The purpose of this paper is to review the current status of work psychology mainly by a content analysis of all the issues in Volume 21 of this journal in 2006.

1. MANAGERIAL PSYCHOLOGY

4. About leadership and followership
About productivity and satisfaction
Branch of applied psychology
Hybrid subdiscipline

5. CRITIQUE
•Bandwagoning, faddism and political
correctness
•Preferring case-studies and anecdotes to dat
•Having few powerful, explanatory theories
•Having exclusively derivative methodology
•Having an unclear identity
•Stressing marketing over development
•Focusing on popular rather than important
issues

6. O Pposites
or tensions
Work specific vs The science vs
The individual vs
out of work practitioner
the group tension
behavior tension
Modern vs post
The bright side The quality vs
modernist
vs the dark side the quantity
tension
Fairness vs The universal vs
Efficiency the culture
tension specific tension

7. • Personality theorists – Organisational success and
failure
• Social psychologists stress the power of situational
forces like corporate climate and culture
• Sociologists stress societal factors
• Comparison of first vs third world, east vs west
developing vs developed countries

8. • A third at work, a third asleep and a third doing
something else
• Total allegiance, engagement and commitment of
their staff
• You live to work, not work to live.

9. • Tension between the academic scientists and the
consultant practitioners
• Consultants complain that academic research
addresses trivial, irrelevant or too complex problems
• Academics on the other hand are swift to point out
all the (many) limitations in the “research” of
consultants

10. • Bright side (healthy optimistic) vs dark side
(unhealthy, pessismistic)
• Bright Side : The process of management is portrayed
as straightforward and managers as swash buckling
heroes
• Dark Side : This is concerned with when, why and
how management derailment occurs

11. • Modernist vs Post Modernist Tension
• Whilst few are particularly sophisticated the last 20
years has seen some powerful epistemological rifts
between different camps
• More profound divide between empiricism and
relativism

12. • Duty of managers to maximise returns for shareholders,
customer and employees while staying within the Law
• Other principles like the charity principle, the
stewardship principle, the idea of nobles oblige
• Equality over equity; of fairness over efficiency; of
health and happiness over productivity

13. • Management of individuals like parenting is pretty
well fundamental and Universal
• They assert the “twas ever thus” school of thinking
• On the other hand : point is raised that how
national, religious and corporate culture makes
all the difference

14. • Management psychology is a healthy,
growing, vibrant enterprise.
• It is diverse from three perspectives. It is
certainly an international enterprise.
• It does make a difference.