Below you'll find a list of all posts that have been categorized as “Organizational Development”
Openness, Trust & Psychological Safety Openness is at the core of the concept of psychological safety. This concept was spoken about by Harvard’s Amy Edmondson in a 1999 journal article where she spoke of it in context to team learning and performance. She defined it as an absence of interpersonal fear and where people can speak up about work-related topics …
Person job fit is a requirement is what most of the organizations look for when requiting but if we are looking at long term goals person-organization fit becomes an important aspect in the matrix The most crucial question in P-O fit is how employees and organisations choose each other, why they continue to work together, and how compatibility affects that …
The impact of work on general wellbeing of an individual has always been a subject of occupational psychology but in recent times it has widely been explored by the positive psychology paradigm. It proposes that questions about what goes right, what gives life, what inspires and what is experienced as good, in addition to what is problematic and difficult in …
A recent research study at Tel Aviv University proposes that knowing when a task ends, improves our performance on the task. Knowing when a task is to finish allows us to allocate time to other activities upon completion of the task. This may be in the form of pursuing our hobbies & leisure activities. Individuals may also be less likely …
A new study at the University of California attempted to study altruistic tendencies & their impact in a working environment. A group of employees were asked to be kind to a small group (experimental group) of people while expressing nothing of the sort to a different group (control group). Results suggest that pro-social behaviours by the experimental group increased by …
