SPECPSYC REVIEWER

GROUP 1: INTRODUCTION TO PSYCHOLOGY IN PUBLIC ADMINISTRATION

OVERVIEW OF PSYCHOLOGY AS A SCIENCE AND ITS RELEVANCE TO PUBLIC ADMINISTRATION

Psychology is the study of human behavior in the society while public administration is the study of human
action in the government. Psychology is the guide of public administration while it proceeds to frame a
service. Action is motivated by a person’s psychological behavior. Thus, psychology and public
administration are closely related.

PSYCHOLOGY IN PUBLIC ADMINISTRATION

Psychology is very much concerned with human behavior. Therefore, as administrators who are
increasingly faced with group activities on daily basis, an administrator has to play the role of a
psychologist, otherwise he will prove a flop.

Because people are naturally different. Not just with the appearance and thinking but also with their
behavior. Administrators are bound to meet easy to sensitive clients that made it clear that they have to
understand different scenarios and be familiarized with the different strategies in able to surpass such
times.

BASIC PRINCIPLES OF PSYCHOLOGY

According to the American Psychological Association's (APA) Code of Conduct, there are five general
principles of psychology that psychologists should apply in terms of education, research, and therapy.

These principles are: beneficence and no maleficence, fidelity and responsibility, integrity, justice, and
respect for people's rights and dignity.

1) BENEFICENCE AND NONMALEFICENCE: Psychologists are obligated by this principle to enhance the
well-being of their patients while avoiding inflicting or exposing them to harm.

2) FIDELITY AND RESPONSIBILITY: It indicates that psychologists should value and respect their patients'
trust and accept responsibility for their own conduct.

3) INTEGRITY: It is the quality of moral consistency, honesty, and truthfulness with oneself and others.
Although deception may be utilized therapeutically in certain instances, psychologists should not conduct
professional fraud or be dishonest.
4) JUSTICE: It's the role of mental health professionals to be fair and impartial. It also emphasizes that
everyone has the right to gain access to the advancements in the field of psychology. It is a must for
psychologists to treat everyone fairly.

5) RESPECT FOR PEOPLE'S RIGHTS AND DIGNITY: It is a universal ethical principle in psychology. It insists
that psychologists should value all people's dignity and worth as well as their rights to privacy,
confidentiality, and autonomy.

PSYCHOLOGY APPLICATION TO PUBLIC ADMINISTRATION

Psychology studies how people behave in social settings. Public Administration follows the principles of
psychology as it develops a public policy. People are driven to take action by their psychological behaviors;
hence it is obvious that public administration and psychology are closely related fields.

PSYCHOLOGICAL FACTOR THAT CAN INFLUENCE PUBLIC ADMINISTRATION

Public Administration uses psychology as a guide when it develops a public policy. A person's psychological
behavior drives their actions, hence it is clear that public administration and psychology are closely related
fields.

Psychology is the study of the mind and behavior of people, psychologists investigate every one of these
elements, including perception, cognition, emotion, motivation, attitudes, intelligence, subjective
experiences, personality, and brain function.

Cognition- Cognition is fundamentally responsible for controlling our thoughts, and, by extension, our
behaviors as well.

Perception- Perceptions enable us to create our understanding of the world, and act accordingly.

Emotion- People behave and make decisions based on their emotional state, whether it is happy, sad,
angry, bored, or frustrated.

Motivation- Motivation is a process that is responsible for initiating, guiding, and sustaining behaviors
that are goal-directed.

Attitude- Attitude according to psychologists, attitudes tend to influence our behavior.

Intelligence- It is defined as the ability to learn new things and apply knowledge in a reasonable manner.

Subjective Experience- A subjective experience is the cognitive and emotional impact that a human
experience tends to have on an individual.

Personality- Personality in itself, which encompasses stable thoughts, feelings, and behavioral patterns,
is a psychological construct.
THE ROLE OF PSYCHOLOGY IN POLICY-MAKING AND PUBLIC SERVICE DELIVERY

POLICY MAKING:

Policies are population interventions aimed at guiding choices and behaviors to achieve a desired,
repeated outcome. They involve sets of decisions, and standards used by a group when dealing with
significant or common—or both—challenges.

PUBLIC SERVICE DELIVERY:

Psychology is connected to public service delivery in various ways. One of the most significant is through
the use of psychological theories and research to improve programs and policies in public service delivery.

PSYCHOLOGICAL CONCEPTS AND THEORIES THAT CAN BE APPLIED TO REAL-WORLD PROBLEM IN

PUBLIC ADMINISTRATION THROUGH

1) PSYCHOANALYTIC THEORY: The psychoanalytic theory was developed by Sigmund Freud. This is
referred to by psychologists as the theory of personality organization and the dynamics of personality
development. This theory can be used as a framework for studying personality development and
psychoanalysis.

2) HIERARCHY OF NEEDS: Thinking about the theory of motivation, Abraham Maslow developed the
hierarchy of needs. This idea is frequently useful in the workplace, and many managers use it when
building motivational techniques. The hierarchy of needs can help people find workplace satisfaction and
realize their full potential.

Maslow organized the hierarchy into five categories (from the top of the pyramid to the bottom):

• Self-actualization
• Esteem
• Love and Belonging
• Safety and Security
• Physiological Needs

3) THE HAWTHORNE EFFECT: This theory is largely concerned with observing and modifying working
environments in order to determine how they affect employee motivation and productivity levels.

4) SOCIAL LEARNING THEORY: According to this theory, individuals can learn by seeing the behaviors and
rewards experienced by their peers as well as their own experiences. According to social learning
theorists, employees in the workplace might acquire appropriate social behaviors by witnessing how the
organization responds to other employee behaviors.

5) HERZBERG'S MOTIVATION THEORY: Frederick Herzberg claimed that factors of motivation such as
advancement, recognition, and enjoyment of work duties can promote human contentment.

6) GOAL-SETTING THEORY: The goal-setting theory in industrial-organizational psychology employs

objectives or goals as an incentive for individuals to fulfill tasks.
7) GROUPTHINK: Groupthink is a psychological concept in which humans in groups conform to a concept
without understanding all of the facts. It can be advantageous since it highlights group leaders and allows
all group members to carefully evaluate the information at hand before making a unified decision. This
concept is useful for assessing group effectiveness and production.

8.) EXPECTANCY THEORY: When developing a workplace rewards system, expectancy theory can be
useful. According to this concept, persons who believe that executing a specific activity will result in a
favorable consequence will be more motivated to complete their work effectively.

9) THEORY OF MORAL DEVELOPMENT: Kohlberg's theory of moral development includes three degrees
of morality.

The three stages of moral development are as follows:

1) Pre-conventional: An awareness of the implications that may arise if a person does a specific activity.
2) Conventional: This level describes how an individual may behave toward authoritative figures and their
interactions with peers.
3) Post-conventional: A person may see that some features or beliefs do not correspond with their
personal standards, so they form their own opinions.

PUBLIC ADMINISTRATION AND THE ROLE OF PSYCHOLOGY

Psychology looks into the mind of man and his conduct, both as an individual and in groups, and it explains
the motivations behind human action in society.

PSYCHOLOGY CAN INFORM PUBLIC ADMINISTRATION IN SEVERAL WAYS

Psychology is a social science that aims to comprehend people and communities by creating basic
principles and investigating particular examples.

STRATEGIES FOR DEVELOPING CRITICAL THINKING AND ANALYTICAL SKILLS

Critical thinking is the intellectually disciplined process of actively and skillfully conceptualizing, applying,
analyzing, synthesizing, and/or evaluating information gathered from, or generated by, observation,
experience, reflection, reasoning, or communication, as a guide to belief and action.

Analytical skills are the abilities which allow you to collect, organize, visualize, and assimilate data. They
let you see patterns, draw conclusions, and find solutions that can boost your employee productivity and
company's bottom-line performance.

STRATEGIES FOR ENHANCING INTERPERSONAL AND COMMUNICATION SKILLS

Interpersonal communication is the term used to describe communication among two or more persons.
It involves people talking to each other and exchanging messages, ideas, and information. Face-to-face
interactions, telephone calls, emails, and video conferences.
 GROUP 2: LESSON 4 (CHAPTER 1 PART 1: INTRODUCTION TO PSYCHOLOGY IN PUBLIC
ADMINISTRATION)
Historical Foundation of Psychology in Public Administration

The discipline of political psychology was formally introduced during the Franco-Prussian war and the
socialist revolution, stirred by the rise of the Paris Commune during 1872. The term political psychology
was first introduced by the ethologist Adolf Bastian in this book Man in History which was released in
1860.

Theoretical Foundation of Psychology in Public Administration

Understanding human behavior is crucial to efficient management and administration in the public sector,
according to the theory underlying psychology in public administration. To creating public-need-based
policies, programs, and services, psychology offers insights into how people and groups behave, think,
and make decisions.

Ethical Implications of Psychology in Public Administration

This Ethical Implications Includes:

• Informed
• Consent
• Confidentiality
• Dual
• Relationships
• Respect for Individuals
• Competence

Ethical and Legal Consideration in Psychology in Public Administration

Refers to the principles and guidelines that must be followed that they use psychological assessments,
evaluations and treatments in the public sector is conducted in a manner that is consistent with ethical
and legal standards.

• Informed Consent
• Confidentiality and Privacy
• Competence and Professionalism
• Non-Discrimination
• Liability
Legal Implication of Psychology in Public Administration

It refers to legal consequences or implications that can originate from the use and practice of
psychological principles and approaches relating to practices in public administration. Legal implications
of psychology in public administration refers to the potential legal consequences and obligations that arise
when psychological assessments or interventions are used in the context of public administration.

• Employee Selection and Discrimination

• Workplace Harassment and Hostile Work
• Mental Health and Disability Accommodations
• Ethics and Professional Conduct
• Psychological Evaluations and Assessments

Theories of Motivation and their Application in Public Administration

We can classify these motivation theories into two categories:

• Content-based theories
• Process-based theories

Content-based theories of Motivation: Content Theories deal with “what” motivates people and it is
concerned with individual needs and goals. Maslow, Alderfer, Herzberg, and McClelland, etc. studied
motivation from a “content” perspective.

Process-based theories of Motivation: The Process Theories deal with the “process” of motivation and
are concerned with “how” motivation occurs. Proponents of Process-based theories- Vroom, Porter &
Lawler, Adams, and Locke studied motivation from a “process” perspective.

• Physiological needs
• Safety needs
• Social needs
• Esteem needs
• Self-actualization

McGregor’s Theory ‘X’ and Theory ‘Y’

McGregor has developed a theory of motivation based on hypotheses relating to human behavior. The
traditional assumptions about the nature of people, according to McGregor, are included in Theory X as
follows. Average human beings have an inherent dislike of work and will avoid it if they can. Average
human beings prefer to be directed, wish to avoid responsibility, have relatively little ambition, and want
security above all.

He propounded Theory Y which, he said, would better represent human behavior. The expenditure of
physical effort and mental effort in work is as natural as play or rest.
ERG Theory

Clayton Alderfer reworked on Maslow’s Need Hierarchy to realign it more closely with the empirical
research and labeled it as ERG Theory.

• Existence
• Relatedness
• Growth

Two-Factor Theory

By asking individuals what satisfies them on the job and what dissatisfies them. Hygiene factors included
company policies, supervision, working conditions, salary, safety, and security on the job.

McClelland’s Theory of Needs

It is like Theory of needs by Maslow and Alderfer. It focused on 3 major needs:

Need for Achievement- (nAch) the drive to excel, to achieve in relation to a set of standards thereby
seeking personal responsibility for accomplishing a job.

Need for Power-(nPow) the need to make others behave in a way that they would not have otherwise
behaved i.e., to control others.

Need for Affiliation-(nAff) the desire for friendly, relaxed, and close interpersonal relationships.

What is Motivation?

Motivation has been defined by Michael J. Jucius as : ‘‘the act of stimulating someone or oneself to get a
desired course of action, to push the right button to get a desired reaction.

Nature of Motivation

• Motivation is a personal and internal feeling.

• Motivation is a behavioral concept that directs human behavior towards certain goals.
• Motivation is a continuous process.
• Motivation can be either positive or negative.
• Motivation is different from job satisfaction.
• Motivation is an integral part of the management process.

Types of Motivation

According to Flippo, ‘‘Positive motivation is a process of attempting to influence others to do your will
through the possibility of gain or reward.’’
4 Ps of motivation

• praise
• prestige
• promotion
• Pay- cheque

Individual Behavior on Organizational Setting

Individual behavior can be defined as individuals behaves react and response in each environment.

Factors Influencing Individual Behavior

• Personal Factors
• Psychological Factors
• Organizational Factors
• Environmental Factors

Different Motivational Strategies

• Strategies to set yourself up for success.

• Self-care Strategies Metacognitive Strategies.
• Accountability Strategies

Practical Skills Strategies

• Empathy
• Positivity
• Reliability
• Goal Setting
• Persistence

What is Perception?

Perception in humans the process whereby sensory stimulation is translated into organized experience.

What is Cognition?

Cognition is a term referring to the mental processes involved in gaining knowledge and comprehension.
Some of the many different cognitive processes include thinking, knowing, remembering, and judging.

How they Affect Decision-Making

When deciding, they form opinions and choose actions via mental processes which are influenced by
biases, reason, emotions, and memories.
Role of Personality in Individual Behavior

It plays different traits how someone's personality shows their emotions and interacts with other; what
impacts his personality and traits will do.

Individual Behavior in Diverse Context

It is the reaction or response of our body and mind to different issues in our society that includes
in our daily living, especially in our Era that everyone can interact with each other using social media
platform that everyone can be manipulated by the opinion of others.

Ethical Consideration in Individual Behavior and Motivation

Ethics is a discussion between right and wrong. It depends on the behavioral concept to motivate
the things to happen whether it is right or wrong.

ORGANIZATIONAL BEHAVIOR AND CULTURE

Organizational behavior and its applications in Public Administration

The study of human behavior in an organizational setting is known as organizational behavior. In addition
to how people interact with the organization itself, this also involves how they connect with one another.
It discusses the examination of the various elements that affect how individuals and groups behave,
perceive, and react to their environments and the job they do.

Public administration can benefit from several applications of organizational behavior. It can be applied,
for instance, the following:

• Motivation: What drives people to put forth a lot of effort and accomplish their goals?
• Leadership: What characteristics make a good leader?
• Communication: How can we effectively communicate with one another within organizations?
• Making decisions: How can we decide wisely?
• Conflict resolution: How can we do it in a productive way?
• Change management: How do we successfully implement change?
• Organizational culture: What does an organization's culture entail, and how does it influence
behavior?

Fundamental concepts of organizational behavior

Organizational behavior is the study of the many factors that have an impact on how people and groups
act, think, feel and respond to work and organizations, and how organizations respond to their
environments (George & Jones, 2008).
Fundamental concepts of organizational behavior

Organizational behavior is based on a few fundamental concepts which are relevant to the nature of
people and organizations. There are some basic assumptions in organizational behavior such as; (1)
difference between individuals; (2) a whole person; (3) behavior or an individual is caused; (4) an
individual has dignity, (5) organizations are social systems; (6) mutuality of interest among organizational
members; (7) holistic organizational- behavior.

Impact of organizational culture

An organization's culture is made up of a set of accepted conventions, values, and beliefs that influence
how employees behave. It can have a big effect on a lot of things, such as customer happiness, employee
engagement, productivity, and creativity.

Highly qualified employees may be attracted and kept by an organization with a strong culture since
people are more likely to want to work for a company that shares their values.

Here are some of the specific impacts of organizational culture:

• Employee engagement, which measures how involved and motivated individuals are in their
work, can be improved with a good organizational culture. Employee engagement increases
productivity, creativity, and job satisfaction.
• Enhanced productivity is another benefit of a strong business culture. Employees are more likely
to be driven to create high-quality work if they feel like they are valued member of a team.
• Innovation is also facilitated by good company culture. Employees are more likely to come up
with fresh, original ideas for how to enhance the company when they feel at ease taking chances
and expressing new perspectives.
• Increasing customer satisfaction can also be brought about by a good organizational culture.
Employees are more inclined to go above and beyond to give exceptional customer service when
they are proud of their company and its ideals.

Here are some tips for creating a strong organizational culture:

• Identify your core values

• Create a positive work environment
• Encourage employee development
• Celebrate success

Organizational culture and its influence in Public Administration

Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that shape the working
environment and guide the actions of individuals within an organization. It plays a significant role in
shaping the functioning and performance of public administration.
Here are some key ways in which organizational culture influences public administration:

• Decision-making and Governance: Organizational culture influences the decision-making

processes within public administration. The prevailing culture can shape whether decision-making
is centralized or decentralized, participatory or hierarchical, innovative or risk averse.
• Employee Behavior and Performance: The culture of an organization influences the behavior and
performance of its employees.
• Accountability and Transparency: A culture that values transparency and openness promotes
responsible governance, ethical behavior, and public trust. In contrast, a culture that is secretive
or resistant to change may hinder transparency and accountability efforts.
• Service Delivery and Public Engagement: An organizational culture that prioritizes customer
service and responsiveness can lead to improved service delivery and public satisfaction.
• Adaptability and Innovation: Organizational culture shapes the ability of public administration to
adapt to changing circumstances and foster innovation. A culture that embraces change,
experimentation, and learning can promote innovation and continuous improvement within the
organization. This is especially crucial in the rapidly evolving field of public administration, where
new challenges and demands constantly arise.

Effectiveness of organizational practices and policies

The effectiveness of organizational practices and policies can vary depending on several factors, including
the specific practices and policies being implemented, the context in which they are applied, and the
organization's goals and objectives. However, there are some general principles that can contribute to the
effectiveness of these practices and policies:

1. Alignment with organizational goals: Practices and policies should be designed and implemented
in a way that aligns with the overall goals and objectives of the organization. This ensures that
they support the organization's mission and strategic direction and that they contribute to its
success.
2. Clear communication: Effective practices and policies should be clearly communicated to all
employees within the organization. This includes providing information about the purpose of the
practices and policies, the expected behaviors or actions, and any consequences or rewards
associated with them.
3. Consistency and fairness: Consistency and fairness are crucial for the effectiveness of practices
and policies. They should be applied consistently across the organization to avoid perceptions of
favoritism or bias. Fairness in the implementation of practices and policies helps build trust and
engagement among employees.
4. Regular evaluation and review: It is important to regularly evaluate the effectiveness of practices
and policies to determine if they are achieving their intended outcomes. This evaluation can
involve collecting feedback from employees, monitoring key performance indicators, and
conducting formal assessments. A regular review allows organizations to identify areas for
improvement and make necessary adjustments to their practices and policies.
5. Flexibility and adaptability: Effective practices and policies should be flexible and adaptable to
changing circumstances. Organizational needs, industry trends, and external factors can change
 over time, so it is important to review and update practices and policies periodically to ensure
they remain relevant and effective.
6. Training and support: Providing appropriate training and support to employees is essential for
the effective implementation of practices and policies. Employees should be equipped with the
necessary knowledge, skills, and resources to understand and comply with the practices and
policies. Ongoing training and support can help reinforce desired behaviors and ensure consistent
implementation.
7. Employee involvement and feedback: Involving employees in the development and review of
practices and policies can enhance their effectiveness. Employees who are involved in the
decision-making process are more likely to understand and support the practices and policies.

Practical skills in organizational behavior

Practical skills in organizational behavior refer to the abilities and competencies that individuals
can develop and apply in understanding and effectively managing human behavior within organizations.
These skills are crucial for professionals in various roles, such as managers, leaders, HR professionals, and
consultants, to enhance employee satisfaction, productivity, and overall organizational performance.

Here are some practical skills in organizational behavior:

1. Communication: Effective communication skills are essential for understanding and conveying
information within an organization. This includes active listening, clear articulation, non-verbal
communication, and adapting communication styles to different audiences.
2. Emotional intelligence: Emotional intelligence involves understanding and managing one's own
emotions and those of others. It includes self-awareness, self-regulation, empathy, and the ability
to build positive relationships and resolve conflicts.
3. Teamwork and collaboration: The ability to work effectively in teams is critical in today's
organizations. This includes skills such as collaboration, cooperation, conflict resolution, and the
ability to motivate and inspire team members.
4. Leadership: Leadership skills are necessary for guiding and influencing individuals and teams
toward achieving organizational goals. This includes skills such as setting a vision, providing
direction, motivating others, decision-making, and fostering a positive work environment.
5. Problem-solving and decision-making: These skills involve the ability to analyze complex
situations, identify problems, and develop and implement effective solutions. It includes critical
thinking, creativity, data analysis, and considering multiple perspectives.
6. Change management: Change is inevitable in organizations, and the ability to manage and adapt
to change is crucial. Change management skills involve effectively communicating and
implementing changes, addressing resistance, and supporting individuals through transitions.
7. Conflict resolution: Conflict can arise within organizations, and the ability to resolve conflicts
constructively is important. This includes active listening, negotiation, mediation, and finding win-
win solutions.
8. Cultural competence: Organizations today are diverse, and cultural competence is essential for
understanding and respecting different cultures and working effectively in a multicultural
environment. It includes awareness of cultural differences, inclusion, and sensitivity to diversity.
 9. Time management: Effective time management skills enable individuals to prioritize tasks,
manage deadlines, and optimize productivity. This includes setting goals, planning, organizing,
and delegating tasks effectively.
10. Networking and relationship building: Building strong professional networks and relationships
within and outside the organization can enhance collaboration, knowledge sharing, and career
opportunities. This includes interpersonal skills, building rapport, and maintaining professional
connections.

Diversity and inclusion

Diversity and inclusion refers to practices and efforts aimed at creating a workplace, community, or
society that values and respects individuals from various backgrounds, including but not limited to race,
ethnicity, gender, sexual orientation, age, disability, and religion.

Diversity and inclusion are crucial in public administration for several reasons;

1. Reflecting the community: Public administration exists to serve the community. To do that
effectively, it's essential that public servants understand the community they serve and reflect
its diversity.
2. Improved decision-making: A diverse workforce also means a range of viewpoints, which can
lead to better decision-making. When individuals with different backgrounds and experiences
collaborate, they can identify blind spots and consider issues from multiple angles, leading to
more comprehensive and effective solutions.
3. Increased trust: When people see themselves represented in the public sector, they feel more
included and valued. A diverse public administration can help build trust between the
government and the community, leading to increased engagement and participation.
4. Equity and fairness: Inclusive public administration can help reduce disparities and promote
equity. Policies and programs developed with a diverse workforce are more likely to consider the
needs of underrepresented groups and address systemic barriers that contribute to inequality.

Strategies for promoting diversity and inclusion in organizations

Your organization strategy is your organization’s roadmap, which is true for your diversity, equity, and
inclusion efforts.

What is a diversity and inclusion strategy?

Once organizations set specific diversity and inclusion goals, they need an action plan for achieving them.

Ethical Considerations in Organizational Behavior and Culture

Organizational behavior and culture play an integral role in shaping the work environment. It is imperative
that organizations and their employees operate within ethical frameworks to achieve success and
sustainability.
What is Ethics?

The set of moral standards or values that direct people's or groups' behavior are commonly referred to as
ethics. It is focused with separating well from bad and right from wrong.

Organizational Behavior:

Organizational behavior refers to the study of how people behave in organizational settings. It looks at
how individuals interact, communicate, and relate to one another within the organizational framework.

Ethics and Organizational Behavior:

Organizational behavior and ethics have connections. In order to create a productive work environment
that supports staff well-being and organizational performance, ethical concerns must be taken into
consideration when behaving.

Organizational Culture:

Organizational culture refers to the shared values, beliefs, and attitudes that define an organization's
personality and culture. Organizational culture is often referred to as the "way things are done here." It
shapes employee behavior, expectations, and work practices. An ethical culture can improve performance
and build a positive reputation for the organization.

Ethics and Organizational Culture:

An ethical culture is one that emphasizes integrity, open communication, and respect for employees.
Ethical considerations are critical in shaping ethical culture.