{"id":2209,"date":"2023-06-29T16:47:39","date_gmt":"2023-06-29T15:47:39","guid":{"rendered":"https:\/\/devnorthwales.wpengine.com\/?p=2209"},"modified":"2023-06-29T16:47:39","modified_gmt":"2023-06-29T15:47:39","slug":"seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr","status":"publish","type":"post","link":"https:\/\/online.wrexham.ac.uk\/cy\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\/","title":{"rendered":"Seicoleg y gweithle: deall anghenion, nodau a chymhellion gweithwyr"},"content":{"rendered":"<p>Mae yna gwestiynau cyffredinol y mae gan arweinwyr busnes a swyddogion gweithredol ddiddordeb mewn dod o hyd i&#8217;r atebion iddynt: sut mae cael y gorau o aelodau fy nh\u00eem? A yw fy ngweithwyr yn fodlon? Sut bydd fy ngweithlu yn ymateb i unrhyw fath o newid?<\/p>\n<p>Yn amlwg, mae gan y rheolwyr mwyaf effeithiol ddealltwriaeth frwd o ymddygiad dynol. Gallwn ni i gyd ddwyn i gof benaethiaid a&#8217;n hysbrydolodd a&#8217;n hysgogi, a greodd ddiwylliant t\u00eem cadarnhaol lle cafodd ein hanghenion eu diwallu, a&#8217;n cefnogi i dyfu a datblygu. Afraid dweud, mae&#8217;n debygol y gallwn ni i gyd ddod \u00e2&#8217;r gwrthwyneb i&#8217;r cof \u2013 a sut y gwnaeth i ni deimlo.<\/p>\n<p>Mae&#8217;n swyddogol: mae gweithwyr hapus yn weithwyr gwell. Yn gynyddol, mae gweithleoedd modern yn deall y rhesymeg o addasu arferion busnes, arddulliau rheoli ac amgylcheddau er mwyn hybu boddhad a lles gweithwyr. Ond beth am fynd yn ddyfnach \u2013 a chael buddion pellach \u2013 gyda lefel uwch o fewnwelediad i seicoleg ac ymddygiad dynol?<\/p>\n<h2><strong>Beth yw seicoleg y gweithle?<\/strong><\/h2>\n<p>Mae seicoleg yn y gweithle yn cyfeirio at wyddoniaeth ymddygiad dynol fel y mae&#8217;n ymwneud \u00e2 gwaith. Cyfeirir ato hefyd fel seicoleg alwedigaethol, neu seicoleg ddiwydiannol a threfniadol (seicoleg I\/O). Yn benodol, mae&#8217;n canolbwyntio ar nodi egwyddorion ymddygiad unigolion, grwpiau a sefydliadau, a deall sut y gellir cymhwyso&#8217;r mewnwelediadau sy&#8217;n deillio o&#8217;r egwyddorion hyn i fentrau datrys problemau a&#8217;u defnyddio i lywio ymddygiad sefydliadol.<\/p>\n<p>Yn y pen draw, mae&#8217;n ymwneud \u00e2 dylanwadu, newid a gwella seicoleg gymdeithasol ac ymddygiad er mwyn bod o fudd i weithwyr a busnesau fel ei gilydd \u2013 gan arwain at sefyllfa lle mae pawb ar eu hennill. Yn gyffredinol, cyflawnir hyn trwy wella ansawdd bywyd ac amodau gwaith aelodau&#8217;r t\u00eem er mwyn cynyddu perfformiad, cynhyrchiant ac effeithlonrwydd.<\/p>\n<h2><strong>Pam mae seicoleg sefydliadol yn bwysig?<\/strong><\/h2>\n<p>Ar gyfer arweinwyr busnes sy&#8217;n ystyried a oes angen seicolegydd gweithle arnynt ai peidio, mae&#8217;n werth archwilio&#8217;r manteision busnes niferus y gall ffocws ar seicoleg sefydliadol eu cynnig. Mae buddsoddi mewn iechyd meddwl a lles gweithwyr yn talu ar ei ganfed, yn ffigurol ac yn llythrennol.<\/p>\n<p>Gall mwy o foddhad gweithwyr arwain at:<\/p>\n<ul>\n<li>mwy o gynhyrchiant, cymhelliant a boddhad swydd<\/li>\n<li>diddordeb newydd mewn datblygiad proffesiynol a dilyniant<\/li>\n<li>mwy o gadw a denu\u2019r doniau gorau<\/li>\n<li>llai o achosion o salwch corfforol a meddyliol sy\u2019n gysylltiedig \u00e2 gwaith \u2013 fel straen, lludded, gorbryder ac iselder \u2013 ac absenoldeb<\/li>\n<li>allbwn gwaith o ansawdd uwch<\/li>\n<li>mwy o broffidioldeb<\/li>\n<li>hwb i ddelwedd y brand.<\/li>\n<\/ul>\n<p>Mae&#8217;r gost o wneud pethau&#8217;n anghywir yn amlwg ac yn fesuradwy. Mae ystadegau <a href=\"https:\/\/www.hrcloud.com\/blog\/8-employee-engagement-statistics-you-need-to-know-in-2021\" target=\"_blank\" rel=\"noopener\">ymgysylltu \u00e2 gweithwyr HR Cloud <\/a>yn adrodd y canlynol:<\/p>\n<ul>\n<li>dim ond 36% o weithwyr sy&#8217;n teimlo\u2019u bod yn frwdfrydig am eu gweithleoedd<\/li>\n<li>mae gweithluoedd sydd \u00e2 diddordeb mawr yn cynyddu proffidioldeb 21%<\/li>\n<li>mae diffyg brwdfrydedd gweithwyr yn costio $450-550 biliwn o ddoleri i economi&#8217;r Unol Daleithiau bob blwyddyn<\/li>\n<li>mae cwmn\u00efau sydd \u00e2 diwylliannau corfforaethol ffyniannus yn cyflawni dros 4x-twf refeniw uwch<\/li>\n<li>Mae 33% o weithwyr yn gadael gweithleoedd oherwydd diflastod a diffyg her \u2013 dim ond 29% sy\u2019n fodlon \u00e2 chyfleoedd dyrchafiad.<\/li>\n<\/ul>\n<p>I&#8217;r perwyl hwn, rhaid i seicoleg sefydliadol adnabod anghenion, nodau a chymhellion gweithwyr, ac yna cynllunio a rhoi newidiadau ar waith i fodloni&#8217;r ysgogwyr hyn. Wedi&#8217;r cyfan, mae&#8217;n arfer busnes gwael i beidio \u00e2 gwneud hynny.<\/p>\n<h2><strong>Beth yw r\u00f4l seicolegydd gweithle?<\/strong><\/h2>\n<p>Mae llawer o sefydliadau modern yn ystyried seicolegwyr mewnol fel aelodau hanfodol o&#8217;u swyddogaethau adnoddau dynol.<\/p>\n<p>Mae arbenigwyr swyddi a gyrfa, <em>Prospects<\/em>, yn diffinio r\u00f4l seicolegydd gweithle \u2013 y cyfeirir ato\u2019n fwy cyffredin fel <a href=\"https:\/\/www.prospects.ac.uk\/job-profiles\/occupational-psychologist#:~:text=As%20an%20occupational%20psychologist%20you,an%20individual%20or%20team%20level.\" target=\"_blank\" rel=\"noopener\">seicolegydd galwedigaethol <\/a>\u2013 fel un sy&#8217;n &#8216;canolbwyntio ar sut mae pobl yn ymddwyn yn y gwaith er mwyn cynyddu eu cynhyrchiant, boddhad swydd ac effeithiolrwydd cyffredinol sefydliad neu fusnes.&#8217; Maent yn aml yn gyfryngwyr rhwng uwch arweinwyr a rheolwyr a\u2019r gweithlu ehangach. Fel y cyfryw, rhaid iddynt fod yn fedrus wrth gydbwyso a pharchu cymhellion, nodau a safbwyntiau&#8217;r ddwy ochr.<\/p>\n<p>Gall gwaith seicolegydd sefydliadol fod yn eang, gan gwmpasu anghenion busnes megis:<\/p>\n<ul>\n<li>cwnsela, mentora, hyfforddi a datblygiad personol<\/li>\n<li>cefnogi a llywio penderfyniadau strategol<\/li>\n<li>ailgynllunio swyddi ac amgylcheddau gwaith<\/li>\n<li>llenwi bylchau cyfathrebu<\/li>\n<li>cynllunio datblygiad a newid sefydliadol<\/li>\n<li>recriwtio a dethol, o adolygu disgrifiadau swydd i gynnal asesiadau seicometrig<\/li>\n<li>hyfforddiant, dysgu a datblygiad proffesiynol parhaus (DPP)<\/li>\n<li>arfarniadau ac adolygiadau perfformiad<\/li>\n<li>cysylltiadau gweithwyr a chymhelliant.<\/li>\n<\/ul>\n<p>Waeth beth fo maint y busnes, mae seicolegwyr yn gweithio&#8217;n galed \u2013 ac yn defnyddio sgiliau rhyngbersonol a dealltwriaeth hynod ddatblygedig \u2013 i sicrhau bod pob gweithiwr unigol yn teimlo ei fod yn cael ei werthfawrogi a&#8217;i gefnogi.<\/p>\n<p>Er mwyn dilyn gyrfa fel seicolegydd galwedigaethol, bydd angen i chi fodloni amodau megis cymwysterau a hyfforddiant priodol wedi&#8217;u hachredu gan Gymdeithas Seicoleg Prydain (BPS), profiad gwaith digonol, yn ogystal ag amrywiaeth o ofynion mynediad eraill.<\/p>\n<h2><strong>Sut y gellir optimeiddio gweithleoedd ar gyfer ymgysylltiad a boddhad gweithwyr?<\/strong><\/h2>\n<p>Dylai unrhyw newidiadau yn y gweithle gael eu hategu gan ddata a chael eu harwain gan fewnwelediadau seicolegol i&#8217;r agweddau craidd ar waith y mae gweithwyr yn cael trafferth \u00e2 nhw. Nid oes gwerth mewn treulio amser, gwario arian a gwastraffu llafur yn datblygu a gweithredu strategaethau nad ydynt yn mynd i&#8217;r afael yn ystyrlon \u00e2 phroblemau eich t\u00eem.<\/p>\n<p>Gadewch i ni gymryd Google fel enghraifft, sefydliad byd-eang sy&#8217;n adnabyddus am yr amgylcheddau cyfannol, meithringar a chadarnhaol y mae&#8217;n eu darparu i weithwyr. Yn ogystal \u00e2 <strong>manteision unigryw <\/strong>fel prydau wedi&#8217;u paratoi gan gogyddion, gwiriadau iechyd am ddim, meddygon ar y safle, cymhorthdal i dylino&#8217;r corff, aelodaeth o gampfa, podiau cyntun, torri gwallt am ddim a gweithgareddau hamdden, mae Google yn cynnig <strong>hyblygrwydd gweithio<\/strong> i helpu gweithwyr i gyflawni gwell ymreolaeth a chydbwysedd rhwng bywyd a gwaith, <strong>rhaglen datblygu gyrfa helaeth<\/strong>, <strong>diwylliant sefydliadol o amrywiaeth<\/strong>, <strong>arweinyddiaeth gref <\/strong>sy&#8217;n blaenoriaethu arloesedd a meddwl rhydd, ac <strong>amgylcheddau gwaith cynhwysol<\/strong>,<strong> hwyliog<\/strong>, ymhlith llawer o fentrau eraill.<\/p>\n<p>Mae <em>Erudit<\/em>, arbenigwyr mewn datrysiadau ymgysylltu \u00e2 chyflogeion a yrrir gan ddata, yn cynnig mwy o <a href=\"https:\/\/www.erudit.ai\/blog\/importance-of-organizational-psychology-in-companies\" target=\"_blank\" rel=\"noopener\">ymyriadau i hybu boddhad gweithwyr<\/a>.<\/p>\n<ul>\n<li>Mae<strong> gweithgareddau gr\u0175p<\/strong>, yn enwedig mewn sefydliadau sydd \u00e2 diffyg diwylliant cyffredin a chydweithredu, yn helpu i gryfhau perthnasoedd gwaith rhwng gweithwyr yn ogystal ag adeiladu pontydd rhwng y cwmni a&#8217;i weithlu.<\/li>\n<li>Mae<strong> rhaglenni hyfforddi<\/strong>, o arweinyddiaeth i negodi i ddatblygu sgiliau arbenigol \u2013 sydd ar gael i weithwyr ar draws y sefydliad \u2013 yn dangos ymrwymiad i fuddsoddi mewn cyflogeion a gwrando arnynt, tra hefyd yn galluogi\u2019r busnes i elwa ar sgiliau ac arbenigedd newydd.<\/li>\n<li>Mae<strong> rhaglenni dyrchafiad<\/strong>, sy&#8217;n cydnabod ac yn gwobrwyo gwaith caled ac ymdrech, yn helpu gweithwyr i feddwl yn y tymor hir, yn cyfrannu at lwyddiant sefydliadol, ac yn darparu diogelwch a sefydlogrwydd dymunol iawn.<\/li>\n<\/ul>\n<p><strong>Defnyddio dealltwriaeth seicolegol i ddatblygu atebion ar gyfer y gweithle modern<\/strong><\/p>\n<p>A allai mwy o ymwybyddiaeth o ymddygiad dynol a chymhelliant wella eich rheolaeth adnoddau dynol?<\/p>\n<p>Magwch y sgiliau i gefnogi cydweithwyr ac aelodau t\u00eem, cyfeirio penderfyniadau effeithiol, a thrawsnewid diwylliant y gweithle ehangach gyda rhaglen <a href=\"https:\/\/online.wrexham.ac.uk\/msc-psychology\/\">MSc Seicoleg<\/a> ar-lein Ysgol Reolaeth Gogledd Cymru.<\/p>\n<p>Byddwch yn datblygu&#8217;r arbenigedd a&#8217;r sgiliau arbenigol sydd eu hangen i ddeall ymddygiad dynol ar lefel ddyfnach, ynghyd ag offer i gymhwyso&#8217;r wybodaeth hon mewn ystod eang o leoliadau proffesiynol. Bydd eich astudiaethau hyblyg, rhan-amser yn archwilio gwahanol ddamcaniaethau seicolegol ac yn rhychwantu pynciau sy\u2019n cynnwys seicoleg fforensig, seicoleg iechyd, seicoleg addysg, seicoleg glinigol, technolegau newydd, niwrowyddoniaeth, asesiadau seicolegol, a mwy.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Mae yna gwestiynau cyffredinol y mae gan arweinwyr busnes a swyddogion gweithredol ddiddordeb mewn dod o hyd i&#8217;r atebion iddynt: sut mae cael y gorau o aelodau fy nh\u00eem? A yw fy ngweithwyr yn fodlon? Sut bydd fy ngweithlu yn ymateb i unrhyw fath o newid? Yn amlwg, mae gan y rheolwyr mwyaf effeithiol ddealltwriaeth &hellip; <a href=\"https:\/\/online.wrexham.ac.uk\/cy\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\/\">Continued<\/a><\/p>\n","protected":false},"author":13,"featured_media":1375,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_daim_seo_power":"","_daim_enable_ail":"","footnotes":""},"categories":[20,33],"tags":[],"class_list":["post-2209","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-erthyglau","category-psychology-cy"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Seicoleg y gweithle: deall anghenion, nodau a chymhellion gweithwyr - Ysgol Reolaeth Gogledd Cymru<\/title>\n<meta name=\"description\" content=\"Workplace psychology is the science of human behaviour at work. It involves considering psychology and behaviour to benefit the workplace.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/online.wrexham.ac.uk\/cy\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\/\" \/>\n<meta property=\"og:locale\" content=\"cy_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Seicoleg y gweithle: deall anghenion, nodau a chymhellion gweithwyr - Ysgol Reolaeth Gogledd Cymru\" \/>\n<meta property=\"og:description\" content=\"Workplace psychology is the science of human behaviour at work. It involves considering psychology and behaviour to benefit the workplace.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/online.wrexham.ac.uk\/cy\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\/\" \/>\n<meta property=\"og:site_name\" content=\"Ysgol Reolaeth Gogledd Cymru\" \/>\n<meta property=\"article:published_time\" content=\"2023-06-29T15:47:39+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/online.wrexham.ac.uk\/wp-content\/uploads\/2023\/05\/workplace-psychology.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"800\" \/>\n\t<meta property=\"og:image:height\" content=\"300\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Ruth Brooks\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Ruth Brooks\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 munud\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/\"},\"author\":{\"name\":\"Ruth Brooks\",\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/#\\\/schema\\\/person\\\/78a0572f5f1b0cd34114b7db2fce2ded\"},\"headline\":\"Seicoleg y gweithle: deall anghenion, nodau a chymhellion gweithwyr\",\"datePublished\":\"2023-06-29T15:47:39+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/\"},\"wordCount\":1232,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/wp-content\\\/uploads\\\/2023\\\/05\\\/workplace-psychology.jpg\",\"articleSection\":[\"Erthyglau\",\"Psychology\"],\"inLanguage\":\"cy\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/\",\"url\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/\",\"name\":\"Seicoleg y gweithle: deall anghenion, nodau a chymhellion gweithwyr - Ysgol Reolaeth Gogledd Cymru\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/seicoleg-y-gweithle-deall-anghenion-nodau-a-chymhellion-gweithwyr\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/wp-content\\\/uploads\\\/2023\\\/05\\\/workplace-psychology.jpg\",\"datePublished\":\"2023-06-29T15:47:39+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/online.wrexham.ac.uk\\\/cy\\\/#\\\/schema\\\/person\\\/78a0572f5f1b0cd34114b7db2fce2ded\"},\"description\":\"Workplace psychology is the science of human behaviour at work. 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