PO Psychology and Attitudes

 There are several common myths about Human resources and about the attitudes of HRM professionals that need to be addressed. Many people believe in the myths surrounding human resources. Most of them stem from misunderstandings, limited exposure to HR practices, or negative personal experiences. It is important to note that while these myths exist, they are not accurate representations of the role and attitudes of HR professionals. There are several common myths about Human Resources that need to be debunked. HR is only for hiring and firing - HR does handle the recruitment and termination process but their role goes far beyond that. HR is not strategic -people believe that HR is merely an administrative function and does not contribute to the overall strategic goals of an organization. However, HR plays a vital role in aligning HR policies and practices. HR is always on the side of the management - This is a common misconception. they do have a responsibility to support the organ

 HRM and HRD have two different views in psychology: HRM (Human Resources Management) This mainly emphasizes the management of people in the organization. where activities such as recruitment, selection, training, performance management, compensation, and employee relations are concerned. HRM basically ensures the right people with the right skills are in the right position to achieve the organizational goals. HRD (Human Resource Development) On the other hand, HRD focuses on the development of human resources within the organization. their activities involve training and development, career planning, talent management, and organizational development. HRD focuses on improving the knowledge, skills, abilities, and overall performance of employees to support their personal growth and contribute to organizational success. While both of these almost share common goals of managing and developing people within the organizations, HRM tends to have a more administrative and operational focus i

Conflicts between HR can arise due to various reasons, such as differences in opinions, conflicting interests, miscommunication, or lack of clarity regarding roles and responsibilities. It is essential to address these conflicts promptly and effectively to maintain a healthy work environment. Some common areas where conflicts may arise include: Recruitment and hiring : Lots of ideas differ between HR and hiring managers when it comes to the selection of candidates for the job role. Performance Management : Disagreements commonly arise between HR and employees or hierarchy regarding performance evaluation, goals, feedback, or disciplinary actions. Compensation and Benefits : when HR is responsible for salary ranges, bonus structure or benefit packages conflicts may arise as employees and managers have different expectations of fairness. Politics and Procedure : There are several clashes in many organizations between HR due to the implementation of attendance, leave, or disciplinary proc

Workplace conflicts have been a major issue for ages. Which is mainly caused due to lack of understanding and management. This is also caused due to employees with different mindsets, attitudes, backgrounds, and work ethics. These conflicts should definitely be solved for the smooth running of the organization. Conflicts can be expressed in different ways insults, bullying, anger, and noncooperation. these personality clashes can lead to mismanagement and miscommunication. these negative effects can ; lead to the downfall of the organization in no time. Most of the time these conflicts do cause negative effects but at times it is also needed to come up with good ideas which is to a certain extent normal and healthy. The disagreeing also at times brings about the best ideas to make a successful workplace. but taking them to the extent of revenge would not be acceptable. Common workforce causes include, Conflict priorities, Conflict perspectives, Conflict assumptions, Conflict tolerance

To achieve a positive change in an employee through observation and monitoring, the managers and HR can decide to grant good opportunities to them. Until a change in attitudes is made we cannot in any mean bring happiness to the working environment. An organization can take steps to ensure that positivity remains in the workplace . It reduces stress in professional and personal life, increases productivity levels, improves customer relations and most of all creates a homely environment. An organization can thus decide to uplift the employees through different means. Which helps employees focus on creating that environment themselves. They, 1)Adjust vocabulary 2)Consider how others feel 3)Find solutions to problems 4)Smile more often 5)Show appreciation to one another 6)Interact more often with positive people 7)Practice gratitude 8)Reward themselves  9)Develop goals 10)Get enough rest and take a break 11)Learn new things and think ahead 12)Engage in self-reflection So, How can the lead

 Personality is a combination of characteristics and qualities that shows a person's attitudes through proper psychological behavior. Attitudes help people maintain a stable, organized, and meaningful structure of their world. HR professionals say happy employees are productive employees. If employees show a good attitude their co-employees will as well communicate and get along in the workplace. This is where Psychology blends in. The understanding of psychology in the workplace makes the environment feel safer, and employees feel understood and fearless to open up with ideas and thoughts. It is the influence to move through the world. Psychology helps us understand people and that understanding brings out a positive attitude to make the workplace a successful place. Psychology is the scientific study of human behavior and attitude is a part of human nature. This entire process builds up an employee's personality. There are five personality traits in organizational behavior wh