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Business Psychology

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Introduction

Business Psychology The population of the Earth is 6,692,030,277 and every person on this planet is different from the others, everyone is unique. We differentiate from each other not only physically but also mentally. People think, behave, talk, believe, motivate, work, and learn etc in a different way. Individuals differ in: 1. Personality - It encompasses a number of characteristics that arise from within an individual. Personality can be influenced by several factors: genetic, environment, early childhood, culture, socialization and age. It consist the physical, mental, moral, and social qualities of the individual. There are two fundamental approaches study of personality - the idiographic approach and the nomothetic approach. The believers in the idiographic approach think that every person has an exclusive personality. No two personalities are alike therefore the personality must be studied in terms of its own organization not in comparison with others. The nomothetic approach is the opposite. His believers analyze data about groups, and the main objective of this approach is the isolation of one or more of the variables of personality. An essential means of studying personality is the trait perspective. Trait is "Individual characteristic in thought, feeling and action, either inherited or acquired, and refers to tendencies to act in a certain way" McKenna (1995). Traits may serve three major functions. They may be used to summarize, to predict, and to explain a person's conduct. When a person shares a pattern of traits with a large group of people, he or she is said to belong to a personality type. ...read more.

Middle

o Word fluency- the ability to think of words quickly. o Number- the ability to work with numbers and perform computations o Space- the ability to visualise space-form relationship. o Memory- the ability to recall verbal stimuli o Perceptual speed- the ability to grasp details and to see similarities and differences between pictured objects o Reasoning- the ability to find a general rule on the basis of presented instances. * Information processing models- is the attempt to understand intelligence in terms of the cognitive process that operates when individuals engage in intellectual activities, such as problem solving. The information processing approach is reflected in Sternberg's work: he creates the triarchic theory. The triarchic theory involves that the individual functioning intellectually in three ways: o Componential- refers to analytical thinking like recognising, defining, and representing problems and it is connected with success in taking tests. o Experiential- refers to creative thinking and characterises the individual who can dissect experience into various parts, and then combine them in an insightful way. o Contextual- refers to real-world contextual functions of intelligence, it is reflected in the person who can play the game and manipulate the environment. Another famous view of intelligence is propounded by Gardner. According to Gardner's theory there is no such thing as singular intelligence. He states that there are six distinct types of intelligence and they are independent from each other. Every type operates in a different part in the brain and has its own rules. ...read more.

Conclusion

Some people depend on their jobs because they have family so they think that their job is very important. Some wants to have a great career so again think that their job is very essential. Some people work because they need to so they do not think that they have very important job. 11. I think that the best method for assessing candidate's suitability to work in the Call centre is with Psychological tests. There are three uses of tests: educational, occupational and clinical. We are interested in occupational tests they measure: * General Intelligence * Attainment ( measures what the person can do) * Ability ( used to predict what people will be able to do in future, for example driving tests) * Aptitude- (specific ability) * Personality * Interest * Values * Attitudes I think that the best tests which you should give to your future employees are tests which measure the general intelligence and personality. Possible personality tests: * Eysenck's personality inventory REFERENCE: 1. Arnold, J. Cooper, C & Robertson, I., 1998 Work Psychology: Understanding Behavior in the Workplace. 3rd ed. Great Britain: Financial Times Prentice Hall. 2. McKenna, E., 2006. Business Psychology and Organisational Behavior.4th ed. Hove, East Sussex: Psychology Press. 3. Burger, M, J., 2000. PERSONALITY. 4th ed. United States of America: Wadsworth. 4. Pervin, A., 2005. Personality- theory and research. 9th ed. United States of America: John Wiley & Sous, Inc. 5. Shavick, A., 2007. Passing psychometric tests :this book gives you the 3 things you need to pass a psychometric test - information, confidence and plenty of practice. 2nd ed. Oxford: How To Books. 6. ...read more.

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