Following the success of last yearís event, people management experts, the Chartered Institute of Personnel and Development (CIPD) are holding their second Annual Psychology at Work Conference in London. The one-day conference, which takes place on 2 December, will examine the latest thinking and practices in psychology at work to maximise individual and organisational performance.
The conference is aimed at specialists in organisational performance, change management, people management and leadership development, but will particularly appeal to line and departmental managers who are looking to get the best out of their staff.
Dr Aric Sigman, psychologist and author, heads the line-up of speakers on the effects of change within a workplace. Sigman comments, ’For most people ëchangeí has become a four-letter word. When managers mention change, it rarely inspires visions of higher pay, longer holidays, shorter working hours and greater job security among employees. Yet change has often been presented - even marketed - as a positive thing. Even in our personal lives, popular off the cuff phrases such as ëmove oní, ëtake things forwardí or ëhe has to changeí, betray the way human beings really react to change.
’We are simply not designed to handle rapid change very well. And nowadays, rapid changes at work take place in a world where there are rapid changes in every other area of our lives, leaving many employees feeling as if they live on shifting sands. Itís not change per se, but the speed or suddenness of change that is difficult to cope with. We react best to evolution not revolution.’
The event, which also features Professor Michael West, Director of Research at Aston Business School, as Chair, will also demonstrate how understanding human behaviour boosts performance and offer guidance on how to create a people driven business strategy.
According to Sigman, change can be achieved successfully if organisations look at it from an employeeís point of view. As Sigman concludes, ’Instead of trying to apply a sugar coating to change, organisations must now deal with it honestly. Most of us increasingly realise that, with a global economy, the factors determining our fate often lie far away from the organisation.
’And while employees may be encouraged to develop greater flexibility and adaptability at work to buffer the effects of change - organisations must now encourage and support them to look outside the workplace as well. ’From family life and community activities to home routines and going to church, people must actively establish and reinforce personal forms of continuity and security, which are completely unrelated to work. It used to be called not putting all your eggs in one basket.’
Conference gives psychological lift to managers
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