阿尼博士Dahlke

组织心理学家

阿尼博士Dahlke从明尼苏达大学心理学博士学位,目前是一个独立的组织公共和私人公司和顾问的项目总监特罗大学工业与组织心理学项目。

拿到博士学位后,博士,Dahlke加入了心理学系在俄克拉荷马大学教授本科和研究生学位的水平。然后他成为了研究办公室主任肯辛顿美国研究协会(空气)在华盛顿特区,监控和处理跨文化交际进行了一项研究项目的多样性,战略规划、培训有效性,裁定年轻的毒品犯罪者。Dahlke博士也参与了开发和实现一个独特的心理治疗方法,被称为20 - 4 -小时治疗,协调,24/7,团队的方法,为患者提供了治疗性接触的自然生活环境和顾问建议练习,韦斯特伍德的人际互动研究所,加州。

他教各级课程和研讨会从成人学生到大学新生在几所大学的研究生,包括明尼苏达大学、加州、内华达州、俄克拉何马州,马里兰州,以及飞利浦研究院,Marymount,安提阿,旅馆,托罗全球大学和加州学校心理学专业。可以找到更多的信息关于他的职业生涯他的网站。

有一个特定的时刻在你的生活中,你感觉使你成为一个心理学家?

这是一个很好的问题。我有想过四个或五个不同的事业。我开始大学数学专业和科学非常感兴趣。我最终在军队几年;不知何故在此期间我在一些晚上课程,真正感兴趣的领域的心理学和改变我的专业当我回来。我猜你可能会说,我刚开始演变成它。

我是,我一直感兴趣的人,是什么让他们做出选择。也许从一开始就在这里,我没有意识到它。

首先,你说你是数学专业。一个你是什么时候开始切换?

一半通过大学。我是通过微积分和我爸爸生病了。我不得不回家了一年,在这一点上,我最终获得了在军队。的时候我改变了我的职业生涯计划。

你能解释一下你的教育路径获得心理学学位?

我单身,我的主人,然后我的博士学位。我很幸运地得到我的明尼苏达大学社会心理学的博士学位。他们有一个非常非常优秀的部门,与一些著名的社会心理学家。万博最新地址我只是结合研究与组织心理学和个体心理学的原因他们都结束了。我得到整个频谱当我去那里,这是一个非常,非常好的项目。

我喜欢教学;我是助教的时候,我是一个研究助理工作了一些项目。我决定我要成为一个院士。我决定教全职,我结束了我的第一份工作在俄克拉荷马大学,很意外。我在军队的时候不是本地回家,我发誓我再也不会回去了。太无聊了干燥,但是当我开始寻找一个位置,社会科学学院院长,曾经是美国心理学协会的负责人现在院长在明尼苏达州和他路过他的办公室,说;“阿尼你选择一个地方吗?”我说:“不”,他说;“你知道他们需要有人在俄克拉荷马,他可以把一只脚放在应用和研究世界你似乎它们之间的过道来回移动。他们可以使用你。你为什么不去下来接受采访吗?” 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.

的一部分,我的第三年,我参与了项目,评估团队建设在部队工作中心所进行的合同,由政府资助。我最后做的一个小旅行不同的部队中心工作和我旅行的一部分包含在华盛顿特区,因为我们在资助。我爱上了直流,我突然对自己说;我不想变老的还是正常的俄克拉荷马城。我决定环顾四周,发现了一个非常非常整洁的地位研究主管对美国制度的研究是一个大型的社会科学研究机构。角色的社会心理学家,社会学家、政治学家、历史学家、国务院退休人,退休的军人,等等,做各种各样的研究由各种机构和联邦政府。我在那里大约10年,有一个球的所有项目。我的工作是监控的质量研究和获得新的研究写作写的赠款和合同和一些建议。长约9年,合同开始枯竭,因为政府撤回资金,我开始有点厌倦了我们正在做的东西。我碰巧跟我的一个朋友在洛杉矶。巧合的是,他并非巧合的是,我的一个博士生的俄克拉荷马人去成为一名临床心理学家。 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,是组织关系,和关系都是关于个人的,和每个人的独特,和这两个因素,独特的人之间的关系,并使组织成功或失败。这就是我的焦点。努力改善协作、提高性能的个人,废除旧的怪游戏,让每个人解决问题的思想而不是指责的那种东西。很多团队工作。事实上,我做了很多团队建设和管理团队和东西。

很多经验和的事情我做了做代表的组织心理学家做什么。我的意思是产业与组织心理学家做的。解释在我的网站,所以我邀请你来看看我的网站,探索一点,你会得到更多的细节,它是Arniedahlke.com

你是如何参与专门组织和工业心理学?

就当我第一次开始做咨询组织。产业与组织心理学是运用心理学的基本研究方法来组织。我已经有了所有的背景,这只是一个应用的问题。我们在旋转,冠军我们所说的学者,从业者的方法,这是对我们非常重要。它对我来说是非常重要的。是不够的去学习各种各样的学术理论和花哨的研究等等。如果你不能做任何与它设置在一个实际意义上的工作,那真的对你没有任何好处。事实上,这节课我知道了,可能在第一年半后我开始全职咨询。我正与一个客户在南加州为他和我做经理培训。我将准备培训讲义,晚上他当然总是看他们。 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.

你会如何描述组织和工业心理学的人不会知道的第一件事是什么意思呢?

这是一个艰难的一个。就像我说的,当人们问我我做什么,我必须暂停一分钟,这就是我告诉我是万事通。我认为主要支派的工业组织心理学家的是提高组织功能。你知道有一个MBA(工商管理硕士学位,他们更确保金融方面的业务,底线是保护等等等等。产业与组织心理学家虽然他们处理,更在人民一边。需要的人,当你认真思考这件事的时候,组织最重要的资源是人。让人们快乐,舒适、准备、训练,等等,等等,你所有的自动几乎和其他所有的事情发生;利润、客户和其他的一切。我描述工业——组织心理学提高人们应用科学和协作和组织对所有功能的方式,因为他们毕竟是建立在人们之间的关系。我希望回答了你的问题。

可以给我们概述你的个人职业生涯从你的第一份工作是organizational-industrial心理学家直到现在。

另一个很难回答!我曾与许多组织就像沿着列表和谈论每一个人。可以总结一些事情更一般的条件。我和几个组织过,他们需要开发更有效的管理者。我做了很多经理培训,教他们如何相互作用,如何与员工互动,如何最有效地使用他们的员工。以前的经理的模型就像一个警察。你知道你必须确保正确的方式能够完成繁荣繁荣。但是现在一天,越来越多的管理者的角色是在他或她的员工,这意味着政府要关注每个员工单独和给他们合适的培训和支持和指导的。我做了很多经理培训在许多不同的组织中,从小型汽车经销商到县部门。另一件我已经做了很多更可能是团队合作。 I've conducted team work retreats with police departments.

有一个部门在加州的索诺玛县,允许部门,约有160名员工,它是由汇集70个独立的小部门。有各种各样的地盘保护和这些不同部分之间缺少沟通,现在这个组织的一部分。我被叫去做一个广泛的与整个部门团队建设,我曾与他们近几年,我们逐渐把它们放在一起作为一个团队,相互通信,有各种各样的技术我用来做,这要花费数小时去。我基本上是构建一个组织广泛的团队。事实上,我完成了一个小本子,因为它是这样一个令人兴奋的经历。

我和几个组织进行员工调查,他们担心士气低或客户的没有得到正确的对待员工如何看待组织,发生了什么。顺便说一下,这些员工调查的结果往往导致更多的为我工作。当我需要覆盖的组织,我作为一个产业与组织心理学家可以填补。我也做了很多客户关系培训,发展客户反馈调查,很多个人经理或首席执行官的指导和咨询,等等。

有很多流程改进。我开发了一个叫做罢工的技术团队,而不是一个委员会作为过程改进委员会,我整个组织训练人们如何使用合适的解决问题的工具和在需要时它们形成一个团队。他们称罢工团队解决问题例如,我正与一个汽车经销商和业务办公室抱怨销售人员没有正确填写他们的形式和他们能做什么。他们召集了几个销售人员和一些商业人士在一起,我推动会议论坛,以确保他们保持正轨。他们真的完全改善的过程和减少错误。个月后,他们没有得到同样的错误,类似这样的事情。就像我说的,改善流程,提高协作,提高生产力的事情是IO心理学的一部分。

你的书的名字是什么?

它描述在我的网站,我从未在出版它。我使用它与客户。它叫“乔演出,老人在山上”这是一个奇怪的标题。

最初这个名字的原因是我想写一本关于组织广泛的团队建设,我有七个不同的策略。我写了一个很好的学术小书和共享它与不同的客户和我有相同的反应我年前;这很有趣,但太学术了。那时,这就像1998或类似的东西当我成为熟悉一本书叫做“谁动了我的奶酪?”I don't know if you familiar with that or not, but it's a book about change It takes place in a maze with some little characters looking for cheese but it makes all kinds of points about change and how to deal with it. I felt well maybe I should tell mine as a story, so I created this guy named Joe Gig who had a gadget company: Gig's gadgets. 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.

然后我写了另外一个也可以看到我的网站,我只是使用,与客户,而不是发布出来。它叫做“你,我,选择的力量。”这是based on the firm belief that we have choice at what we do and most people think that certain things are instinct or automatic but when you get right down to it every step you take, every word you hear, every movement you make, is something that whether you realize or not you're choosing. I had one little chapter in there for example that somebody or some secretary was all upset because somebody hurt her feeling and I said, "Where are the feelings coming? Show me where they are and maybe we could massage it." She said, "No, no, no, they hurt my feelings." I said, "How did they hurt your feelings? She said, "Well they said so and so. I said, "So you reacted inside." We got into a long discussion but the bottom line is, things happen to people, and how you respond is your choice. If somebody says, "Oh Arnie that was a stupid thing to do." 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.

我有第三本书,这一个我最近刚刚发布事实上,它叫做,你知道虚拟系列吗?这是企业接班人计划的假人。都是关于如何组织需要制定继任计划的前首席执行官或关键人才,这样他们不会失去步如果一个人离开。

如果有人想成为一个组织或产业与组织心理学家最优的教育路径是什么?

可能在心理学或社会学学士或两者的结合。我想说这是确保他们有心理课程的研究,而不是害怕。涉及研究和统计情况,然后进行了产业与组织心理学硕士学位,如果学校有一个计划进行了博士学位。越多的人通常获得的学位越高,通过统计数据。由这个项目,我们非常兴奋完全网络IO心理学项目我非常致力于让学生参与申请什么,就像我说,学者从业者,他们学到的东西应用到自己的专业和职业生活,他们的现实生活情况下,否则它就没有任何意义。我得到很好的反馈学生对这种方法对他们是多么兴奋。如果你知道谁想要一个在线产业与组织心理学程序,我是你的人。

了解更多关于I / O度。

有一些你喜欢的东西对你的工作作为一个Organizational-Industrial心理学家?

看到人们微笑当问题得到解决。看到一些更高效地运行。看到人们一起工作在一个协作情况。好吧,我告诉你一个小故事。的一个项目我已经在这个国家拨款资助下教育的办公室。我们的工作,这是在70年代末,是研究成人教育的未来90年的和它是什么需求。我的同事和我走在所有不同的联邦地区,每个地区都有为期3天的撤退。我们没有在某种意义上飞跃未来撤退你知道如果你没有附加条件,你的手没有联系,你想要什么成人教育领域就像在1990年代;似乎时间轴远了但它很快。我们得到了人们真正延伸他们的思想和飞跃未来等等,这些会话的观众当然有点不同,因为你在这个国家的不同地方。 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.

你能描述任何关于你的工作的困难或困难了吗?也许一些学生应该准备什么时候进入这个职业领域?

官僚机构。有时越大组织获得更多的官僚主义和刚性。我碰到好几次了。这就是人们需要做好准备。它知道这是会发生;这是一个组织生活的一部分。他们只需要找到一个方法来处理,我处理的方式是教育人们的影响太多僵化的官僚程序。当我可以让人们更灵活,更开放一点他们真的做得更好。事实上,最近我完成了一个类,它实际上是在MBA项目是一个组织发展和改变方向的学生代表许多不同的组织和我所做的都是领导。我在领导每个学生读不同的书,然后进来给班上的其他同学做场演示他们从那本书。 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.

作为顾问或一个组织心理学家,你有某些业务或政府工作,你做了一定的情况下,你做的、确实对你有启迪,你觉得真的很成功,你真的喜欢做吗?

的原因,这是一个很难回答的问题是,我曾在许多不同的组织。我总是得到我的商业口碑。我没做任何营销。一段时间,大约四五年的咨询时间,我几乎与汽车经销商工作,一个人爱我所做的与另一个经销商,然后让我和他一起谈论我工作与另一个经销商等等。工作与组织这是有趣的和令人兴奋的。我不知道你知道多少关于汽车经销商,但他们在一个有四个不同的组织。我的意思是他们有业务办公室每小时的员工,他们有销售委托的人,支付的佣金,他们有技术人员在服务部门就像独立承包人你知道他们喜欢几种不同的组织在一起。每个部门的文化是不同的。把它们放在一起作为一个组织的团队是一个真正的挑战,我已经成功地这样做在做一些经销商和演变,这是一个例子。另一个例子是我跟你说过这允许部门在索诺玛县,这可能是大多数都在一个类型的咨询情况下我所做的,因为我不仅做传统的培训需求分析调查但我做团队建设,管理培训和处理。 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.

你看到组织的领域——工业心理学改变?我们应该期待未来?

首先,它的增长。我读过某人,我没有在我的指尖,但到了2014年,IO心理学家需要的数量将会比现在高出16%。万博最新地址这是增长最快的组件的心理学,现在是正确的。2号,两大主要力量,我将结合互联网和社会媒体,与电子邮件和互联网是原来做事情在电脑上和社交媒体,它们都是数字技术的发展,全球化,加上令人难以置信的利害关系与世界各地的组织。这两种力量在一夜之间改变了组织的功能。不是,现在我在巴黎讨论虚拟团队会议,有人,有人在南美和华盛顿会议的人一起在同一时间通过电脑。通信、广告招聘,都发生过,都是利用社会媒体,在全球基础上。现在人们越来越意识到文化的影响,当我在华盛顿特区顺便说一下,我的项目是与军队。他们关心士兵在世界不同的地方,所以我们开发了一系列我们称之为跨文化沟通指南为22个不同的国家。这些指南将本质上是有人将小技巧和技术; 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.