Arnie Dahlke博士

组织心理学家

Arnie Dahlke博士拥有明尼苏达大学的心理学博士学位，目前是公共和私人公司的独立组织顾问，并且是Touro University Worldwide的工业与组织心理学计划的计划主任。

达勒克博士获得博士学位后，加入了俄克拉荷马大学的心理学系，在那里他曾在研究生和本科阶段任教。然后，他成为华盛顿特区美国研究学院（AIR）肯辛顿办公室的研究主任，在那里他监视并进行了各种研究项目，这些研究项目涉及跨文化沟通，战略规划，培训有效性和裁决的研究项目年轻的毒品犯罪者。Dahlke博士还参与了一种独特的心理治疗方法的开发和实施，称为二十四小时疗法，这是一种协调的24/7团队方法，为患者提供了在自然生活环境中的治疗性接触，并且已经是加利福尼亚州韦斯特伍德市人类互动研究所的实践MFT和顾问。

他曾在成年学生到大学新生的各个级别的课程和研讨会，再到几所大学的研究生，包括明尼苏达州，加利福尼亚州，马里兰州，内华达州和俄克拉荷马州，以及飞利浦毕业生学院，玛丽山，安提阿坎，Ryokan，Ryokan，Ryokan，Ryokan，Ryokan，全球图洛大学和加利福尼亚专业心理学学院。有关他的职业的更多信息可以在他的网站。

Was there a specific moment in your life that you feel led you to becoming a psychologist?

That's a good question. I had thought about four or five different careers. I started off college as a Math major and was very interested in science. I ended up in the Army for a couple of years; somehow during that time I was taking some night courses and got really interested in the field of psychology and changed my major when I came back. I guess you might say that I just started to evolved into it.

I was, I had always been interested in people and what makes them tick. Maybe it was right there from the beginning and I didn't realize it.

首先，您说您是数学专业。At您开始切换什么意义？

大约一半的大学。我是通过微积分的，我父亲生病了。我不得不回家一年，那时，我最终被选为军队。到我加强职业计划时，我的计划已经改变了。

您能解释您获得心理学学位的教育道路吗？

I got my Bachelors, my Masters, and then my Doctorate. I was fortunate enough to get my Doctorate from University of Minnesota in Social Psychology. They had a very, very outstanding department, with some well-known Social Psychologists. I just sort of combined research with group psychology and individual psychology in the sense cause they're all wrapped up. I got the whole spectrum when I went there and so it was a very, very good program.

我喜欢教书；当我在那里时，我是一名助教，并且是研究一些项目的研究助理。我决定我要成为一名院士。我决定全职教书，最终我偶然地在俄克拉荷马大学完成了第一笔工作。当我在军队中时，我不是本地的家，我发誓我再也不会回到那里了。真是太无聊和干燥，但是当我开始寻找一个职位时，社会科学的院长曾经是美国心理学协会的负责人，现在是明尼苏达州的院长办公室说；“阿尼你选择了一个地方吗？”我说：“不”，他说。“您知道他们需要在俄克拉荷马州的某人，他们可以踏上您似乎在他们之间来回移动的应用和研究世界。他们可以使用您。？” I thought to myself well I haven't done any interviews so might as well be a good experience. I flew down there and got interviewed. They put me in a room with 50 different people. Students, faculty, the Dean, who knows who was there; just peppered me with questions and of course I wasn't planning on being there so I just answered anything I felt like was a good answer. I mean I didn't even worry about the answers, what I mean was, I just spoke what I meant. Turns on they were very impressed by that and made me an offer on the spot. Then we had a little social gathering that night and I enjoyed the people so much I decided well, I'll give this a try. I ended teaching up there for four years and getting tenure. It was a very good experience and I did have my feet on both the research and the applied worlds. I had grants and contracts from the Air force and from NIH to do some research studies with students and at the same I was doing a lot of talks around the state. I even had a television series at one point called "Adventures and Behaviors", where I brought the latest ideas in psychology to people around the state.

大约三年级的一部分，我参与了该项目，在该项目中，我正在评估在职位部队中心完成的团队建设，这是政府资助的合同。我最终去了一些前往不同的工作军团中心旅行，而我的一部分旅行包括在华盛顿特区，因为我们从那里得到了资助。我爱上了DC，突然对自己说话。我不想在俄克拉荷马州静止的镇上长大。我决定环顾四周，并找到了美国机构研究研究总监非常整洁的地位，该研究主管是华盛顿特区的一个大型社会科学研究组织。我们曾担任社会心理学家，社会学家，政治学家，历史学家，退休的国务院人士，退休军人等角色，做由各种机构和联邦政府资助的各种研究。我在那里大约10年，所有项目都带了一个球。我的工作是监视研究的质量，并通过为赠款以及一些合同和事物的书面提出提出的提案而撰写新的研究。大约是第9年，由于政府退缩了资金，合同开始枯竭，我对我们所做的事情感到无聊。我碰巧在洛杉矶与我的一个朋友交谈。 I was talking to him, and he said; "Well you’re a little restless he said, I've just been asked by the manager by the beach boys who works with Brian Wilson who's really going through some problems and you know a lot about teams. Why don't you come out here and coordinate the team for me?” I thought you know, take a leave of absence and see if I like it. I think probably within two to three days after I set foot in California I realized that's where my soul belonged. Just really resonated to California, and anyways, I decided to come out full-time. I worked on that project for a couple of years and while I was doing it I figured well, I'm a psychologist, and I'm working with the therapy team; I might as well get licensed. I went out through the training hours and so forth and got licenses as an MFT: Marriage and Family Therapist and had a practice for a couple of years. Then I had always been doing consulting on the side for organizations and I decided, I want to do this full time. For the next twenty years I did nothing but work with organizations, large and small, government and non-government, doing team building, manager training, employee surveys, customer feedback surveys, you name it. In fact, people ask me what I do and I say I'm kind of an organizational Jack-Of-All-Trades. That's really what I just described to you, all of that is the essence of IO Psychology, Industrial-Organizational Psychology.

我的哲学，我的基本哲学是，组织都与人际关系有关，关系都与个人，每个人的独特之处，以及这两个因素，关系和独特的人是使组织成功或失败的原因。那就是我的重点一直是的。试图提高协作，提高个人的表现，消除那个旧的责备游戏，并使它解决问题，而不是责怪这种事情。很多团队合作。实际上，我做了很多团队建设和管理团队和工作。

这些经验和我所做的很多事情都代表了组织心理学家所做的事情。我的意思是工业组织心理学家。它在我的网站上进行了解释，因此我邀请您查看我的网站并探索一点，您将获得更多细节，这是Arniedahlke.com

您是如何专门参与组织和工业心理学的？

就在我第一次开始与组织进行咨询时。工业组织心理学都是关于将基本心理学和研究方法应用于组织。我已经拥有所有背景，这只是申请的问题。我们在Twirl，冠军，我们称之为学者的实践方法，这对我们来说非常重要。对我来说非常重要。学习各种学术理论和精美的研究等不足。如果您在工作环境中实际上无法做任何事情，那么这确实对您没有任何好处。实际上，我已经学到了这一课，可能是在我开始全日制咨询后的第一年半之内。我当时与南加州的一位客户合作，正在为他进行经理培训。我会为培训课程做准备，晚上他总是会看他们。 But one day he said to me when I came in with a new one, "You know this is all very interesting but why don't you get a hobby, I already have to rewrite it so we could all understand it." I'm a champion of pop-biz writing, in case of writing.

您如何将组织和工业心理学描述给那些不知道这意味着什么的人？

那是艰难的。就像我说的那样，当人们问我做什么时，我必须停下来一分钟，这就是我告诉我的千斤顶。我认为工业组织心理学家的主要部落是改善组织功能。您知道有一个MBA-工商管理的硕士学位，他们更多地在确保业务，底线受到保护等方面的财务方面。工业组织心理学家虽然确实处理了这些心理学家，这在人民方面更多。当您直到它到达它时，最重要的资源就是人们。让人们快乐，舒适，准备，训练等等，等等，您会做所有这些，其他所有事情几乎自动发生；利润，客户和其他一切。我将工业组织心理学描述为改善人员和协作以及组织对所有功能的方式的应用科学，因为它们毕竟是建立在人们之间的关系上的。我希望这回答您的问题。

从您作为组织工业心理学家的第一份工作开始，可以给我们简要介绍您的个人职业。

另一个很难回答！我与许多组织合作，就像沿着列表谈论每个组织一样。可以从更一般的角度总结几件事。我已经与几个需要开发更有效管理者的组织合作。我已经做了很多经理培训，我教他们如何相互互动，如何与员工互动，如何充分利用员工。曾经是管理人员的模型就像警察一样。您知道您必须确保以正确的方式繁荣的方式完成。但是现在，经理的角色越来越多，就是在他或她的员工中发挥出最好的作用，这意味着单独看着每个员工，并给他们正确的培训，支持和指导，以表达最好的培训和指导。我已经在许多不同的组织中进行了许多经理培训，从小型汽车经销店到县部门。然后，我做了很多事情的另一件事可能就是团队合作。 I've conducted team work retreats with police departments.

加利福尼亚州索诺玛县有一个部门，允许部门拥有大约160名员工，这是通过将约70个独立小部门汇集在一起​​而成的。这些不同的部分之间存在各种各样的草皮保护，现在是该组织的一部分。我被要求与整个部门一起做一个广泛的团队建设，我与他们合作了将近几年，我们逐渐将它们作为一个团队，相互交流，并且有各种各样的技术用来做需要花费几个小时才能进入的事情。我本质上是建立一个组织范围的团队。实际上，我最终写了一本关于这件事的小书，因为这是一次令人兴奋的经历。

I've worked with several organizations doing employee surveys, where they are concerned that the morale is low or the customer's aren't being treated right and so how do employees feel about the organization and what's going on. That by the way, the results of those employee surveys are often what lead to more work for me. When I’m covering needs that the organizations had that I could fill as an Industrial-Organizational Psychologist. I’ve also done a lot of customer relations training, development of customer feedback surveys, and a lot of coaching and mentoring of individual managers or CEO's, etc.

过程有很多改进。我开发了一项名为“罢工团队”的技术，在该技术中，我没有将一个委员会作为过程改进委员会，而是在整个组织中培训人们如何使用正确的解决问题工具，以及当需要时，他们组成了一个团队。他们打电话给罢工团队以解决该问题，例如，我正在与一家汽车经销商合作，商务办公室抱怨销售人员没有正确填写自己的表格，他们对此有何处理。他们让几个销售人员和一些商人在一起，我促进了会议论坛，以确保他们保持正轨。他们从字面上改善了过程并完全减少了错误。此后的几个月，他们没有遇到同样的错误。就像我说的那样，改善流程，改善协作，提高生产力，所有这些事情都是IO心理学的一部分。

你的书叫什么名字？

它是described on my site, I've never got around the publishing it. I've used it with clients. It's called "Joe Gig and The Old Man on The Mountain" which is a strange title.

这个名字的原因最初是我想写一本关于组织范围的团队建设的书，我有七种不同的策略来做到这一点。我写了一本不错的学术小书，并与不同的客户分享了这本书，我得到了几年以前做过的反应。这很有趣，但是学术性太大了。大约那个时候，这就像1998年一样，或者当我熟悉一本名为“谁移动我的奶酪？”的书时类似的事情。我不知道您是否熟悉这一点，但这是一本关于变化的书，它是在迷宫中与一些寻找奶酪的小角色一起出现的，但它给出了各种各样的观点以及如何处理。我感觉很好，也许我应该告诉我作为一个故事，所以我创造了这个名叫Joe Gig的家伙，他有一家小工具公司：Gig的小工具。He was doing really well and he went for a vacation and for several months he came back to find out to his dismay that the organization was not working really well as a team anymore, things were going wrong, people weren’t getting along, and he decided to go up to his favorite mountain hike for the weekend to think about what he should do. He was up at the end of the day, the first day, and sat down by a tree and fell asleep. Then some old man awakened him and asked him if he was okay and he said yeah and he explained why he was there and the guy said, "Why don't you come out and have dinner with me? Stay with me over night? We have a lot in common." Well, it turns out this guy was a very successful businessman in several different businesses. He had a house and I took all the different rooms in the house, each room became a metaphor for one of my seven strategies for building teams. I told it like that and he's got very serious points in it but its told as kind of as a fable.

然后，我写了另一本，您也可以在我的网站上看到，我再次与客户一起使用了它，而不是正确发布。这就是所谓的“您，我和选择的力量”。这是基于坚定的信念，即我们可以选择自己的工作，并且大多数人认为某些事情是本能或自动的，但是当您按照您采取的每一步，每一个单词，每一个动作，您所做的每一个动作，无论您是否意识到自己选择。例如，我在那里有一个小章，例如有人或某个秘书都因为有人伤害了她的感觉而感到沮丧，我说：“感觉在哪里？告诉我他们在哪里，也许我们可以按摩它。”她说：“不，不，不，他们伤害了我的感情。”我说：“他们是怎么伤害你的？她说：“他们这么说。我说：“所以你在里面做出了反应。”我们进行了漫长的讨论，但最重要的是，人们发生的事情以及您的反应是您的选择。如果有人说：“哦，阿尼是一件愚蠢的事情。” I can think to myself, wow that was a stupid thing to do and feel a little bad about it or I can say, gee I wonder what's wrong with that guy this morning. Or I could say gee, he doesn't know all the facts. In other words there are or five different ways I can handle what's coming at me and how I view what’s coming at me then determines what I'm gonna choose to do. I always make the argument that your feelings are your own, nobody hurts your feelings, you’re the one who’s in charge of them. If your hurt, if you got hurt with feelings it is because you interpreted something in a way that threatened you or you know that made you feel not so good about yourself or something and things like that.

我有一本第三本书，这是我最近出版的这本书，实际上它叫做，你知道虚拟系列吗？它是假人的商业继承计划。这一切都是关于组织如何为其顶级首席执行官或其关键人才制定继承计划，以便如果其中一个人离开，他们不会失去步伐。

If someone wanted to become an Organizational or Industrial-Organizational Psychologist what would be the most optimal educational path?

可能获得心理学甚至社会学或两者结合的学士学位。我会说这是确保他们有心理课程，而不是害怕研究。其中涉及研究和统计问题，然后是工业组织心理学硕士学位，以及学校是否有一项博士学位的课程。通过统计数据，该程度越高，人们通常收入的收入越高。我们对此计划感到非常兴奋，它是一个完全在线的IO心理学计划，我非常致力于让学生参与应用内容，例如我所说的学者从业者，将他们所学的知识应用于自己的职业和专业人士生活，他们的现实生活，否则没有任何意义。我从学生那里得到了非常非常好的反馈，他们对这种方法有多兴奋。如果您知道任何想参加在线工业组织心理学计划的人，我是你的家伙。

学习更多关于我的学位。

作为组织 - 工业心理学家的工作，您最喜欢的工作是什么？

当问题解决时，看到人们微笑。看到某些东西更有效地运行。看到人们在非常协作的情况下共同努力。好吧，我会告诉你一个关于那个故事的小故事。我所遇到的一个项目是根据教育办公室资助的赠款来到该国。我们的工作是，这是在70年代后期，是看90年代成人教育的未来，以及它的需求。我和我的同事四处走向所有不同的联邦地区，每个地区都有为期3天的撤退。从某种意义上说，我们没有迈向未来的静修会，您知道您是否没有绳子，双手没有束缚，您希望成人教育领域在1990年代如何；这似乎是时间轴遥远的，但是快到了。我们让人们真正伸出思想，踏上未来等等，在每个会话中，听众当然有所不同，因为您在该国的不同地区。 People are different in different parts of the country so we had to adjust the way we did the meetings, leaving a little bit to tailor to each meeting. What we would do is have our first day and in that evening, we had dinner and we had a get together in one of our rooms and kinda brainstorm at what how the day went and what do we need to change for tomorrow and so forth. My friend and I were very comfortable with each other and we might end up shouting at each other and telling each other that's a stupid idea or whatever you know and then go out later and have a drink. I had another friend who came on one of the trips with us and he sat through one of those evening sessions and afterwards he said, "You guys always do that?" I said, "Yeah, why not?" He said, "Well I sat there getting ulcers listening to your shouting at each other. My notion of a good team, a good collaboration is that people are secure enough and free enough to be able to disagree with each other and even shout at each other and still walk away with you know hand in hand. I have emphasized that a lot when I do team building that, it's you know, too many people are too afraid of their image and too afraid of the consequences of what they're gonna say and when you create that kind of atmosphere you really have good team work.

您能描述有关您的工作的任何事情，这很困难或对您来说是艰辛的？也许学生在进入这个职业领域时应该做好准备？

官僚。有时，组织变得越大，它就越官僚和僵化。我已经遇到了几次。这是人们需要做好准备的。要知道这将会发生。这是组织生活的一部分。他们只需要找到一种处理它的方法，而我处理的方式就是教育人们过多僵化的官僚程序的影响。当我可以让人们开放一点并更加灵活时，他们的确做得更好。实际上，就在最近我完成了一堂课，实际上是在MBA课程中，该课程是组织发展和改变课程，学生代表了许多不同的组织，而我所做的一切都与领导力有关。我让每个学生都读了一本关于领导力的不同书，然后进来，向其他班级的人以及他们从那本书中学到的东西进行演讲。 It was fascinating what happened was, they looked at organizations like Google, Facebook, Xerox and Walmart, you know like 16 different organizations. The trend they saw and I saw going through these organizations is the newer, younger organizations like Facebook for example, or like Zappos the shoe distributor through the internet, these organizations are very different that the old time organizations. They are very flexible with work and home schedules, they are very unbureaucratic, they are very flat and their organizational structure, they're very innovative, in fact, one of the organization gives people 20% of their time and in fact that's Google. 20% of their time each week to do anything they want to see if they can come up with innovative and inventive ideas. They have a tennis, I mean ping-pong tables in rooms, they have coaches where they sit around and can meet with each other and can talk about something that they're dealing with and just a whole different atmosphere of an organization. It looks like these young organizations which are the ones now who are beginning to be predominant in the Fortune 500 companies are gonna be the new way of operating and I'm fascinated by the millennial generation people born between the 1980 and 2000 who are raised on all of the new social media technology and the different way of thinking about people and groups. That's gonna influence organizational behavior, if not going to, it is obviously, already influencing organizations and the way we do business.

作为该领域的顾问或组织心理学家，您是否从事某些业务或政府工作，您做的某种情况确实启发了您，并且您觉得真的很成功并且您真的很喜欢做？

Well, the reason that it is a hard question to answer is that I had worked in many different organizations. I always got my business by word of mouth. I didn't do any marketing. For a while, for about four or five years of that consulting time, I was working pretty much with automobile dealerships who would, one guy loved what I did talked to another dealer about it, who then got me to work with him and talked about me with another dealer about it and so forth. Working with those organizations it was fascinating and exciting. I don't know how much you know about auto dealerships, but they have like four different organizations in one. I mean they have the business offices who are hourly employees, they have sales people who are commissioned, paid by commission, they have technicians in the service department who are like independent contractors you know they're like several different kinds of organizations all together. The culture in each department is different. Bringing them all together as one organizational team is a real challenge and I've been successful at doing that in several dealerships and had evolved at doing it, that's one example. Another example is this permitting department I told you about up in Sonoma County, that probably was one of the most all in one kinds of consulting cases I've done because not only did I do the traditional training needs analysis survey but I did team building, manager training and processing. I did all the different things I've done with different organizations, just about all of them I did in that one organization, so I guess if that were, if I'm gonna do like a case presentation, that would probably be one cause it sums up all the stuff I do.

您是否看到组织的领域 - 工业心理学的变化？我们应该对未来有什么期望？

First of all, its growing. I've read someone, I don’t have it in my fingertips at the moment, but by 2014, the number of IO Psychologists needed is gonna be 16% higher than it is now. It's the fastest growing component of psychology that there is right now. Number 2, two major, major forces, I'm going sort of combine internet and social media, from the internet was the original one with email and doing things on the computer and social media and piling them all together is a digital technology development, that coupled with the incredible globalization at stake in place with organizations around the world. Those two forces are changing the way organizations function over night literally. It's not, now I talk about the virtual team meetings where somebody in Paris, somebody in South America and someone Washington D.C. are meeting all together at the same time via computer. Communication, advertising, recruiting, is all taking place through, it’s all utilizing social media to do it, on a worldwide basis. Now people are having to become more aware of the impact of culture and when I was in D.C. by the way, one of the projects I had was with the Army. They were concerned about soldiers being in different parts of the world and so we developed a series of what we call cross cultural communication guides for twenty-two different countries. These guide would essentially be little tips and techniques for somebody going to the country; here's things you shouldn't say, certain behaviors that you should be aware of and observe, and here a certain polite things to do and this would be impolite to do and so forth. That kind of thinking now with this worldwide globalization and interconnectivity that we have through social media is becoming more and more and more critical now. I see IO Psychology moving in the direction of helping organizations adjust to these traumatic changes.