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Diploma in Organisational Psychology

  • Exploring the Field

    This lesson offers a practical insight into what organisational psychology is, and its place as an applied field of psychology. The lesson will encourage students that even though you may not be a psychologist (or training to be), the insights and understandings that organisational psychologists have about the workplace are practical and accessible to all. Lastly, the lesson will paint a practical sketch of what an org psychologist actually does, and their typical role in companies.

  • A Changing World of Work: Evolution of the Psychology of Work

    This lesson outlines how the field of industrial (then becoming organisational) psychology was born, and the kind of problems it first sought to solve. The lesson outlines the key theoretical contributions of some of the field's founding fathers — and why their work was so important. Lastly, a modern view of the field is explored, and some of the more contemporary, exciting areas of work are covered.

  • Employees Are People Too: Understanding People at Work

    Lesson three focuses on key psychological constructs and shows how they apply to the workplace context. Without being too theoretical, the lesson aims to demonstrate why the psychology of people really impacts how employees behave and feel when they are at work.

  • What's Wrong and How Can We 'Fix' You? Psychopathology and 'Broken' Workplaces

    This lesson explains the concept of pathology (or 'sickness') at work — both from a physical and a psychological perspective. It explores the way a workplace is constructed, the physical use of tools of trade, and how the results of fatigue and stress all have a tangible, negative impact on employees. The lesson looks at the emotional or psychological aspects of workplace pathology, exploring issues such as burnout and unhappiness. A current perspective is offered on how forward-thinking organisations are using the insights and data findings of organisational psychology, to rethink how they treat their workforce and attain greater holistic health in the workplace.

  • Finding the Right Employee: Talent Attraction

    Lesson four looks at some key HR management processes, and how to connect the expertise and findings of org psychology to key aspects of these. Delving into the foundational concept of an employee lifecycle, you will be introduced to the various HR processes at each stage. The deep-dive focus is then on recruitment, both from a sourcing and a selection perspective. The concept of psychometric testing is introduced here and explored foundationally. The lesson talks about the real lessons learnt from recruitment experts, and why organisations need help from org psych practitioners to get this right.

  • Making Rocket Fuel: Employee Engagement

    Lesson six introduces the idea of Human Performance, and the never-ending need of the organisation to improve workforce output. Practical processes like performance management as part of the employee lifecycle are references here, but the fundamental crux of this lesson is unpacking the idea of discretionary effort, and how organisational psychologists help businesses get that 'extra mile' from employees. Concepts like employee engagement and retention are covered in this lesson, viewed from the lens of improving performance.

  • Moving the Chess Pieces: Potential and Performance

    This lesson explores some of the challenges of managing people once they are in an organisation, and highlights how potential is a criterion for people to be moved across and upwards in a company. However, potential is very hard to determine, and the insights of org psychology are useful in this regard. This lesson also outlines practical HR processes like succession and promotion, and draws on practical case-study examples to illustrate how challenging this is for management to get right.

  • Coaching for Performance: How to Get the Best Out of an Employee

    Coaching is very popular in the world of work at the moment, but it is also not something that is well understood or critically evaluated. Lesson eight outlines why coaching is a performance improvement tool for organisations, and helps the student differentiate between that and other approaches. It highlights the role of the manager as coach, and also focuses on unpacking some of the common challenges of coaching for performance.

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