that you communicate appropriately and
correctly in order to minimize such confrontations. In case there are disagreements or conflicts, effective
communication can be again used for solving such issues.
Following are the main skills one should have to become an effective communicator. Although
acquiring all these skills and mastering them to the same level seems to be challenging, knowing all these
skills and slowly working on them will take you to the level you want to be in communication.
Staying Focused
When you deal with a current crisis or an argument, relating something from the past is quite natural. If
the discussion goes out of topic and the situation can become quite complicated. Staying focus is one of
the best skills not only for communicating under pressure, but for all types of communications. If you go
out of focus, there is a high chance that the end result of the communication may not be effective.
Listen Carefully

Although people think that they are listing when another person talks, actually they are spending time
planning what to say next. Therefore, you need to make an extra effort in order to listen to what the
other person says and then come up with what you want to say. If you are not sure what you've heard,
repeat it and ask for their confirmation.
Understand Others Point of Views
In most of the communications, we want ourselves heard and understood. We talk a lot on our point of
view and try to get the buying of who are listening. If you want them to hear you, you need to hear them
and understand their point of view too. If you don't 'get it', ask more questions until you do. If you can
really see through their point of view, you can actually explain yours in a clear and applicable way.
Empathy When Criticizing
Sometimes, we become really defensive when someone criticizes us. Since criticism has close ties with
emotions, we can be easily erupted. But, in communication, it is really important to listen to the other
person's pain and difficulties and respond with empathy. At the same time, try to extract the facts and
the truth in what they say; it can be useful for you. While criticism is hard to hear, and often exaggerated
or colored by the other persons emotions, its important to listen for the other persons pain and respond
with empathy for their feelings. Also, look for whats true in what theyre saying; that can be valuable
information for you.
Taking Ownership
Taking personal responsibility is strength. When it comes to effective communication, admitting what you
did wrong is respected and required. Effective communication involves admitting when youre wrong.
Most of the times; there are many people who share responsibility in a conflict. In such cases, admit what
is yours. This behavior shows maturity and sets an example. Your behavior most probably will inspire
others to take responsibility for their share.
Compromise if Necessary
We love to win arguments all the time. But how often have you felt empty inside after winning an
argument? Sometimes, winning an argument does not make sense. You may win the argument but might
lose the corporation of other people. Communication is not about winning. It's about getting things done.
For the objective of getting things done, you may have to compromise in the process.
Take a Time-Out
Sometimes, you need to take a break in the middle of the discussion. If the communication is intensive,
there can be ineffective communication pattern surfaced. Once you notice such patterns, you need to
take a break and then continue. When you continue after the break, all the parties involved in the
discussion will be able to constructively contribute for the discussion.
Compete for Your Objective
Although there can be a lot of obstacles on your way, do not give up what you are fighting for. Surely you
may have to compromise, but clearly stand for what you believe in. When it comes to communication, all
the parties involved should satisfy with the outcome of it.
Ask for Help

Sometimes, you might have difficulties communicate certain things to certain parties. This could be due
to an issue related respect or something else. In such cases, seek help from others. Your manager will be
one of the best persons to help you with.
In a corporate environment, effective communication is the key to win your way to success. Regardless of
whether you are targeting your career growth or winning the next big project, effective communication
can make your way to the objective. In addition, effective communication can get you a lot of support
from your subordinates as well.
2.
II. Stages of Communication Model
Every organization, no matter what their expertise and where they are situated, and what scale they
operate, realize and value the importance of good communication. This communication for organizations
takes place both within the organization as well as with other outside stakeholders outside. Therefore, it
is vital for any business organization to understand the communication models out there, so they can use
them for enhancing effective communication in the organization. Communication today is mainly of three
types:
Written communication, eg: form of emails, letters, reports, memos and various other documents.
Oral communication. eg: face-to-face or over the phone/video conferencing, etc.
Non-verbal communication, This is using gestures or even simply body movements that are made,
could send various signals to the other party and is an equally important method of
communication.
The basic flow of communication can be seen in the diagram below. In this flow, the sender sends a
message to the receiver and then they share the feedback on the communication process.

The models help the business organizations and other institutions to understand how communication
works, how messages are transmitted, how it is received by the other party, and how the message is
eventually interpreted and understood. The communication cycle is subdivided into 7 stages:
1. An idea occurs: This is the very first stage of the cycle, which is when you have an idea that you want
to communicate.
2. Encoding: What we want to say, how we want to say and to whom. To consider in which language we
want to say. in this stage you think through how you are going to communicate what you are thinking
and begin to put your thoughts into language, or even codes such as sign language
3. Message sent: at this point you send your message in a form of speaking, writing or other ways such as
sign language or Braille.

4. Receiver: Consider what the receiver may be assuming about the sender.
5. Transmission: The sender is able to transmit the information in the right time and format.
6. Decoding: The receiver is able to understand the information, where the meaning of the message is
responsibility of the sender .This is a vital stage of the communication cycle where the other person
has to interpret the message. This is not always easy, as the other person will make assumptions
about words and body language
7. Feedback: It is the responding of the receiver. The final stage of the communication cycle is when the
message is understood and they are able to communicate effectively
Examples
Sender and Receiver
In the basic interpersonal communication model, the sender, also known as the source, is the person
who initiates the communication process. In a dyadic, or two-person, communication situation, the
receiver is the other person involved. In a public speaking or public communication situation, the
audience is made up of receivers. The numbers can vary from a few to a few hundred. The speaker
may use only their voice or may need a public address system. In mass communication, there could be
literally hundreds, millions, or even billions of receivers.


Interaction of Senders and Receivers
communication is interaction, participants take turns 'sending' and 'receiving.' This turn-taking is even
true for mass-mediated communication, for instance, the process whereby an entertainment program
is created, programmed, and aired for an audience's enjoyment. If the audience watches and enjoys
the program, it is likely to continue to be aired. Interaction means that both parties like persons or
entities can affect the other. In this way, both parties are senders and receivers. They are also co-
persuaders in that they may take turns trying to affect one another by sharing symbols.

Noise in the Communication Process
Noise is anything that disrupts or interferes with the communication process. Noise can be physical
or psychological, it can disrupt the communication process at any point, and it can be associated with
any element in the system.


Feedback in the Communication Process
Feedback is the final link in the chain of the communication process. After receiving a message, the
receiver responds in some way and signals that response to the sender. The signal may take the form
of a spoken comment, a long sigh, a written message, a smile or some other action. Even a lack of
response, is in a sense, a form of response. Without feedback, the sender cannot confirm that the
receiver has interpreted the message correctly. Feedback is a key component in the communication
process because it allows the sender to evaluate the effectiveness of the message.