Issue link: https://maltatoday.uberflip.com/i/1517916
27 Unity SUNDAY 24 MARCH 2024 Hon. Dr Katya De Giovanni (MP) Department of Psychology THE COVID-19 pandemic has further accel- erated the ever-increasing demand of hybrid work. Carnevale & Hatak (2020) rightly argue that the changes caused by the pandemic did not augment the complexity surrounding work but also its total immediate environment. This article highlights how techniques and knowl- edge offered in the field of organisational psy- chology can help mitigate the challenges offered in a hybrid work environment. Job analysis is one of the skills or tools which may be used to identify the tasks which can be done remotely and other tasks which need to be done at the workplace. Caldwell (2018) de- fines 'job analysis' as a means for understand- ing the knowledge, skills, abilities, and other requirements essential to the performance of each organisational position. It is also the sys- tematic process for identifying the nature and outcomes of a position by determining the spe- cific tasks and activities performed to achieve desired results and the context in which work is performed. Job analysis determines which jobs need to be analysed and their contribution to the organisational mission since every position in an organisation should exist to further the mission and objectives of an organisation. The outcomes and results of each position must be defined in measurable terms. The pro- cess then requires the identification of subject matter experts and participants who will be in- cluded in the process. These would be individu- als who have a clear understanding of the expec- tations, requirements, and outcomes associated with the position being analysed as well as col- leagues who work with and are interdependent with the position. The ensuing relationships are often critical to the effective performance of any position and should be considered, along with task-related outcomes and expectations. The next step would be to systematically collect in- formation about the job. There are many sourc- es of job information, ranging from job descrip- tions, classification standards and established performance measures. Job analysis also requires matching job con- tent with competencies and requirements. Each source of job information can be useful in iden- tifying the factors that are necessary in the suc- cessful achievement of job outcomes. Carefully matching job content with those competencies and requirements results in a detailed list of qualities essential for performing successfully. For this reason, job analysis is essential in de- fining which jobs are best performed on site and which others can be performed remotely. Furthermore, one can also redesign aspects of the job and the tasks assigned in order to have them performed on site or if required in a re- mote manner. Another difficulty in hybrid work environ- ments would be the inadequate resources for workers to be able to function effectively when they are working remotely. Moreover, the role in organisational psychology in ergonomic workstations is also highlighted. Training on 'health and safety' and investment or allowance to buy adequate equipment avoiding repetitive strain injuries is also must when there are in- creased physical complaints. Organisational psychologists are also able to educate on the interface of work-family balance where flexibility on the job is normally positively correlated to job satisfaction (Scheide Miller & Giblin, 2023) and belonging especially for those employees who are also caregivers. They are al- so able to provide support when due to hybrid work arrangements, face-to-face communica- tion is somewhat hindered and will facilitate and help employees to reflect on the different styles in communicating required for hybrid work environments. In such instances, lead- ership workshops also have a direct impact on increased belonging and job satisfaction among subordinates. It is also known that employees with certain personality profiles are more likely to suffer so- cial isolation when assigned remote work. Re- search indicates that high neuroticism, lower extroversion and lower agreeableness were as- sociated with loneliness (Schutter et al., 2020). The role of the organisational psychologist here would be to identify such employees before- hand, to avoid experiences of social isolation by correct placement of employees. The ever-changing world of work requires flexibility in thinking and in the skills which are needed on the workplace. Hybrid work is one of the major changes we have faced in recent years. The role of the organisational psycholo- gist is that of facilitating and supporting such changes for the benefit of the employee which then provides a return on investment on the or- ganisation itself. References Carnevale, J. B., & Hatak, I. (2020). Employee ad- justment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116, 183-187. Caldwell, C. (2018) Job analysis: The building block of human resource management. In C. Caldwell & V. Anderson (Eds.), Strategic human resource management (pp. 1-16) Hauppauge, New York: Nova Science Publishers Scheide Miller, C. & Giblin, J. (2023). Improving job satisfaction and belonging through flexible work and leadership cohorts. Advances in Devel- oping Human Resources, 26(1), 20-47. Schutter, N., Koorevaar, L., Holwerda, T. J., Stek, M. L., Dekker, J., & Comijs, H. C. (2020). 'Big Five' personality characteristics are associated with loneliness but not with social network size in old- er adults, irrespective of depression. Internation- al Psychogeriatrics, 32(1), 53-63. Organisational psychology: its contribution to hybrid work Catherine Fleri Soler M.Phil./Ph.D. Candidate Department of Youth and Community Studies AS society gets more complex, so- cial work faces more challenges, not least effects of globalisation, climate change, financial and ecological crises, technological advances and wars. These challenges trickle down from global levels to the daily lives of people. This has led to the intensi- fication of injustices and power im- balances in societies worldwide that are creating more poverty and new forms of social exclusion. Social workers are always at the forefront of situations of poverty and social exclusion. However, with shrinking resources and an ever-in- creasing demanding work environ- ment, can they affect the necessary positive change in the lives of peo- ple? Can community development add value to social work? Although community develop- ment shares goals and values with social work, it is a discipline in its own right. Social work itself has roots in community practice. Mal- ta, however, seems to reflect a sit- uation where social workers have not exploited these roots enough. Therefore, this study aims to bring out elements that are at the core of community development practice to investigate whether they are sig- nificant to local social work prac- tice, especially in this climate of continuous change and challenge. The United Nations defines com- munity development is a process designed to create conditions of economic and social progress for the whole community with its ac- tive participation. For the Interna- tional Association for Community Development, community develop- ment also promotes aspects such as participative democracy, sustaina- ble development, rights, econom- ic opportunity, equality and social justice. As the International Federation of Social Workers attests, social work is also invariably based on the pro- motion of rights, equality and social justice. Indeed, social work's sys- tems theories, ecological perspec- tives and sustainable development are but a few of the social work the- ories that recognise the importance of identifying supportive and risk factors in a person's living environ- ment which includes the commu- nity. A study that I am currently car- rying out under the auspices of the Department of Youth and Commu- nity Studies, dissects such theories and other critical factors in social work to underline the significance of going beyond the micro-level of social work and to look towards the macro interventions which align with community development ap- proaches. Seeking to understand the relationship between commu- nity development and social work, the study employs two subsequent research designs – namely, partic- ipant observation and participatory action research. Primarily, participant observation was carried out within two projects of two distinct community-based organisations whose practice in- cludes both elements of social work and community development. I was able to observe and draw out from my interaction with the partici- pants – community members and facilitators – the benefits of such an approach and what may be lacking in order to help people gain better skills to take more control of their lives. Secondly. the participatory action research, which is still work-in-pro- gress and will entail carrying out research with the help of project participants was chosen owing to the fact that it is based on the same values and processes of community development. The challenge lies in whether the participants will actu- ally commit to such a study given their home situations which may make it harder for them to keep up the commitment. Nevertheless, I believe that this would give me in- sight as to what elements of com- munity development could work and what the barriers are. Once concluded, the research shall certainly guide us as to what meaningful approaches boost in- terventions with people, and subse- quently, which skills social workers can gain to enhance their work with their service users. It is hoped that this study will open a debate for so- cial workers in Malta on whether to explore and gain the skills and knowledge in community develop- ment for better service provision. Community development and social work