Transforming Workplaces: The Impact of Community Psychology

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 When envisioning a workplace, what comes to mind? For many, it's an exhausted employee staring at an overwhelming stack of documents, or perhaps an uncomfortable meeting with an angry boss. 

In a survey conducted by the International Labour Organisation in January 2023, it was revealed that an adult from southern Asia spends 29% of a week working. For reference, that's the percentage of land on Earth. 

Given this significant commitment to work, why do we not prioritize the well-being of employees and strive to create emotionally secure workplace environments?


Can a  workplace be a community?


Communities have traditionally been defined by shared goals, interests, and geographic boundaries. However, community psychologists examine the multifaceted nature of communities, considering various ecological levels and perspectives. 


In the workplace, individuals with similar qualifications and backgrounds come together to collaborate on shared goals. Employees share a physical workspace and adhere to ecological principles that govern interactions in these settings, effectively making the workplace a community.


How can community psychology help a workplace?


Community psychology can be a powerful tool in transforming the workplace into a place for prosperity and productivity. Its core objective is to optimize the well-being of communities and individuals through innovative interventions, often in collaboration with affected community members and diverse disciplines within and beyond psychology.


Through application of the concept of first-order change and second-order change, we can not only train and optimize the productivity of the employee, but also foster community and individual welfare.



How does a sense of community impact employees?


Community psychologists understand that individuals form emotional relationships within communities, and the quality of these relationships significantly influences individual well-being. This phenomenon is referred to as a "sense of community," characterized by four key elements: membership, common symbols, emotional safety, and boundaries. A strong and positive sense of community is associated with various psychosocial benefits at the individual, organizational, and community levels.


In the workplace, an individual's sense of community profoundly affects their experiences. Reducing discrepancies between desired and actual job situations is linked to greater job satisfaction, while increased discrepancies can lead to perceived threats to health, psychological strain, and reduced job satisfaction.


Moreover, by promoting effective communication, a sense of community in the workplace fosters a better understanding of job responsibilities and expectations, reducing competing demands from supervisors and peers. Additionally, a strong sense of community provides individuals with greater access to task-related and social support, potentially reducing work-related burdens.


Considering these potential effects, a sense of community in the workplace is expected to correlate with reduced role ambiguity, role conflict, and role overload. Such a workplace cultivates a positive environment where employees feel valued, supported, and empowered to contribute their best efforts.



How to embrace community psychology in workplaces?


Organizations seeking to embrace community psychology principles within their workplaces and unlock associated benefits can take these steps:


1. Promote inclusivity and diversity:

Create an inclusive environment where diverse voices are respected and valued. Recognize that diversity fosters innovation and creativity.


2. Foster collaboration: 

Encourage teamwork and create opportunities for meaningful connections among employees. Stronger interpersonal relationships lead to higher job satisfaction and improved problem-solving.


3. Empower employees:

 Actively involve individuals in decision-making processes, enhancing their sense of autonomy and commitment to the organization.


4. Prioritize mental health:

Acknowledge the importance of mental health. Promote awareness and provide resources for stress management, counseling, and mental health support. Employees who feel psychologically safe are more engaged and productive.


5. Support work-life balance:

Encourage a healthy work-life balance through flexible arrangements and time management. Recognize that employees have lives outside of work that can impact their well-being and job performance.


6. Practice social responsibility:

Extend community involvement beyond the workplace by encouraging employees to engage in community service or support causes they are passionate about. A socially responsible workplace fosters a sense of purpose and connectedness.



Conclusion:


In conclusion, by applying principles of community psychology, organizations can transform a stressful and unproductive workplace into a powerful source of efficiency while maintaining employee satisfaction and wellness.


A workplace can become a catalyst for positive social change, promoting inclusivity, diversity, and mental health support. It is an attainable goal, and not an idealistic one.


In a world where professional lives occupy a significant part of our time, and a large fragment of our mind, integrating community psychology principles in the workplace offers hope for healthier, happier, and more empowered employees. As organizations embark on this transformative journey, they evolve into vibrant communities that inspire and uplift all those who are part of them.




References:


- Betz, N. E., Fitzgerald, L. F., & Hill, R. (1989). The Relationship of Person-Environment Congruence to Psychological Well-Being. Journal of Counseling Psychology, 36(3), 293–295.


- Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(3), 459–484.


- Moritsugu, J., Vera, E. M., & Duffy, K. G. (2017). *Community Psychology: Linking Individuals and Communities.* Cengage Learning.


- Pretty, G. H., McCarthy, M. A., & Catano, V. M. (1992). Psychological Sense of Community and Student Burnout. Journal of College Student Development, 33(6), 450–457.


- Roethlisberger, F. J., & Dickson, W. J. (1939). *Management and the Worker.* Harvard University Press.


-Sarason, S.B. (1974). The psychological sense of community: Prospects for a community psychology. San Francisco: Jossey-Bass.


- Watzlawick, P., Weakland, J. H., & Fisch, R. (1974). *Change: Principles of Problem Formation and Problem Resolution.* W.W. Norton & Company.


-Kelly, J. G. (1966). Ecological constraints on mental health services. American Psychologist, 21(6), 535–539. https://doi.org/10.1037/h0023598


- International Labour Organisation. (2023). *Global wage report 2022-2023.* Retrieved from https://www.ilo.org/global/publications/books/WCMS_864222/lang--en/index.htm




About the author


Zeba Chogle, Subhead, PsyCreative column

Psychology committee, SDSOS, NMIMS.


Zeba is a 17 year old student of Applied Psychology in NMIMS, Vile Parle. Her favorite word is "buoyancy". To her, it means the ability to stay afloat even when all odds are against you, it means to maintain balance with grace and determination, it means to have an undeniable, stupid kind of faith that you'll never sink. She tries to follow these principles in everyday life. Although extremely creative and imaginative, she also has mastered the ability to remain rational and practical in situations that require so. In art and writing, she has found solace and comfort. In academia, she finds resolve and hope. She imagines herself perched upon a tightrope, and aims to make it all the way through one day.




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