Industrial Psychology Goodness of fit fit for goodness?

Regular introspection in the discipline ensures that it remains relevant in both science and practice. As such, such instrospection calls for a meta-theoretical imperative to ensure that industrial psychology is fully aware of how the theor etical models applied in the discipline influence people and the society that th ey form part of . In light of the main finding, industrial psychology's potential fit for goodness is explored with a view to enhancing its relevance in an era of goodness. The c reation of a scientific and practical interface between industrial psychology an d business ethics is suggested to facilitate movement away from a descriptive ap proach. "The context of the argument and therefore the operational domain of the industr ial psychologist, is by and large, that of the larger organisation in the privat e and parastatal sectors. The mandate of industrial psychology has traditionally been the matching of work force to workplace by explaining and influencing human behaviour in organisations

Identificar aquellos componentes de la cultura organizacional inciden en la efic iencia, eficacia y nivel de calidad de procesos y actividades organizacionales d e la Universidad Nacional, mediante un diagnstico de la cultura organizacional en la institucin. Justificaciones: el inters por analizar la cultura organizacional en contextos educativos ha sido mucho menor que el foco que se colocado sobre otros tipos de organizaciones. Lo anterior resulta interesante a la luz de las caractersticas particulares de las I ES como lo son: el empleo de por vida , la toma de decisiones colectiva, la responsa bilidad individual, ascensos poco frecuentes y evaluaciones informales implcitas diagnosticar e implementar una cultura organizacional orientada hacia los objeti vos de la institucin (Ruiz y Naranjo, 2012). Responder a los procesos de modernizacin, fortalecimiento y mejoramiento de las p rcticas en gestin humana llevados a cabo por el Ministerio de Educacin. - Proporcionar insumos que podrn conseguir beneficios como el mejoramiento de los procesos organizacionales, del clima organizacional, de las condiciones de trab ajo para el empleado y de su desempeo en la organizacin. - Fortalecer la productividad de la institucin y el desempeo laboral de los servid ores pblicos (docentes y administrativos=) Ethic behaviors focused organisational behaviour or behavior that is a move away from an instrumental (strategic) owner. RE DEFINE the relevance of industrial psychology. Four Heuristics. Reflection: 3 aspects identity, definition and paradigm Identity: Who are we?, the discipline has to undertand itself in relation to the system(s) in which it functions. 2 worlds: Scientific thinking community and th e society and organisations in which they practice. Core component: accomplishing something meaningful towards the understanding, pr

edicting and changing of human behaviour in organisational contexts. Core: Humanism, stewardship, service over self interest. Reach beyong tangible organisational boundaries and economic aims. Goodness as t he ultimate goal. Humanism -> static character that does not exclude fluidity or continuity "Industrials psychology's raison d'etre is the existence of human problems in or ganisations or the establishment of healthy organisations, or the establishment of healthy organisations and employees and its objective is to somehow provide t he basis for resolving or minimising typical problems or challenges" Otro elemen to core "Part science and part application" scientist-practitioner discipline. "supporting sciencie that, through its practical application, assists industrial ists and business leaders in reaching their economic goals" Problems in the workplace, workplace, application of psychological facts, princi ples, theory and research. scientists and practitioners, diffuse. No se ajusta al contexto fsico impuesto por el "sitio de trabajo". Su impacto se extiende ms all de las fronteras del trabajo en tanto ste tiene efectos sobre la vi da de las personas. Visagra entre los intereses de la organizacin y la bsqueda de ofrecer soluciones o minimizar los problemas de las personas en el sitio de trabajo, es una discipli na que se encuentra a medio camino entre dos fuerzas que a veces halan en difere ntes direcciones. The workplace as a context is limiting, as it does not allow for externally focu sed organisational behaviour. - El error puede ser pensar la psicologa industrial o del trabajo como una disciplina ceida a las fronteras del sitio del trabajo, p ues esto ha hecho que la disciplina no direccione su desarrollo con una visin glo bal de las implicaciones del trabajo en otras esferas de la vida de la persona / teniendo en cuenta que la relacin del individuo con el trabajo hace parte y cont ribuye en el continuo de relaciones del individuo con otros escenarios de su vid a que tambin crean necesidades, problemas y potencialidades en lo psicolgico. Communal relevance Moral conditions of society, inwardly and ourwardly focused organisational behav iour affects these moral conditions Industrial psychologist as a mover the role then becomes an ideological-universa l-reformist one There is clearly a need for continuous constructive criticism on how managers be have and organisations are run for the benefit of a greater good. "A change from analyst/technician role to that of change agent/strategist" As an organisational reformer the industrial psychologist needs to become a Socr atic gadfly. In practical terms a gadfly is a person who, through the analysis a nd defence of ideas intentionally stimulates others by his or her persistance, i n becoming gadfly, industrial psychologists embody the superego or conscience of the organisation, within the limits of their mandate. Questioning the behavioral implications of goals, strategies, structures, system s, processes and decisions for their propensity to affect goodness I.P. must question existing models of thinking and working, influence ethics of managerial worldviews, how organisational behaviour affects stakeholders, leader ship selection, psychosocial contract between organisations and employees, remun eration at all hierarchical levesls, work-life balance of employees, organisatio

nal culture and climate and organisational design. Development of ethics competence, employee performance assessment and the promot ion of organisational ethics talk. Definicin del bien! HUman behaviour core of its attention RESOURCES Good apples, la persona que es buena para el trabajo, la persona que es buena, q ue responde a la tica del trabajo, que puede incorporarse a la tica de la compaa. Seeing that ethical behavior is a core dimension of human behavior there is a ne ed for some interdisciplinary fusion of industrial psychology and the field of b usiness ethics Hechos para el bien "fit for goodness" To strengthen the bond between workfore and workplace at a time when the composi tion of both is rapidly changing. As nations face increasing problems of economi c productivity, the field of industrial psychology continues to contribute to ma king the world a better place in which to live Dos preguntas fundamentales: el posicionamiento de la psicologa industrial en la bsqueda de xito irrespetuosa de los medios y ") su sentido real de relevancia y co ntribucin resultante a la sostenibilidad social mayor.