Managing Well at Work

Psychology can assist organizations in various ways: by selecting and assessing employees, identifying job skills, selecting recruiting methods, evaluating employees, training new employees, and appraising their performance. 

Compare Groups

As a manager, you would identify a group of your most efficient people in any role, i.e., the people you would want to hire more of, and then compare this group with those of a group of the least efficient people. You may find the first group to be strong in harmony and responsibility, energy, assertiveness and their eagerness to learn. 

Identifying Strengths

Identifying peoples’ strengths and matching those strengths to type of work is the first step toward workplace efficiency. Performance appraisal can serve a number of purposes: it helps decide who to retain, how to reward and pay people, how to harness employee strengths, assess job shifts or promotions, helps motivate any need for improvement, and affirms worker’s strengths.

Appraisal Methods

Performance appraisal methods should include:

 • Check lists on which supervisors simply check off behaviors, such as “always helpful to customers” or “takes long breaks.”

 • Graphic rating scales that supervisors check off. For example “worker dependability,” “productivity,” etc.

 • Behavior rating scales that supervisors check off. For example “follows procedures,” “habitually takes shortcuts,” or “often exceeds expectations.”

Performance appraisal could also be rated by co-workers, customers, as well as the employee himself.

Enhance Satisfaction & Productivity

Manage in ways that enhance worker satisfaction, engagement, and productivity. Effective leaders harness job strengths, set goals and choose an appropriate leadership role by:

 • Helping employees identify and measure their own talents.

 • Matching tasks to talents, giving employees freedom to do what they do best.

 • Caring about how your employees feel about their work.

 • Reinforcing positive behaviors through recognition and reward.

 • Offering 4 to 5 positive comments for every negative comment.

This report is not a diagnosis. We hope this information can guide you toward improving your life.

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