What is organizational behavior?
Organizational behavior examines how individuals and groups act within workplaces and how those actions shape overall performance.
It explores topics like motivation, leadership, communication, and organizational culture to understand why people behave the way they do at work. The goal is to use these insights to improve organizational effectiveness and quality of life at work.
What is a systemic or holistic approach to understanding behavior in the workplace?
A systemic or holistic approach to workplace behavior looks at how people’s actions are shaped by the larger organizational environment, not just individual traits.
It considers the interconnected relationships among employees, teams, structures, and culture to understand why behaviors emerge. By viewing the workplace as an integrated system, this approach helps identify patterns and solutions that improve overall organizational effectiveness and efficiency.
What is psychological science?
Psychological science is the systematic study of mind, behavior, and the processes that shape how people think, feel, and act.
It uses empirical methods—such as observation, experimentation, and data analysis—to understand individuals and groups. The field aims to generate reliable knowledge that can explain behavior and improve well‑being across many areas of life.
What is work and organizational psychology?
Work and organizational psychology, also known as industrial and organizational (I/O) psychology, is a branch of psychology that focuses on the study of human behavior in workplaces and organizations.
It involves applying psychological principles, theories, and research methods to understand and improve the well‑being and performance of individuals and groups within organizational settings.
What is positive psychology?
Positive psychology is the scientific study of the processes, competencies, and dynamics that explain how individuals, groups, and organizations can fully develop and use their potential.
The field is founded on the premise that people want to lead meaningful and fulfilling lives, to cultivate what is best within themselves, and to enhance their experiences of work, relationships, and overall life satisfaction.
What is clinical psychology?
Clinical psychology focuses on understanding, assessing, and treating mental, emotional, and behavioral disorders.
It applies scientific research and therapeutic techniques to help individuals improve psychological well‑being and cope with life challenges. The field integrates theory, evidence, and clinical practice to support healthier functioning across diverse populations.
What is the difference between clinical psychology and positive psychology?
Clinical psychology focuses on identifying, understanding, and treating mental, emotional, and behavioral disorders to reduce distress and improve functioning.
Positive psychology, in contrast, emphasizes strengths, well‑being, and the factors that help individuals and communities thrive rather than focusing on pathology. While clinical psychology often addresses problems and symptoms, positive psychology centers on enhancing resilience, fulfillment, and optimal human potential.
What is psychotherapy?
Psychotherapy is a structured, collaborative process in which a trained mental health professional helps individuals understand and work through emotional, behavioral, or psychological challenges.
It uses evidence‑based techniques—such as questioning, reflection, and skill building—to promote healthier thinking and coping. The overall aim is to improve well‑being, strengthen functioning, and support meaningful personal change.
What is professional coaching?
Professional coaching is a collaborative, goal‑oriented process designed to enhance an individual's personal and professional development.
It involves a trained coach working with a client to identify their goals, overcome obstacles, and develop strategies for success. The focus is on unlocking the client's potential, improving their performance, and facilitating meaningful change in various areas of their life.
What is the difference between psychotherapy and professional coaching?
Psychotherapy focuses on addressing mental, emotional, or behavioral disorders and is grounded in clinical training and treatment methods.
Professional coaching, by contrast, centers on helping individuals enhance performance, achieve goals, and develop skills without treating psychological disorders. While psychotherapy works to resolve underlying distress, coaching emphasizes growth, strategy, and forward‑looking personal or professional development.
What is the difference between team development and team building?
Team development is a broad, continuous process focused on enhancing the team's ability to work together effectively over time. It involves several stages and activities designed to improve team dynamics, skills, and performance.
Team building refers to specific activities and exercises aimed at improving interpersonal relationships, communication, and cohesion among team members. These activities are often short‑term and designed to foster trust, collaboration, and a sense of camaraderie.
Are humans resistant to change?
Human beings are uniquely designed for change and many individuals thrive in challenging and stimulating environments. Some people, however, do not like change, and many do not like changes they perceive as harmful or that eliminate privileges.
Emphasizing the benefits and providing reassurance can make transitions smoother.
Can competencies be developed?
Competencies—made up of skills, knowledge, and experience—can and should be developed throughout a person’s lifetime. Which competencies are developed and how will depend on the needs and resources of the person, the department, and the organization.
In theory, all competencies can be developed and improved. In practice, they can be developed when the person is willing to make the effort, engages in deliberate learning and practice, and receives appropriate feedback.
Can leadership be learned?
There are numerous definitions and approaches to “good” leadership, and every organization can determine which competencies their leaders should possess. This definition can change over time and may be different between departments and functions.
Because leadership is a set of competencies, leadership can be learned and developed.
What is cognition?
Cognition is the set of mental processes and functions involved in gaining knowledge and comprehension. These processes include thinking, knowing, remembering, judging, and problem‑solving.
Cognition encompasses various aspects of intellectual functions and processes such as perception, attention, memory, reasoning, and decision‑making.
What is motivation?
Motivation is the driving force behind individuals’ actions, desires, and goals. It compels people to take action, persist in efforts, and strive to achieve their objectives.
It can be influenced by both internal factors—such as personal desires and interests—and external factors, such as rewards and social recognition.
What is personality?
Personality refers to the unique set of characteristics, traits, behaviors, and thought patterns that describe how individuals see themselves at any given moment in time.
Personality tests allow people to describe the way they see themselves based on a model. The relationship between personality and behavior or personality and performance is weak or absent.
Does personality change?
Personality changes and develops throughout a person’s lifetime, and some people will have more profound changes in personality than others.
Individuals who work and live in many different settings and those who are actively engaging in self‑development and growth experience more changes. Recent research also suggests that language and culture profoundly influence personality.
Can competencies be measured using personality tests?
No, personality and competencies are measured using different methods. Personality cannot be observed or has low inter‑rater reliability; it is therefore measured using subjective information and self‑reported tests.
Competencies can be objectively measured and described by relevant persons (e.g., managers, colleagues, clients). They are measured using work situations, observations, and structured interviews.
What is workplace health promotion?
Workplace health promotion is the process of implementing strategies and initiatives to improve the overall health, well‑being, and productivity of employees within an organization.
It involves creating a supportive environment that encourages healthy behaviors and provides resources to help employees maintain their physical, mental, and emotional well‑being.
What is organizational culture?
Organizational culture refers to the collective values, beliefs, attitudes, and behaviors that characterize an organization. It shapes how employees interact, make decisions, and perceive their roles within the company.
It is often described as “the way things are done around here.”
How can organizational culture be measured?
Organizational culture can be measured by observing which behaviors and skills are valued and rewarded. For example, when team leaders are appointed based on their level of technical skills, you can infer that technical skills are rewarded, while other skills—such as leadership and relationship skills—are not.
When meetings start and end on time, you can infer that punctuality and respecting deadlines are valued.
Can organizational culture be changed?
Organizational culture can—and should—be changed when skills and behaviors in the current organization no longer support strategic ambitions.
The most effective and efficient methods for change depend on the level of change required, the leadership competencies, and the performance management system.
What is strategic organizational development?
Strategic organizational development is a planned, long‑term effort to improve an organization’s effectiveness by aligning people, processes, and structures with its strategic goals.
It focuses on using data, intentional change initiatives, and continuous learning to strengthen performance and adaptability. The approach aims to build a healthier, more resilient organization capable of thriving in a changing environment.