Corporate Psychology: Mutual Benefits for Employees
& Employers. The Bottom line is Human Performance & Job Satisfaction.
(©, 2001 by Dr. Yanina Shapiro)

Corporate or Work Psychology is not about corporations and their profits, but about people who work for the corporations of all sizes, including one person's corporations. However, even though Corporate or Work Psychology is not about profits, but about the psychology of work, i.e. about people who do the work and the conditions that help them work better, the knowledge of Corporate Psychology will help corporations increase their profits via improving the employee job performance, satisfaction, and loyalty.

To cash in on the creativity, intelligence and motivation of their employees, employers invest and continuously re-invest in "human capital". To make wise investments, they need knowledge about human performance. They need to know that human brains perform best, i.e. perform at their optimal cognitive potential, in certain environments and under certain conditions, and that other environments and conditions adversely affect the human brain performance.

To make wise investments in "human capital", it pays off to know, for example, that the sleep-deprived brain never performs well, because it cannot concentrate. That no two brains are exactly alike, which means that each human brain has its own unique abilities and interests and performs best when doing jobs that suit and challenge its abilities. It pays off to know that the human brain is "plastic", which means that humans learn from mistakes and achieve their highest potential through the strenuous mental exercise and gymnastics.. In short, it pays to know how to optimize human potential.

All this is to say that, in so far as "human capital investments" are concerned, corporations will receive substantially better returns if they put their major emphasis not on the employee profitability, but on the employee working conditions and on how well employees' abilities are utilized by the job they do.

OK, suppose corporations and other organizations finally do put all their horses in front of the card. Yes, all their horses, instead of that supposedly indispensable and absurdly overpaid whose name is CEO. Where is that mutual benefit for the employee?

Study after study has shown that employee's job satisfaction has at least as much to do with their job responsibilities, duties, and challenges, and with their working conditions, as it does with their monetary compensation. (It remains to be seen whether the ridiculously overpaid CEOs would perform just as well if their earnings were cut to reasonable levels.)

We spend long hours at work. And most of us like to think that what we do is important and valuable. We want interesting and challenging work, and we want to be appreciated. Yet, we are often so much disappointed and distressed with events at work as to need the help of a so called mental health professionals. However, many a work-related problem may be traced right to finding that job.

The corporate know-how has it that a well developed job description will eventually find its perfect match. Well, not all on its own, but with the help of the HR people, who write descriptions of the jobs they would not know how to do and then search for the people who perfectly match their descriptions. And how do they do that? Well, by screening resumes and cover letters, and making sure that a job candidate can do the job well. That know-how has been little questioned and its negative effects have yet to be fully examined. Meantime, it is fairly clear that matching prospective employees to job descriptions is a major contributor to both employee job dissatisfaction and high employee turnaround. Why? Because most employers do not utilize their employees best talents and skills and, thus, have very disinterested employees, who work only because "it pays". At Corporate Psychology & Mental Fitness,LLC, we have pioneered in designing jobs that fit employees' talents and growth potential. We achieve not only high employee job satisfaction, but also make entrepreneurs out of many an employee. Why not everybody? Because not every body can be entrepreneurial. And that pertains to both human and corporate bodies. In short, entrepreneurs are willing to take risks and make mistakes, which is not what many a company wants its employee to do. The risk-taking thing is of course big on both individual and corporate agenda. But it mostly left out of discussing the company culture. While preaching the goodness of risk-taking, many a company has very unforgiving policies. People are held accountable for their incidental mistakes and their calculated risks, And that of course does not promote entrepreneurship. Nor does it serve well to nurturing the talents of employees. And thus, much of the "Human Capital" goes to waste by the way of under-use. People are not let to and do not deliver to the extent of their capacities. So, here is another venue we pursue - changing the company culture from "Who did it?" to "What we have learned from that mistake?". At CP&MF, we specialize in custom- tailored solutions to the problems of on the job performance and job satisfaction. We help corporations increase productivity and improve employee performance by designing jobs that take advantage of the employee particular talents, abilities, and interests. When the economy is good, we assist employers in developing effective strategies for the employee retention. When the economy leaves much to be desired, we help employers and employees handle difficult situations. And whether you are a displaced employee or just looking for a better job, we can help you get where you want to be in life.

Corporate Psychology: Mutual Benefits for Employees & Employers. The Bottom line is Human Performance & Job Satisfaction. (©, 2001 by Dr. Yanina Shapiro)

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Corporate Psychology: Mutual Benefits for Employees
& Employers. The Bottom line is Human Performance & Job Satisfaction.
(©, 2001 by Dr. Yanina Shapiro)