Evolution towards the concept of Organization

Transit from industrial psychology to organizational psychology

In its beginnings, the discipline was called industrial psychology because its main field of action was the factories and mass production processes derived from the industrial revolution.

The focus was almost exclusively on the efficiency of human machinery and the optimization of work times.

However, as the study of human relations gained importance, it became clear that a company is, above all, a complex social organization.

This paradigm shift made it possible to recognize that psychological findings were applicable to any coordinated unit of two or more people pursuing a common goal, be it a small store or a large hospital.

Thus, the term evolved into "organizational psychology," reflecting a greater interest in internal psychological phenomena and the impact that institutional processes exert on human beings.

Validity of the classical models in current management

Despite the passage of decades, many discoveries made during the first half of the twentieth century remain surprisingly relevant in the modern workplace.

Foundational research has shown that the performance of a team depends not only on its physical capabilities, but also on its expectations and the prevailing social climate.

It was discovered that the group has a fundamental power to motivate or demotivate its members, directly conditioning production.

These conclusions, which today seem like common sense, were revolutionary in demystifying the idea that the only driving force for workers was economic incentives.

Today, talent management continues to use these bases to foster team cohesion and a sense of belonging as the main productivity tools.

The profile of the organizational psychologist today

The role of today's professional is much broader than simply recruiting and selecting personnel.

A psychologist in this environment must have a high empathic capacity and communication skills to positively influence the internal climate of the company.

Their role ranges from behavioral diagnosis to the control and management of human talent to generate brand value.

In addition to the traditional tasks of job analysis and training, the modern specialist must be updated in trends such as consumer marketing and market psychology, understanding how the corporate message influences both internally and externally.

Professional secrecy and unwavering ethics are the pillars that allow him or her to act as a trusted mediator in crisis situations or conflicts of interest within the corporate hierarchy.

Summary

Initially called industrial psychology because of its origin in factories, the discipline evolved by recognizing that any coordinated unit of people constitutes a complex social organization with internal psychological needs.

The classical models are still valid when demonstrating that performance depends on the social climate and group expectations, demystifying that the economic incentive is the only driver of work behavior.

The profile of today's psychologist is broad, requiring empathy and ethics to manage talent, diagnose behaviors and act as a strategic mediator that generates human value within the brand.