5 chances to win a cutting edge occupational psychology textbook

update: this competition is now closed and the winners have been contacted. Thanks for your entries. We have five copies to give away of Occupational Psychology: An Applied Approach by Gail Steptoe-Warren, kindly donated to us by the publishers Pearson.

From the publishers: “Occupational Psychology: An Applied Approach introduces students to the essential theories in this area, from motivation and wellbeing to group roles and individual differences. The book explores the impact of every topic from the perspective of the individual, management, and the organisation as a whole, encouraging the reader to consider the consultancy process at each stage.”

For your chance to win the book, simply post a brief answer to this question set by Pearson – “How do you think an occupational psychologist can have the most impact on a workplace?” Five winners will be picked at close of play on Friday 26 April. Please remember to leave an email address for us to contact you.

For inspiration, remember you can read about new occupational psychology research here on the main Research Digest and over at our sibling blog the Occupational Digest. Good luck.

18 thoughts on “5 chances to win a cutting edge occupational psychology textbook”

  1. The best way I can think of having an impact is just by raising people's knowledge of the role of psychology at work – whether that's giving impromptu talks, lunch and learns, or just evangelising about occ psych until people tell me to shut up.

    The last is most common, sadly.


  2. Occupational psychologist have the most impact in the work place because they identifying abilities and developing potential – through using tests and job-relevant exercises at selection, and in career counselling.motivating people – in designing payment and reward systems, and advising on health and safety issues.assessing performance both on and off the job – in designing appraisal systems, advising on stress management.helping people and organisations adapt to change – advising on how to change attitudes and behaviours to improve customer service.designing effective organisations – advising on the best type of management systems, identifying effective human resources strategies, and designing jobs to fit peoples' skills,hope this help, thanks for reading ,michele

  3. Occupational psychologists can divert their knowledge in many different aspects in a workplace, such as selection and assessment during and after staff recruitment, evaluating business efficiency and performance, improve employee's relationship by providing relative schemes and consultation, improve their abilities and motivation by implement training schemes etc.

    In my opinion, occupational psychologists could exercised their role best would be in improving the business productivity whilst take care of worker's well being. In other words, focusing on identifying the problems and weakness in the human resources management, and devise ways to improve it. As far as research have already showed that employee's well-being, satisfaction and motivation are inter-related and are associated with productivity, therefore the social aspects of employees cannot be neglected while keeping business goal as the focus.

    Taking care of their well-being, intensify their sense of self as a group in the company, identify their weakness in work- ship and hence providing problem-shooting training session could help archive the target.

    Thanks for the give away, looking forward to learn more and the have a look of the updated techniques!
    Email: kathysiki@gmail.com

  4. “How do you think an occupational psychologist can have the most impact on a workplace?”

    Be innovative.

    as how the world is constantly improving itself, occupational psychologists must keep their pace and be as ever-changing as the world – meaning using modern ways of influencing the workplace, in additional to traditional methods like the boring personality tests.

    To have the most impact on a workplace, an occupational psychologist can permeate his/her influence into each and every stage of production and process within an organisation, including personnel selection, management, improving productivity, appraisal, and more. To make this possible, occupational psychologist can head the human resources department or act as a consultant of the company for human resources management and productivity concerns.

    For instance, for personnel selection, occupational psychologists can design the best tests and assessment methods to choose the best person for the job. But what can be new? Something that fascinated me recently is how recent studies have shown how a person's social networks can help interviewers or companies to identify whether he is the right one. Some research also showed how facebook can reveal a person's personality traits among the Big Five; how weird email addresses could impair your chances of getting a job… Other than traditional ways of personnel selection, the occupational psychologists can take a step ahead – analysing other dimensions that someone else might have neglected.

    Managing employees, improving productivity and enhancing morales can also be innovative too. As some new research reveals the implications of people being late in meetings, occupational psychologists can exert their power through observing every little thing that might be of a completely different angle of normal managers. Putting a nervous person in a team might bring advantages. For instance, another recent research showed a positive relationship between time on Facebook and productivity. Is procrastination necessarily a bad thing to morale and efficiency? Real life work place research can be done specific to their own organisations can help maximize productivity in an innovative while practical way.

    Just as everything else in the world, one must be innovative to be able to lead. And for a pioneer and a leader, this person must be versatile. An occupational psychologist, to make the greatest impact in a workplace, is best to make use of novel research and apply these studies in the workplace to choose the best person and boost productivity (of course, be practical too); to be a step ahead of every one.

    Thanks for reading!

  5. In Hong Kong, it is not so popular to hire a occupational psychologist in a company. I hope that people in HK will understand more about the role of occupational psychologists and the benefits, such as how they can boost the work efficiency, manage the relationship between employers and employees and maintain a good mental health in workplace. Also, the message of work-life balance would be spread among companies in the future.


  6. I'd love to see more awareness of context and physical cues as ways to nudge and prompt pro-social behaviour in the workplace. Occupational psychologists, as far as I can tell, could do a lot of good by helping others to focus on the good and not always be about fixing problems. Positive occupational psychology, anyone?

  7. It is a matter of posture. If the Occupational psychologist is an instrument of the status quo he/she will never cause positive impact. He/she should be alinged with the people's needs and work on the transformation of the workplace no the continuity.

  8. I believe that an occupational psychologist is in a unique position to help implement organizational policies, activities, interactions and environments that are conducive to both worker productivity and employee satisfaction. Considering the considerable amount of time we spend at work, a workplace that promotes the physical and mental well-being of its employees is essential. An occupational psychologist can have the greatest impact by promoting and implementing best practices that are supported by current research in order to boost the health of the organization, as well as the health of its workers.

    I have not yet had the opportunity to take an occupational psychology course, so winning this textbook would provide a great learning experience. Best of luck to all!


  9. By focusing relentlessly on science against the ceaseless flow of management fads and the popular business books that spawn them–both of which are oftentimes based on nothing more than appealing anecdotes and comforting step-by-step models.

    Occupational psychologists would do well to emulate corporate counsel. Lawyers do net let a desire to “partner” with senior leadership cloud their legal judgement because they know they will be held accountable by their profession. Likewise, occupational psychologists should have the courage to put the best science on the table and let the chips fall where they may. (butina@gmail.com)

  10. The best way to use a psychologist in the work place would be to use someone inconspicuous in the background not drawing attention to themselves to get a clear idea of ways to optimis people's productivity and see any underlying issues people may have. Not spying on them as such but seeing there natural persona which is always the best way to diagnose any underlying issues they may have. It's a win win the company has a psychologist who can monitor people and the people who wouldn't normally come forward to a psychologist get monitored.


  11. I'm not an occupation psychologist. I'm effectively a field practitioner. I make my living helping companies create more productive, fun workplaces. This book will provide evidence and ideas for what I do.

    Mark Levison – mark@agilepainrelief.com

  12. Homeostasis, that is my analogy. The Occupational Psychologist keeps a constant state of optimal functioning within organizations. By constantly developing new relationships with every department involved in a given context, the Occupational Psychologist will uncover new ways of bringing people together for an even better functioning of the whole.


  13. Be closely in touch with people in a company and with their needs, implement interventions that respons to these and prove their benefits. Bring psychology close to them and them close to (occupational) psychology.

  14. I am still in the middle of my MSc in occupational psychology and am aware I have a lot to learn so I may be a bit off the mark here. But, from the stories of my lecturers and the experiences I’ve had, I think from a consultancy perspective at least, it is ultimately about perceptions of worth. Regardless of whether the service is to provide training, development, assessment, coaching, change transition, it all stands or falls on how much the client really values the occupational psychologist. So it’s up to us as occupational psychologists to demonstrate our worth, by doing the following:

    1.Know our stuff (we are supposed to be the ‘expert’).

    2.Show the client we know our stuff. Demonstrate why it was a good thing to ask for us.

    3.Present ourselves well. Looking and acting professional is half the battle.

    4.Listen to what the client has to say (even if we don’t agree with it).

    5.Be prepared to have our ideas and methods questioned. A lot.

    6.Repeat point 2.

    In doing this, we, as occupational psychologists will demonstrate that we are the expert and the client was right to ask for our services. The client will then not only be more likely to implement our methods but also be more likely to ask for our services again in future. They will also be more likely to recommend us to others, thus maximising the impact we can have on their workplace and elsewhere. So in short, most impact is achieved through demonstration of an occupational psychologist’s worth to a workplace.

    (I hope that was brief enough!)


  15. There are several ways in which an occupational psychologist can have an impact on the workplace.

    From a businessperson and employer's point of view, an occupational psychologists can do wonders in terms of increasing staff productivity and as a result of that, increasing revenues and profits.

    From a worker's point of view, however, it adds a caring side to the HR department. It reminds them that it's not just about getting hired and fired, and that the establishment doesn't just care about what goes on within its four walls. It reminds them that to be a good worker, and be healthy in general, a balance needs to be struck between work and life, and that they're not on their own when trying to achieve it.

    In a time when we're all spending more and more time at work, and the world is paying more attention to psychology, occupational psychologists are just going to become more and more important, I feel.


  16. The occupational psychologist needs to have insight of his skills, knowledge and abilities. He then needs to understand what the workplace needs, and apply his skills, knowledge and abilities.

    The workplace is driven by some goal. The occupational psychologist needs to come in and provide ways for the workplace to be effective, efficient, and ethical in meeting that goal. He/ she needs to coach, consult and teach workplace leaders about appropriate behaviours in order to ensure that workplace goals are met.

    Nathi Khoza – khoza.nathi@gmail.com

  17. This question reminds me of a quote. “Management is doing things right; leadership is doing the right things.” The simplicity of this quote has the feel of something out of The Art of War and begs the question what are the right things? The power of occupational psychology lies in it's ability to provide a scientific structure about how to optimize the workplace. Occupational psychology not only applies to management but also those working below them and gives them the tools to be successful. Words like “optimize” and “success” are broad because the impact of occupational psychology are equally broad. Whether the goal is greater productivity, accurately accessing employees, or leaving each day enthusiastic and with a smile on your face occupational psychology provides people with the knowledge and framework in a scientific context to help people to achieve their goals.


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