Ofrece un servicio eficaz y de calidad a las empresas y organizaciones que buscan un psicólogo especializado en entornos laborales gracias a esta Postgraduate diploma”  

Esta Postgraduate diploma de TECH ha sido diseñado bajo la premisa de la alta demanda de profesionales de la psicología especializados en este campo. Por eso, tiene como objetivo impulsar la carrera de los psicólogos a la profundización en los métodos teóricos y prácticos más actualizados del mercado. Así, el estudiante estará preparado para intervenir con capacidad real de trabajo y con resultados óptimos en entornos laborales.

En este sentido, el alumno ahondará en la psicología social profundizando en conceptos como la motivación, el afecto y las emociones, desarrollará actividades relacionadas con los estereotipos, los prejuicios, la discriminación y la conducta agresiva y violenta. Asimismo, abordará las tipologías del carácter, los tipos de familias existentes y las teorías explicativas sobre los orígenes y las tendencias prosociales, entre otras cuestiones. Un conjunto de amplios conocimientos presentados en una plataforma virtual de acceso las 24 horas del día.

Para facilitar el aprendizaje, TECH presenta sus programas con una metodología Relearning, con la que el alumno adquirirá los conocimientos de manera progresiva, ahondando en aquellos conceptos más importantes a lo largo de todo el estudio. Además, gracias al formato 100% online de esta titulación, cuenta con total flexibilidad para compaginar sus responsabilidades personales y labores con el aprendizaje. Solo necesitará un dispositivo electrónico con acceso a internet para lanzar su carrera un paso más allá. Una titulación acorde al tiempo actual con todas las garantías para posicionar al psicólogo en un sector que no deja de crecer

Un programa completamente online, adaptado a tu ritmo de vida y a tus obligaciones laborales. No lo dejes escapar” 

Esta Postgraduate diploma en Occupational and Organizational Psychology contiene el programa educativo más completo y actualizado del mercado. Sus características más destacadas son: 

• El desarrollo de casos prácticos presentados por expertos en Psicología del Trabajo y las Organizaciones
• Los contenidos gráficos, esquemáticos y eminentemente prácticos con los que está concebido recogen una información técnica y práctica sobre aquellas disciplinas indispensables para el ejercicio profesional
• Los ejercicios prácticos donde realizar el proceso de autoevaluación para mejorar el aprendizaje
• Su especial hincapié en metodologías innovadoras 
• Las lecciones teóricas, preguntas al experto, foros de discusión de temas controvertidos y trabajos de reflexión individual
• La disponibilidad de acceso a los contenidos desde cualquier dispositivo fijo o portátil con conexión a internet 

Analiza el contexto donde se desarrollan las conductas individuales, los procesos grupales y organizacionales y conviértete en el psicólogo experto que las empresas buscan”

El programa incluye en su cuadro docente a profesionales del sector que vierten en esta capacitación la experiencia de su trabajo, además de reconocidos especialistas de sociedades de referencia y universidades de prestigio. 

Su contenido multimedia, elaborado con la última tecnología educativa, permitirá al profesional un aprendizaje situado y contextual, es decir, un entorno simulado que proporcionará una capacitación inmersiva programada para entrenarse ante situaciones reales. 

El diseño de este programa se centra en el Aprendizaje Basado en Problemas, mediante el cual el profesional deberá tratar de resolver las distintas situaciones de práctica profesional que se le planteen a lo largo del curso académico. Para ello, contará con la ayuda de un novedoso sistema de vídeo interactivo realizado por reconocidos expertos.  

Matricúlate ya y adquiere los conocimientos de manera progresiva y natural con la exclusiva metodología Relearning de TECH” 

Solo necesitas un dispositivo electrónico y conexión a internet para estudiar desde donde quieras y cuando quieras con acceso a la plataforma virtual las 24 horas del día”  

The syllabus of this program has been designed by a highly prestigious teaching team in accordance with the latest updates in the sector. Thus, the syllabus offers the graduates a broad perspective of psychology applied to the work environment, which guarantees a broadening of knowledge from module 1 onwards. Therefore, the students have hundreds of hours of high quality material presented in formats such as detailed videos, research articles, complementary readings, etc. A unique opportunity to grow professionally and aspire to new professional challenges.

Multimedia content, case studies, motivational videos, guided activities, etc. A set of tools that will make your learning a dynamic and enriching path"

Module 1. Social Psychology

1.1. Concept of social psychology

1.1.1. Historical evolution of social psychology
1.1.2. Basic psychosocial needs: keys to understanding human behavior
1.1.3. The power of the situation to explain human behavior
1.1.4. Main contributions of social psychology

1.2. Social Cognition

1.2.1. Introduction
1.2.2. Objectives of Social Cognition Psychology
1.2.3. Role of prior knowledge in information processing
1.2.4. Elaborate processing and logical thinking
1.2.5. Motivation, affect and emotions
1.2.6. Automatic thinking

1.3. Perception of people and their actions

1.3.1. Introduction
1.3.2. Non-Verbal Communication
1.3.3. Formation of impressions
1.3.4. Attribution of causality
1.3.5. Applications

1.4. Attitudes

1.4.1. Definition, nature and measurement of attitudes
1.4.2. The problem of consistency between attitudes and behavior
1.4.3. Attitude change and persuasion
1.4.4. Festinger's theory of cognitive dissonance (1957)

1.5. Social Influence Processes

1.5.1. Social Influence and Attitude Change
1.5.2. Conformism
1.5.3. Obedience to authority
1.5.4. Influence of minorities: conversion processes

1.6. Interpersonal manipulation techniques

1.6.1. Techniques using the decision trap
1.6.2. Techniques using bait and switch
1.6.3. Others Interpersonal manipulation techniques
1.6.4. Combined Techniques

1.7. Self-Concept and Social Identity

1.7.1. Introduction
1.7.2. Self-Concept and Social Identity
1.7.3. Relationship between personal identity and social identity

1.8. Social psychology of groups

1.8.1. Definition of group
1.8.2. Group structure
1.8.3. Group psychology and social influence: leadership
1.8.4. Identity Theory
1.8.5. Intergroup Relationships

1.9. Collective behavior

1.9.1. Social facilitation and social loafing
1.9.2. Deindividualization
1.9.3. Group polarization
1.9.4. Groupthink
1.9.5. The Individual and the sects

1.10. Stereotypes, prejudices, discrimination and the psychology of aggressive and violent behavior

1.10.1. Social psychology of prejudice
1.10.2. Racism: psychological mechanisms and processes
1.10.3. How to reduce prejudice and racism
1.10.4. Aggressive and violent behavior
1.10.5. Roots of aggressive behaviors
1.10.6. Human wickedness and the banality of evil
1.10.7. Harassment at work

Module 2. Anthropological Models in Psychology

2.1. Nature and history of anthropology

2.1.1. Definition. Branches in Anthropology
2.1.2. History of Anthropology
2.1.3. Anthropology in the 20th Century
2.1.4. Anthropology in modern times

2.2. Cultural Anthropology

2.2.1. Cultural Anthropology
2.2.2. Ethnocentrism, Cultural Relativism and Human Rights
2.2.3. Universality, Generality and Particularity
2.2.4. Culture change mechanisms
2.2.5. Multiculturalism
2.2.6. Paradigm of cultural relativism

2.3. The Human Person

2.3.1. The person as an end in itself
2.3.2. The person in space and time
2.3.3. The person as a capable being
2.3.4. Human nature

2.4. Affectivity and human dynamics

2.4.1. Emotions, feelings and passions
2.4.2. Classification of emotions, passions and feelings
2.4.3. Temperament, character and personality
2.4.4. Nature and object of the will
2.4.5. Understanding and will
2.4.6. The voluntary act

2.5. Life as ornament: the sentimental dimension

2.5.1. The superficial: living from the epidermis
2.5.2. The problems of sentimentalism
2.5.3. Infantilism
2.5.4. Sentimental pathologies: haste, success and noise
2.5.5. Virtue as sense

2.6. Character typologies

2.6.1. The three elementary factors of character
2.6.2. The active character
2.6.3. Kretschmer's typologies
2.6.4. Sheldon's typology

2.7. Language and Communication

2.7.1. The anthropological foundation of language
2.7.2. Linguistic conditions and foundations of language
2.7.3. Differences between animal language and human language

2.8. Man, as a social being

2.8.1. Elements and purposes of society
2.8.2. Ethics as a social bond
2.8.3. Approaches to society since modern times

2.9. Emotional Learning

2.9.1. Emotional Intelligence
2.9.2. Emotional literacy
2.9.3. Conclusions

2.10. Evolution and literacy

2.10.1. Rhythm and its importance in the emotional evolution
2.10.2. The preventive function of emotional literacy
2.10.3. Conclusions

Module 3. Social Interaction Psychology

3.1. Introduction to the Subject

3.1.1. Why Social Interaction Processes Are Important
3.1.2. Origin: Darwin
3.1.3. Gaps that Have Been Filled: Further Developments in Darwinian Theory
3.1.4. Evolutionary Perspective
3.1.5. Competition and Cooperation

3.2. Cultural Context and its Influence on the Processes of Social Interaction

3.2.1. Introduction
3.2.2. Social and Cultural Psychology
3.2.3. Conclusions

3.3. Emotions in Social Interaction

3.3.1. Definitions of Emotion and Related Terms
3.3.2. Theories of the Study of Emotion
3.3.3. Social Influence and Social Context
3.3.4. The Role of Others and Culture on Emotional Expression
3.3.5. Emotional Regulation and Self-Control

3.4. Self-Concept and Social Identity

3.4.1. The Study of the Self
3.4.2. Self-Concept and Self-Esteem Research
3.4.3. Self-Concept and Self-Esteem in Adolescence

3.5. Couple's Relationship

3.5.1. Couple's Health Indicators
3.5.2. Pathology of the Couple
3.5.3. Attachment
3.5.4. Types of Crises that Can Occur in a Couple

3.6. Successful Family Relationships

3.6.1. Introduction: The Systemic Model and Relevant Approaches
3.6.2. Communication as the Basis for Family Relationships
3.6.3. Healthy Family: A Context Favorable for More Possibilities
3.6.4. Emotional Family Psychoeducation

3.7. Aggression and its Consequences in Today's World

3.7.1. Definition
3.7.2. Basic Assumptions in the Psychosocial Analysis of Aggression
3.7.3. Psychosocial Theories
3.7.4. Mechanisms Involved in the Aggression Process

3.8. Prevention and Intervention of Aggressive-Violent Behavior in Childhood and Adolescence

3.8.1. Definition of the Concept of Bulliyng
3.8.2. Theories Explaining Aggressiveness and Violent Behavior
3.8.3. Contexts and Factors Involved in Peer-to-Peer Violence
3.8.4. Research on the Prevalence of Peer-to-Peer Violence

3.9. Aid and Altruism

3.9.1. History of Helping Behavior in Social Psychology
3.9.2. Basic Concepts: Prosocial Behavior, Helping Behavior, Altruism and Cooperation
3.9.3. Explanatory Theories on Origins and Prosocial Tendencies

3.10. Social Influence Processes

3.10.1. Psychosocial Analysis of Social Influence
3.10.2. Influence Centered on the Individual
3.10.3. Group-Centered Influence
3.10.4. Application of Social Influence to Different Aspects of Society

Module 4. The Psychology of Work

4.1. Introduction to Occupational Psychology

4.1.1. Conceptual and Historical Framework
4.1.2. Conceptual Framework of Occupational Psychology
4.1.3. Research Techniques and Methods in Occupational Psychology
4.1.4. Historical Evolution of Occupational Psychology
4.1.5. Areas of Intervention within Occupational Psychology
4.1.6. Legal and Economic Aspects

4.2. Work as a Social Phenomenon and Human Activity Within the Framework of the Occupational Psychology, Organizations and Human Resources

4.2.1. Introduction: Work as a Social Phenomenon and Human Activity Within the Framework of Occupational Psychology
4.2.2. Job Analysis (JA)
4.2.3. Job Evaluation (JE)

4.3. Personnel Assessment Within Occupational, Human Resources and Organizational Psychology

4.3.1. Personnel Assessment Using the Trait Approach and Employee Competency Assessment and Development
4.3.2. Personnel Assessment Within Occupational Psychology
4.3.3. Conclusions

4.4. Recruitment and Selection of Personnel

4.4.1. Recruitment and Selection of Personnel Within the Framework of Work Psychology
4.4.2. The Recruitment and Selection Process
4.4.3. Validity, Reliability and Efficiency Criteria in the Personnel Selection Process

4.5. Occupational Psychology and Personnel Training

4.5.1. Introduction
4.5.2. Personnel Training in the Framework of Occupational Psychology
4.5.3. Staff Training as a Process
4.5.4. Conclusions

4.6. Staff Training Methods

4.6.1. Teaching Methods in Classroom Training
4.6.2. Teaching Methods in e-learning
4.6.3. Conclusions

4.7. Assessment of Performance and Potential Career Planning

4.7.1. Introduction
4.7.2. The Performance Assessment Process
4.7.3. The Annual Performance Assessment Cycle
4.7.4. Assessment of Potential

4.8. Satisfaction and Work Climate

4.8.1. Introduction
4.8.2. Concept of Work Climate and Benefits of Work Climate Surveys
4.8.3. Conditions for a Successful Work Climate Survey
4.8.4. Work Climate Indicators
4.8.5. Satisfaction and Work Climate
4.8.6. Interventions for Improving the Work Climate

4.9. Occupational Health and Psychosocial Risks at Work

4.9.1. Introduction
4.9.2. The Concept of Occupational Health
4.9.3. Conditions Related to Occupational Health: Psychosocial Risks

4.10. Work Activity Throughout the Life Cycle: Unemployment, Retirement. The Main Psychological Problems Associated with Work Activity

4.10.1. Work Activity Throughout the Life Cycle
4.10.2. The Main Psychological Problems Associated with Work Activity: Work-related Stress, Burnout and Workplace Harassment
4.10.3. Prevention and Intervention Programs for Promoting Occupational Health

Don't think twice and bet on a program that will open the doors to a new working future"