Industrial and organizational psychology

thumb|right|200px| An APEC leader setting the tone for the 2013 APEC CEO summit with an opening speech Leadership, is defined as the ability of an individual, group, or organization to influence, or guide other individuals, teams, or organizations.

mediates the relationship between workers, employers, trade unions and the government

theory of work organisation

policy of promoting members of groups that have previously suffered from discrimination

form of corporate self-regulation integrated into a business model

metaphor used to represent an invisible barrier that keeps a given group from rising beyond a certain level in a hierarchy

landmark U.S. civil rights and labor law

area concerned with the safety, health and welfare of people at occupation

application of ethical principles to the area of business activities

values and behaviours that contribute to the unique social and psychological environment of an organization

type of reactivity in which individuals modify an aspect of their behavior in response to their awareness of being observed

interview for a job

thumb|Six people pushing a van thumb|U.S. Navy sailors hauling in a mooring line thumb|A U.S. Navy rowing team thumb|A group of people forming a strategy thumb|A group of people collaborating Teamwork is the collaborative effort of a group to achieve a common goal or to complete a task in an effective and efficient way. Teamwork is seen within the framework of a team, which is a group of interdependent individuals who work together towards a common goal.

branch of psychology

three antisocial personality traits: narcissism, Machiavellianism, and psychopathy

Absenteeism is a habitual pattern of absence from a duty or obligation without good reason. Generally, absenteeism refers to unplanned absences. Absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer. It is seen as a management problem, and framed in economic or quasi-economic terms. More recent scholarship seeks to understand absenteeism as an indicator of psychological, medical, or social adjustment to work.

Gay-friendly or LGBTQ-friendly places, policies, people, or institutions are those that are open and welcoming to gay or LGBTQ people. They typically aim to create an environment that is supportive, respectful, and non-judgmental towards the LGBTQ community. The term "gay-friendly" originated in the late 20th century in North America, as a byproduct of a gradual implementation of gay rights, greater acceptance of LGBTQ people in society, and the recognition of LGBTQ people as a distinct consumer group for businesses.

An anti-pattern is a solution to a class of problem which may be commonly used but is likely to be ineffective or counterproductive. The term, coined in 1995 by Andrew Koenig, was inspired by the book Design Patterns which highlights software development design patterns that its authors consider to be reliable and effective. A paper in 1996 presented by Michael Ackroyd at the Object World West Conference described anti-patterns. It was, however, the 1998 book AntiPatterns that both popularized the idea and extended its scope beyond the field of software design to include software architecture

various types of activities used to enhance social relations and define roles within teams

amount of goods and services that a group of workers produce in a given period of time

science in which techniques derived from behaviorism are systematically applied to improve socially significant behaviors

method by which the job performance of an employee is documented and evaluated

United States government research agency for preventing work-related health and safety problems

concept of labor rights that individuals in the same workplace be given equal pay

tensions related to workplace responsibilities or situations, and their negative health and psychological effects

attitude of a person towards work

article about human relation

advancement of ranking within a hierarchy

United States federal government agency

theory of organizational decison-making

perception of environmental elements and events with respect to time or space, the comprehension of their meaning, and the projection of their future status

discrimination that occurs in the workplace or during the hiring process

identification of activities, attributes, or requirements of a job

document that defines a person's duties and responsibilities within an organisation

process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered

change or shift in personnel caused by reorganization, resignation or discharge

Theory in psychometrics

thumb|A model of onboarding (adapted from Bauer & Erdogan, 2011) Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. In varieties of English other than American English, this may also be referred to as "induction". In the United States, up to 25% of workers are organizational newcomers engaged in onboarding process.

behavior in which a woman in a position of authority views or treats female subordinates more critically

subdiscipline of psychology

development of an action plan designed to motivate and guide a person or group toward a goal

United States labor law abolishing wage disparity based on sex

employees' collective appraisal of the organizational work environment

measure of how well someone performs given tasks at their place of work

concept in organizational behaviour and industrial psychology

relationship between employees and their jobs

theory of work design

core function of Human Resource Management

form of facilitating exercise

a team's ability to accomplish their goals or objectives

behavior management system used to understand what maintains an individual's challenging behavior

psychological hypothesis

extent to which members of a workplace commit to the organization and its goals

a person's voluntary commitment within an organization or company

desire or willingness to make an effort in one's work

term used in U.S. labor law

leadership approach that focuses on the two-way relationship between leaders and followers

A demotion is a compulsory reduction in an employee's rank or job title within the organizational hierarchy of a company, public service department, or other body. A demotion may also lead to the loss of other privileges associated with a more senior rank and/or a reduction in salary or benefits. An employee may be demoted for violating the rules of the organization by a behavior such as excessive lateness, misconduct, or negligence. In some cases, an employee may be demoted as an alternative to being laid off, if the employee has poor job performance or if the company is facing a financial cr

The term workload can refer to several different yet related entities.

Strategy for leadership