Courses Organisational Psy

3.4 Leadership & Coaching (ESSBP3081A; 6 ECTS)

Introduction to the course

An important part of personnel psychology and industrial and organizational (I/O) psychology in general is the way people evaluate and make decisions about others. Appraisal, selection, development and interpersonal interaction are key processes in organizations. Dynamics of basic social psychology form the foundation for these processes. Even though psychologists develop methods to eliminate human error in interpersonal judgment, many judgment processes are not systematic and are conducted by managers and employees who are not trained for the task.

This course tries to develop an understanding in person perception processes by focusing on basic theory and research of person perception and social cognition. The world of other people is very important to us. Others can easily cause us grief and pain and they are able to influence our happiness and satisfactions. How do we make sense of those others? You may find your boss to be a very ruthless person, and John to be the colleague to whom you may want to go in case you need help. But why did Brian yell at his clients? Maybe you find him to be very immature. We all are interested to learn about other people. At the same time, we all have very strong convictions about how to know and understand others.

When you get to know another person, you are engaged in a process of perceiving that person. You are observing behavior and are drawing conclusions about what you have seen. How we perceive people is one aspect of general perception and cognitive processes. Yet, people are much more complicated than are most other stimuli. Can our judgments therefore be accurate? Are there ways that we characteristically go astray when trying to understand others? Are we simplifying our perception of others too much and is this fair to others? These are the type of issues that we will get an understanding for during this course.

Learning objectives of the course

This course deals with an important and relevant area of social psychology, which is named person perception or interpersonal perception or social perception or social cognition interchangeably. This area has strong implications for understanding and influencing interpersonal behavior in organizations. The course therefore has the following learning objectives:

  • At the end of the course the student has profound knowledgeable in the domain of person perception.
  • At the end of the course the student realizes the importance of _ideas from cognitive psychology for the domain of person perception.
  • At the end of the course the student realizes the importance of theories and models of this social psychological discipline for applied psychology, in particular for industrial and organizational psychology.
  • At the end of the course the student is able to apply the theoretical concepts in person perception to issues in the workplace.
  • At the end of the course the student can write a scientifically sound state-of-the-art paper on a particular subtopic from the domain of personal perception.

3.5 Organizational Psychology (ESSBP3085A; 6 ECTS)

Introduction to the course

This course offers a basic introduction in Organisational Psychology. With an emphasis on applying theory and research findings, this course explores the mechanisms that organizations use to influence employees’ behavior. Major organisational theories, as well as organisational structure, organisational culture and organisational change are addressed. The focus then shifts from the macro level to the group/individual level, addressing resistance to change and deviant behavior in the workplace. Finally, students prepare an individual assignment, consisting of a literature review (i.e., state-of-the-art paper on a particular topic in organisational psychology, such as leadership, TQM, decision making in organisations, etc.).    

3.6 Occ. health & Ergonimics (ESSBP3089A; 6 ECTS) 

Introduction to the course

Imagine a world that has no safety specialists and no human factors designers. It could be a world of chaos where industrial accidents occur frequently, employees are over-tasked and cognitively overloaded, there are insufficient breaks and vacations, the work-space does not harmonize with employees making common tasks more challenging and challenging tasks more impossible, and employees are often sick due to burnout or physical injuries caused by improper tools and techniques. Luckily, we are in a world where safety specialists and human factors designers do exist to make work easier, safer, and more efficient. Although we often do not even notice the effect they have on our environment, their impact is quite large. After taking this course, you should appreciate their work much more, because it could be your work one day as well.

Safety and Human Factors design takes you into an area where psychology meets engineering. The two worlds employ different methods, but they have the same objective – to improve human performance either directly or indirectly through the development of tools, methods, and policies. Basic psychological theories such as reinforcement theory, cognitive overload, the bystander effect, self-efficacy, empowerment, fatigue, motivation, and sensation and perception, as well as AO applications such as selection, leader-member exchange theory, job analysis, and evaluation form much of the foundation on which safety and human factors design are built.

This is an applied course, meaning that the theories you have learned in earlier courses and the ones you will learn in this course are expected to be put to use. Your objective is to learn the material so that you could explain to clients and other consumers how you would implement such interventions and be able to use scientific evidence to back-up your assertions. You will not only learn the knowledge needed to be a safety and ergonomics consultant, but also how to be an informed one.

The problems/case studies in this course are broad and are either real events or drawn from real events. The cases are designed to give you a broad understanding of the event so that you can identify the problem areas and the context in which they occur. The accompanying literature is necessary for you to make sense of the events and to develop the proper solutions.

Learning objectives of the course

  • Learn what causes accidents. Learn the various models of accident occurrence.
  • Develop well-supported arguments about the existence of preventable and non-preventable accidents.
  • Develop accident prevention programs based on your knowledge of behavioral, cognitive, social, and organizational theories.
  • Learn ergonomics and human factors applications, such as the effect of workspace characteristics, workload, and technical displays on work performance.
  • Learn how to conduct a job analysis (elements and methods) taking into account issues such as cognitive rating processes, organizational issues, ethical guidelines, and legal issues.
  • Design a job and a workspace that is psychologically and physically friendly and will maximize employee performance.
  • Learn the importance of evaluating programs and how to conduct program evaluations.