Work Psychology
Code: 103502 ECTS Credits: 6| Degree | Type | Year |
|---|---|---|
| Labour Relations | OB | 2 |
Contact
- Name:
- Enrique Baleriola Escudero
- Email:
- enrique.baleriola@uab.cat
Teachers
- Joan Rovira Martorell
- Sergi Serrano González
Teaching groups languages
You can view this information at the end of this document.
Prerequisites
To have previously studied the subject of Psychology of the Degree of Labour Relations. In addition, the course will be taught from the perspective of the Sustainable Development Goals.
Objectives and Contextualisation
It’s a second course subject, it has one more specialist character and it works as a continuation of the subject of Psychology of the first year.
The general objective is to understand the relationship between the basic psychosocial processes that occur in the organizations (which we can also find in this course) and its consequences on the behaviour and the socioeconomic results. Finally, in this course we will know some processes of intervention in the area of the RR.HH.
The specific objectives are:
- Knowing what the new theoretical models in Social Psychology of Organizations are.
- Understand the basic psychosocial processes in organizations and tools for their analysis, diagnosis and intervention.
- Understand some planned development strategies in organizations.
- Know how to prepare a report from an organization describing the basic characteristics of the organization.
- Know how to carry out the design of an intervention project in the organization.
- Know how to identify the leadership styles of those responsible for a group or organizational unit, based on the analysis of their behaviors and the characteristics of the group.
- Apply theoretical knowledge practical for its resolution.
- Design evaluation and intervention tools.
Competences
- Applying techniques and making decisions in terms of human resources (remuneration policy, selection policy).
- Applying the information and communication technologies to the different areas of action.
- Designing a Welcome Handbook and documenting a training plan in relation to their needs for the collectives in charge.
- Drawing up and formalising reports and documents.
- Identify the foundations of the main legal and organisational areas in the field of human work.
- Identifying, analysing and solving complex problems and situations from an (economic, historical, legal, psychological, and sociological) interdisciplinary perspective.
- Organising and managing the available time.
- Producing and designing organizational strategies, developing the human resources strategy of the organization.
- Producing internal communication projects for labour groups.
- Self-motivating by undertaking specific training programs to acquire new knowledge.
- Suggesting solutions for labour disputes and the situations that may arise them through mediation and negotiation.
- Working autonomously.
- Working effectively in teams.
Learning Outcomes
- Applying the information and communication technologies to the different areas of action.
- Drawing up and formalising reports and documents.
- Knowing how to use the appropriate tools and methodology in terms of management of Human Resources.
- Knowing the basic elements of the management of human resources.
- Knowing the development of a Welcome Handbook.
- Knowing the elements and key factors in the team development.
- Knowing the necessary channels in order to recruit and select personnel.
- Knowing the strategies in decision-making.
- Organising and managing the available time.
- Recognising the conflict situations and knowing how to find solutions.
- Recognising the foundations and negotiation techniques.
- Recognising the group as a key system in an organization.
- Self-motivating by undertaking specific training programs to acquire new knowledge.
- Understanding and relating training and career plans in the organizations.
- Understanding the development of a organization.
- Working autonomously.
- Working effectively in teams.
Content
1. Description of the organization: From classic models to new approaches.
2. Human resource interventions in organizations:
- Staff recruitment and selection process: incorporating the individual as part of
the organization. Process, stages, and techniques.
- Training and education of organization members: training as a tool for
facilitate organizational change.
- Professional development plans.
3. Complex psychosocial processes in organizations:
- Organizational culture and climate
- Work motivation
4. Tools for improving people management:
- Situational leadership
Activities and Methodology
| Title | Hours | ECTS | Learning Outcomes |
|---|---|---|---|
| Type: Directed | |||
| Analysis of real situations | 15 | 0.6 | 15, 4 |
| Master classes | 19.5 | 0.78 | 4, 7 |
| Resolution of practical cases | 18 | 0.72 | 15, 5, 4, 14, 2, 7 |
| Type: Supervised | |||
| Elaboration of the project | 11.5 | 0.46 | 1, 15, 5, 4, 14, 9, 2, 7, 17 |
| Monitoring of project reports | 5 | 0.2 | 13, 4, 9, 16, 17 |
| Type: Autonomous | |||
| Bibliographic search | 10 | 0.4 | 13, 9, 16 |
| Practical cases with platform simulation of companies | 35 | 1.4 | 1, 9, 2, 16 |
| Reading of texts | 7 | 0.28 | 13, 9, 16 |
| Study | 20 | 0.8 | 13, 9, 16 |
| Writing reports | 6 | 0.24 | 1, 9, 2, 16 |
- Master classes for the best understanding of concepts. They will expand the explanations with examples and look for the interactivity between the teacher and the student.
- Practices in the classroom with the aim of exemplifying the concepts that are worked on the same session.
- Cross-sectional projects that allow the better assimilation of all the information. In addition, it makes it possible to learn the competencies established in the subject.
- Resolution of practical cases through a virtual environment of simulation of organizations.
To carry out the subject, different related organizations have been designed. They present different processes or demands in which the student will have to intervene and make decisions. The work will be done basically through a computer tool that will allow students to access, via the Internet, these different organizational realities. Through this virtual space, the student will know the organization and its demand, and he will be able to obtain the information that will be required to do the analysis.
Through this type of material, the student will have to put into practice a series of techniques and procedures, in such a way that the demands raised are met.
Annotation: Within the schedule set by the centre or degree programme, 15 minutes of one class will be reserved for students to evaluate their lecturers and their courses or modules through questionnaires.
Assessment
Continous Assessment Activities
| Title | Weighting | Hours | ECTS | Learning Outcomes |
|---|---|---|---|---|
| Development of a project based on a simulated case in a virtual environment | 50 | 0 | 0 | 1, 13, 15, 5, 4, 6, 8, 14, 9, 10, 2, 7, 3, 16, 17 |
| Writing test | 25 | 1.5 | 0.06 | 13, 15, 4, 12, 11, 10, 2, 7 |
| Written test | 25 | 1.5 | 0.06 | 13, 15, 4, 12, 11, 10, 2, 7 |
The course will be assessed through continuous assessment, whereby students will submit the work assigned in class on the set dates and receive ongoing feedback from the teacher on their learning process.
Continuous assessment has three fundamental objectives:
1) To monitor the teaching-learning process, allowing both students and teachers to know how the skills are being achieved and to provide the necessary tools to correct them if necessary.
2) To encourage continuous effort.
3) To verify that students have achieved the skills determined in this subject.
Assessment will be carried out throughout the course with a group part (between 4 and 6 people) and an individual part.
Group part (50% of the final grade):
- Development of a project based on a real case simulated in a virtual environment, which consists of three pieces of evidence of learning (50% of the final grade).
Individual part (50% of the final grade):
- Two written tests to be taken during class time throughout the course (25% of the final grade for each test).
Reassessment: Reassessment will be based on a final course grade of three (average of all evidence submitted throughout the course). As there is an individual part and a group part in this course, the re-evaluation of each of the two parts will be different. On the one hand, the re-evaluation of the individual part will consist of a final exam. On the other hand, in the group part, assignments that do not pass with a grade of 5 will have to be repeated.
Plagiarism: Plagiarism is strictly prohibited. In order to assess students' learning progress, it is essential that all work submitted is original. Any assessable activities that do not comply with this basic requirement will be marked as a fail, as they would make it impossible to assess the student's learning. Any work or assessable activity for the course that has been plagiarized will be automatically failed. In addition, any work that contains a fragment of text that reproduces another fragment of text without referencing the original source (whether another test or publication) will also be considered plagiarism.
For this course, the use of Artificial Intelligence (AI) technologies is permitted exclusively for support tasks, such as bibliographic or information searches, text correction, or translations. Students must clearly identify which parts have been generated using this technology, specify the tools used, and include a critical reflection on how these have influenced the process and the final result of the activity. Failure to disclose the use of AI in this assessable activity will be considered academic dishonesty and may result in partial or total deduction of the activity grade, or more severe penalties in serious cases.
Single assessment: Students who have justified this assessment method will have two activities: one written test (50%) and one practical activity consisting of a project (50%). The reassessment will be specific to each of the two parts. Students who opt for this assessment must inform the course instructor at the beginning of the course.
Bibliography
Basic bibliography:
Bibliografía básica:
Alcover, Carlos María. (2004). Introducción a la Psicología del Trabajo. Madrid: Mcgraw-Hill.
Blanch, J. M. (2012). Trabajar y Bienestar. Barcelona: UOC.
Dolan, Simon L.; Schuler, Randall; Jackson, Susan; i Valle, Ramón. (2003). La gestión de los Recursos Humanos (3ª Ed.). Madrid: McGraw Hill.
Gálvez, A. i Tirado, F. (2012) Capitalismo y trabajo. Problemàtiques socials del món contemporani. Barcelona: Editorial UOC.
Garrido, A. (coord.). (2004). Sociopsicología del Trabajo. Barcelona: Editorial UOC.
García-Ramos, T., Díaz-Juarbe, R., i Santiago-Estrada, S. (2013). Historicidad crítica de la psicología industrial/organizacional: hacia una nueva psicología del trabajo y las organizaciones. Psicología desde el Caribe, 30(1), 146-176. Retrieved June 25, 2023, from http://www.scielo.org.co/scielo.php?script=sci_arttext&pid=S0123-417X2013000100008&lng=en&tlng=es.
Han, B. C. (2014). Psicopolítica: neoliberalismo y nuevas técnicas de poder. Herder.
Köhler, H. i Martín, A. (2005). Manual de sociología del trabajo y de las relaciones laborales. Delta.
Martínez-Tur, Vicente; Ramos, José i Moliner, Carolina. (2015). Psicología de las organizaciones. Madrid: Síntesis.
Román Onsalo, Marisa; Alfaro de Prado, Ana María; Rodríguez, Lucía i Leal Millán, Antonio Genaro (coord.) (2001) El factor humano en las Relaciones Laborales. Manual de Dirección y Gestión. Madrid: Ed. Pirámide.
Romero Caraballo, M. (2017). Significado del trabajo desde la psicología del trabajo. Una revisión histórica, psicológica y social. Psicología desde el Caribe, 34(2), 120-138. https://doi.org/10.14482/psdc.33.2.72783
Selva,C. i Tresserra, O. (2014). Flexibilidad global, sinécdoque de progreso. Athenea digital, 14(2).
Saura, G., & Bolívar, A. (2019). Sujeto académico neoliberal: Cuantificado, digitalizado y bibliometrificado. REICE. Revista Iberoamericana sobre Calidad, Eficacia y Cambio en Educación, 17(4), 9-26.
Tirado, F., Gálvez, A. i Baleriola, E. (2017). Las organizaciones en el siglo XXI. Un enfoque psicosocial y político. Barcelona: Editorial UOC.
Tirado, F., Baleriola, E. i Gálvez, A. (2017). Critical Management Studies. Hacia unas organizaciones más éticas y sostenibles. Barcelona: Editorial UOC
Complementary bibliography:
Foucault, M. (2009). Nacimiento de la biopolítica: curso del Collège de France (1978-1979). Akal.
Gasalla, José María. (2005). La nueva dirección de empresas y el directivo. Madrid:Pretics Hall.
Gómez Mejia, Luis; Balkin, David; Cardy, Robert. (1999). Gestión de RR.HH. Madrid: Ed. Prentice Hall.
Martín-Quirós, María Angustias y Zarco, Victoria (2009). Psicología del trabajo, de las organizaciones y de los Recursos Humanos. Un área abierta a la reflexión. Madrid: Ed. Pirámide
Myers, David G. (1987). Psicología Social. México: MacGraw Hill.
Martín, Antonio. (1995). Flexibilidad y relaciones laborales. Estrategias empresariales y acción sindical. Madrid: Consejo Económico y Social.
Zuboff, Soshana. (2020). La Era del Capitalismo de la Vigilancia. Paidós.
Software
No specific software required
Groups and Languages
Please note that this information is provisional until 30 November 2025. You can check it through this link. To consult the language you will need to enter the CODE of the subject.
| Name | Group | Language | Semester | Turn |
|---|---|---|---|---|
| (PAUL) Classroom practices | 11 | Catalan | first semester | morning-mixed |
| (PAUL) Classroom practices | 12 | Catalan | first semester | morning-mixed |
| (PAUL) Classroom practices | 51 | Catalan | first semester | afternoon |
| (TE) Theory | 1 | Spanish | first semester | morning-mixed |
| (TE) Theory | 51 | Catalan | first semester | afternoon |