All posts tagged: Organizational Psychology

A tree-lined path in autumn with vibrant orange leaves forming a canopy, a lone person walking in the distance through the mist.

Autumn Is a Masterclass in Transitions: How to Navigate Everyday Shifts at Work

Published by Trotzendorff

The light tilts, the colors deepen, pavements shine after quick showers. Autumn moves the city from one state to another without fuss or apology. That same current runs through our workdays: from tiny thresholds to bigger crossings it’s all about the art of leaving one thing cleanly and arriving well at the next. These transitions come in all sizes — from the eyelash-thin switch between two tasks that lasts a heartbeat to the long arcs that reshape teams, companies, and people over months, sometimes years.

The Dark Side of Leadership: Procrastination, Machiavellianism, and Self-Sabotage in the Workplace

Published by Trotzendorff

In the modern workplace, leadership plays a pivotal role in shaping both employee behavior and organizational culture. However, it’s important to remember that not all leadership styles are equally effective or beneficial. Over the years, research has highlighted the darker side of leadership, focusing particularly on the damaging effects of abusive supervision. In this piece, I will delve into five studies that explore the ways in which abusive supervision can trigger employee procrastination, unleash Machiavellian behaviors, and fuel self-sabotage. Additionally, I will investigate how core self-evaluations can influence these behaviors. Lastly, I will provide eight practical tips for managers and organizations on promoting positive leadership styles and preventing abusive supervision.

The Bigger Your Team, the Lazier Your Employees?

Published by Trotzendorff

How does the size of a team impact individual performance? The Ringelmann effect suggests that individual productivity decreases as the size of a group increases, leading some to assume that larger teams result in lazier employees. In simple terms, people tend to put in less effort when they work together in a large group compared to when they work alone or in smaller groups. But what are the underlying causes, and how can organizations address them?