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Common Mental Order

Common Mental Order refers to the shared set of beliefs, values, expectations, and goals within an organization. This concept goes beyond just knowing the mission and vision of the company but includes the full integration of these values into the organization’s daily culture. An effective Common Mental Order guides employee behavior and decisions, fosters a sense of belonging, and strengthens collaboration and strategic alignment

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1.

Development and Communication of the Company Vision

Clear Definition: The vision must be clearly and comprehensibly defined. It should reflect the organization's long-term goals and serve as a guide for daily decisions.

Effective Communication: The vision needs to be communicated consistently and repetitively. Utilize various channels and techniques to reach all levels of the organization.

2.

Aligning the Mission with Daily Actions

Integration with Business Processes: The mission should be integrated into business processes and procedures, ensuring that daily activities align with broader objectives.

Measurement and Feedback: Use performance indicators to measure alignment between actions and mission. Implement feedback systems for continuous improvement.

3.

Creating a Shared Culture

Company Values: Company values need to be more than just words on paper. They should be lived and breathed by every member of the organization.

Celebration of Shared Success: Recognize and celebrate successes that reflect the shared vision and values, thereby reinforcing the company culture.

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4.

Leadership Development

Leaders as Role Models: Leaders must embody the company's vision and values. Their behavior and decisions should serve as examples for other employees.

Leadership Training: Training programs to develop leadership skills aligned with the company's vision.

5.

Employee Engagement

Active Participation: Involve employees in the formulation and implementation of the vision and mission.

Listening and Dialogue: Create channels for feedback and active listening, allowing employees to feel an integral part of the decision-making process.

6.

Change Management

Adaptability: Develop the ability to adapt to changes while maintaining a focus on the common vision and mission.

Communication During Change: Maintain clear and transparent communication during periods of change, reinforcing the importance of the vision and mission.

Impact of Common Mental Order

The effect of Common Mental Order extends well beyond mere compliance with company policies. Organizations that successfully instill this shared mindset see a range of benefits, including:

  • Better Strategic Alignment: When all members of the organization understand and are aligned with the company vision, they are more likely to make decisions that support long-term objectives.

Internal Psychology of Relationships

Internal Psychology of Relationships deals with relational and behavioral dynamics within an organization. This aspect includes understanding how employees interact, the behavioral expectations within the company, and how these interactions influence the organizational culture. Effectively managing these relationships is crucial for creating a positive and productive work environment.

1.

Internal Communication

Clarity and Openness: Provide channels for clear and open communication, encouraging dialogue across all levels of the organization.

Constructive Feedback: Promote a culture of constructive feedback, where employees feel valued and heard.

2.

Building Positive Relationships

Development of Interpersonal Relations: Foster opportunities for building strong and supportive interpersonal relationships among colleagues.

Conflict Management: Develop effective strategies for conflict resolution, ensuring that conflicts are resolved constructively.

3.

Recognition and Appraisal

Appreciation of Work: Recognize and celebrate individual and team contributions, enhancing employee motivation and satisfaction.

Fair and Objective Evaluations: Implement work evaluation systems perceived as fair and objective by employees.

4.

Culture of Inclusivity and Diversity

Promotion of Diversity: Create an environment that values and celebrates diversity in all its forms.

Inclusivity in Decisions: Involve employees in company decisions to promote a sense of belonging and inclusion.

5.

Professional and Personal Development

Growth Opportunities: Offer opportunities for professional and personal development, allowing employees to explore and build their strengths.

Work-Life Balance: Promote a healthy balance between work and personal life, recognizing the importance of employee well-being.

6.

Psychological Safety

Supportive Work Environment: Create an environment where employees feel safe to express ideas and concerns without fear of judgment or retaliation.

Organizational Resilience: Develop the organization's ability to handle and adapt to changes while maintaining a stable and supportive work environment.

Impact of Internal Psychology of Relationships

The Internal Psychology of Relationships significantly impacts the health and success of the organization. When effectively managed, it leads to:

  • Improved Business Performance: A positive and supportive company culture often leads to increased productivity and work quality.
  • Higher Employee Satisfaction: Employees who feel listened to, appreciated, and supported tend to have a higher level of job satisfaction.
  • Reduced Turnover: A positive and supportive work environment reduces employee turnover, saving costs and maintaining continuity and experience within the organization.

Individual Self-Awareness

Individual Self-Awareness focuses on the personal development of employees within an organization. This dimension encourages each individual to understand their strengths and weaknesses and how these affect their role and performance within the company. It promotes personal effectiveness and contributes to both professional and personal development.

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1.

Recognition of Strengths and Weaknesses

Personal Assessment: Encourage employees to regularly evaluate their skills, strengths, and areas for improvement.

Feedback from Peers and Superiors: Use feedback to help employees identify and understand their capabilities and limitations.

2.

Competency-Based Development

Individual Development Plans: Create personalized development plans that focus on enhancing strengths and improving areas of weakness.

Continuing Education and Training: Provide opportunities for ongoing training to enable employees to develop new skills and improve existing ones.

3.

Emotional Intelligence

Emotion Management: Help employees understand and manage their emotions, contributing to better communication and collaboration.

Empathy and Interpersonal Relations: Promote empathy and understanding in interactions with colleagues, improving team cohesion.

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4.

Self-Regulation and Self-Discipline

Time Management and Prioritization: Teach techniques for time management and prioritization to optimize efficiency.

Stress and Pressure Control: Provide tools and techniques to effectively manage work-related stress and pressure.

5.

Motivation and Self-Esteem

Encouragement of Autonomy: Encourage autonomy and personal initiative, strengthening self-confidence and motivation.

Recognition of Achievements: Celebrate personal and professional milestones, increasing self-esteem and job satisfaction.

6.

Critical Thinking and Problem Solving

Critical Analysis and Evaluation: Develop critical thinking skills for objective evaluation of problems and situations.

Innovative Problem-Solving Approach: Encourage creative and innovative approaches to problem-solving.

Impact of Individual Self-Awareness

Individual self-awareness has a profound impact not only on employees’ performance and personal growth but also on the entire organization. When employees have a clear understanding of their abilities and limitations, they can:

  • Improve Individual Performance: Greater awareness of one’s own skills allows for their optimal utilization and more effective work.
  • Positively Contribute to Organizational Culture: Employees who understand and manage themselves better can interact more constructively and positively with colleagues.
  • Increase Job Satisfaction: The ability to work on one’s strengths and improve areas of weakness leads to greater personal satisfaction and fulfillment.
  • Foster Innovation and Creativity: Self-awareness can stimulate more creative and innovative thinking, contributing to new solutions and ideas within the organization.
 

Change Management and Organizational Resilience

Change Management and Organizational Resilience refers to an organization’s ability to adapt to changes and develop resilience. This dimension includes managing both planned and unexpected transitions and changes, and building a culture that supports flexibility, continuous learning, and innovation. It’s essential to ensure that the organization is well-equipped to face challenges and seize opportunities in a rapidly changing environment.

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1.

Preparation and Planning for Change

Risk and Opportunity Assessment: Analyze potential risks and opportunities associated with changes.

Strategic Planning: Develop strategic plans to guide the organization through change.

2.

Communication of Change

Clear and Transparent Communication: Inform employees about impending changes and their implications in a clear and transparent manner.

Feedback and Dialogue: Create feedback channels to listen to employees' concerns and respond to their questions.

3.

Training and Development

Training for Change: Provide training and resources to help employees navigate through changes.

Skill Development: Update employees' skills to align with new needs and opportunities.

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4.

Leadership in Change

Leaders as Change Agents: Encourage leaders to lead by example during periods of change.

Leadership Support: Provide support and training for leaders to manage change effectively.

5.

Flexibility and Adaptability

Culture of Flexibility: Promote a culture that values and supports flexibility and adaptability.

Agile Change Management: Adopt agile and flexible approaches to manage changes and challenges.

6.

Organizational Resilience

Resilience Development: Build the organization's capacity to recover quickly from setbacks and challenges.

Continuous Learning and Innovation: Promote a continuous learning environment that encourages innovation and creativity.

Impact of Change Management and Organizational Resilience

Change management and organizational resilience significantly impact an organization’s ability to thrive in an uncertain and rapidly evolving environment. When effectively managed, these aspects lead to:

  • Greater Adaptability: Organizations that can effectively manage change are better equipped to quickly adapt to new scenarios and challenges.
  • Improved Corporate Culture: A culture that supports flexibility and innovation can contribute to a more dynamic and stimulating work environment.
  • Increased Employee Engagement: Employees who feel supported and involved in change processes tend to be more engaged and satisfied.
  • Better Crisis Management: Organizational resilience helps companies better manage crises, reducing the impact of disruptive events and enabling faster recovery.

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