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Managerial psychology is a sub-discipline of industrial and organizational psychology that focuses on the effectiveness of individuals and groups in the workplace, using behavioral science. The purpose of managerial psychology is to aid managers in gaining a better managerial and personal understanding of the psychological patterns common among ...
Humanistic psychology; Individual psychology; Industrial psychology; Liberation psychology; Logotherapy; Organismic psychology; Organizational psychology; Phenomenological psychology; Process psychology; Psychoanalysis; Psychohistory; Psychology of self; Radical behaviorism - often considered a school of philosophy, not psychology; Social ...
Chefs even use Kashmiri chillis as a substitute for dishes with Goan Peri-Peri masala. [4] Due to the high demand for Kashmiri chilis, substitutes such as Byadagi chillies are often used. [3] There are government initiatives and incentives in Jammu and Kashmir to support and increase the production of the local variety of the Kashmiri chilli. [5]
Importantly, individuals can also differ not only in their current state, but in the magnitude or even direction of response to a given stimulus. [5] Such phenomena, often explained in terms of inverted-U response curves, place differential psychology at an important location in such endeavours as personalized medicine, in which diagnoses are customised for an individual's response profile.
The Psychology of Management: The Function of the Mind in Determining, Teaching, and Installing Methods of Least Waste is a book written by Lillian Gilbreth which investigates the psychological aspects of scientific management, incorporating concepts of human relations and worker individuality into management principles.
Theoretical psychology is concerned with theoretical and philosophical aspects of psychology.It is an interdisciplinary field with a wide scope of study.. It focuses on combining and incorporating existing and developing theories of psychology non-experimentally.
Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s, and developed further in the 1960s. [1] McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs.
Role congruity theory was developed to try to examine (among other things), gender differences in organizational contexts and which conditions evoke these differences and alter their outcomes. Despite the advances made using role congruity theory, looking to sex roles often led to interventions aimed at 'fixing the women' so they could keep up ...