How to apply the management psychology for staff?

Psychology can change by area of work that the rason we can find so many different branches now Like Industrail Psychology or H R Psychology .
With proper type I think it will easy to impliment.

  Management Psychology – how staff could be influenced   Scientific management is "built on the principle of recognition of the individual, not only as an economic unit but as a personality" stressing the importance of including the "human element" in management, which was lacking in the earlier periods. 
The basic elements of management theory include "(1) knowledge of individual behavior, (2) the theory of groups, (3) the theory of communication, and (4) a rational basis for decision making".
  Managers are concerned with maximising employee satisfaction and productivity.
Maximising satisfaction and productivity entails understanding the experience, identity and action of employees.
  Success in management requires an understanding of the factors that influence an individual’s and group’s behavior and attitude.
Managers must be self aware as well as understand other’s thoughts and beliefs.
 It is required of the managers to understand why people do what they do.
Even the most technically-skilled manager must be able to persuade, motivate, and influence others including direct reports, colleagues, customers, and executive teams.
To do this it is critical to try to understand others’ thoughts, goals, beliefs and attitudes.
  Managements must instill in the minds of its staff a purpose to believe in.
  ·         if its people believe in its overall purpose, they will be happy to change their individual behavior to serve that purpose, to achieve a chosen goal.
But to feel comfortable about change and to carry it out with enthusiasm, managements must make sincere efforts to make their people understand the role of their actions in the unfolding drama of the company’s fortunes and believe that it is worthwhile for them to play a part.
It isn’t enough to tell employees that they will have to do things differently.
Anyone leading a major change program must take the time to think through its "story"—what makes it worth undertaking—and to explain that story to all of the people involved in making change happen, so that their contributions make sense to them as individuals.
  Managements must carry out effective reinforcement of systems.
  ·         Reporting structures, management and operational processes, and measurement procedures—setting targets, measuring performance, and granting financial and nonfinancial rewards—must be consistent with the behavior that people are asked to embrace.
When a company’s goals for new behavior are not reinforced, employees are less likely to adopt it consistently; if managers are urged to spend more time coaching junior staff, for instance, but coaching doesn’t figure in the performance scorecards of managers, they are not likely to bother.
  Managements must teach skills needed and must allow adequate time to absorb and carry out instructions   ·         Psychologists have showed that adults can’t learn merely by listening to instructions; they must also absorb the new information, use it experimentally, and integrate it with their existing knowledge.
In practice, this means that you can’t teach everything there is to know about a subject in one session.
Much better to break down the formal teaching into chunks, with time in between for the learners to reflect, experiment, and apply the new principles.
Large-scale change happens only in steps.
Consistent role models   Managements must showcase Role models   ·         In any organization, people model their behavior on "significant others" : those they see in positions of influence.
Within a single organization, people in different functions or levels choose different role models—a founding partner, perhaps, or a trade union representative, or the highest-earning sales rep.
So to change behavior consistently throughout an organization, it isn’t enough to ensure that people at the top are in line with the new ways of working; role models at every level must "walk the talk."  

Management psychology deals with topics such as how different management styles affect employee work output and wellbeing; what effects do incentives, empowerment, employee power-sharing have on productivity? Is it better to concentrat power or manage by power-sharing? What effects do lower wages have on employee productive, work quality and employee turnaround and how do these in turn affect profitability of the firm? What about above average wages and fringe benefits? By studying these topics, company owners can learn the best management style for the overall profitability of the firm. 

I think psycholog is a issue which is related to human mind and human behave, if two mind respect each others means trust each other, if this is the case then i will say key for managemet psychology is trust, application of trust between management and staff, let's say, in case if manager is absent but staff perfomance is as good as... 

Dear Irfan,   I think that psychology is one of the most scince which can be use for everything we can use it to know how we can control in everyone of mur staff how we can read there mind and how we can know they actions for any event for ex.
in my work budy language is one of the main pschology scince which give me greet feed back about my staff and how they can deal with our guest.