Dissimilarities Inside Career Fulfillment

Through my research I have found multiple jobs that interest me, but there are two that stick out the most: Psychosocial Rehabilitation Specialist and Psychiatric Technician. Before researching, I had no idea about these jobs, but now I know good deal about them. After researching, I found out in what settings people in these positions work, how much they make on average annually, what their job entitles, what the education requirements are, what the growth rates for these occupations are. The jobs’ settings are very similar, but their salaries and duties are very different. I was able to find that if one just looks at the average, annual wage for each occupation, Psychiatric Technicians make about $28,000 while Psychosocial Rehabilitation Specialists make about $34,000. The growth rate for Rehabilitation Counselors, in general, is faster than Psychiatric Technicians, but only by four percent. The overall tasks of each occupation, however, differ greatly from each other.

1.What is one short term goal you have on your agenda to achieve in the next couple of weeks to a month?

2 of Understanding and Managing Organizational Behavior: Exhibit 2.5, 2.6, and 2.7 MGT 312 WEEK 2 Personality Impact Paper

Our Senior year is rapidly approaching and sooner or later all of us will have to make an important decision. If we will be going to college, where we will be going to college, and most importantly: what our major will be. Thankfully during our U.S. Literature class we are taking a career unit to better understand ourselves, our interests, and future careers we would like to investigate deeper.

There comes a time in life where individuals have to leave school to join the world of work whereby they will work their way up to the top. This is where career development comes into place. Career development is defined as progress through various stages in a career (Schreuder & Coetzee,2011). These are stages one goes through in order to mature in a career and for development to even exist, one has to start with making a career choice then developing it .A career choice can be defined as the relation between people’s personality types and their different occupational environment in which they work in.

I’ve had an interesting nine weeks in Career Exploration. I learned an abundant amount of different skills, personality types, and careers. The assessments informed me more about myself and what group I am statistically. I also learned that the Holland Codes helped me understand my personality types and needs. Also, being in the class helped me realize that I haven’t met all my needs.

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

Industrial organizational psychology is a field of psychology concerned with the application of psychological theories and doctrine to organizations. This field concentrates on improving workplace output and interrelated issues such as the mental and physical welfare of employees. Experts in the industrial organizational field offer a wide variety of services including investigating worker attitudes and conduct, assessing companies, and perform leadership training exercises. The overall objective of this discipline is to investigate and comprehend human behavior in the office. Occupational issues bear great significance to psychologists, given that most employees spend the majority of their adult lives working in offices. Work acts as the defining factor for all human beings making it an important subject to study (Avsec, 2010: Weinberg, Sutherland, Cooper, & Palgrave Connect, 2010). Other related issues that are of interest to psychologists include correlating between the right job and individual character set and discovering new methods of lowering workplace stress.

MBA-PLM/0028/ T.2010 Lecturer DR ANTHONY OLOMOLAIYE & MS HELLEN MESHACK Module Code and Title ARUM62EKM: Organization Behaviour and HRM Assignment No.

Not only can the application of organizational behavior principles improve an organization's effectiveness, organizational behavior provides a manager the information and knowledge needed to manage an effective workforce (Argenti, 2002). With the advent of organizational perspectives, the analysis of why people instill their presence in an organization is not only because of self-aimed goals of growth and enhancements, but also to locate themselves in a social place in accordance to the area of their perceived belonging (Stroh, Northcraft and Neale, 2002).

I have given a great deal of thought to the next leg of my academic and career journey. As I reflect on the road I've taken to get this far, I realize that I have not only learned a lot there were many late night papers, team projects and plenty of reading I have also grown a great deal on a personal level. I think that the best part of reaching this juncture is the realization that I set a goal and achieved it. It is a good feeling of personal triumph. I know that once my degree is officially completed and conferred it will be an accomplishment that can never be taken away.

It has been 10 years passed since last time I entered in college as a freshman, and now, at the end of 2017, I decide to go back to college for pursuing a new major and reaching a new objective of career path. All of these will start from Fullerton College.

This lesson mainly addressed aspects related to career development. This lesson encourages students to discover their academic and personal strengths, their skillsets, and their interests. Students then take those concepts and apply them to career exploration. They are able to link their strengths, preferences, and abilities to potential future career paths. Some of the specific aspects of career development that I addressed include applying planning and career exploration in setting and obtaining lifelong career goals, applying necessary skills for career readiness and success, and teaching students where and how to obtain information about post-secondary options. In this lesson students are encouraged to apply decision making skills to place different careers into the appropriate career fields. In doing so, they are also encouraged to begin thinking about careers that are of interest to them and what career goals they have for themselves. They will be given resources in order to continue career exploration outside of the classroom. While I do not expect sixth graders to fully decide their career path, it is my firm belief that it is never too early to get students thinking about careers and having them set goals in order to obtain the career and future that they desire. I also believe that this unit touches on social and emotional development as well as academic development. This lesson allows the student to collaborate with one another and work in groups as well as in pairs. This promotes relationship building and teamwork. It also allows students to take an inventory of their personal strengths and skillsets. This could boost self-esteem and promotes a sense of self-awareness. Lastly, this unit also encompasses academic development. Students will understand that good grades and academic success are key elements to obtaining the career that they wish to have. By being academically successful, this will allow them greater options and opportunity post high school graduation.

(2001). These researchers argue that job embeddedness is a direct antecedent both of intent to quit and voluntary turnover. A number of studies have followed this research direction and found that job embeddedness explained significant incremental variance in turnover beyond that explained by job satisfaction and organizational commitment (e.g., Lee et al., 2004; Holtom and O’Neill, 2004; Besich, 2005; Holtom and Inderrieden, 2006). However how job embeddedness is developed or what factors cause employees embedded in their jobs to keep them from leaving the organization still requires investigation. This study attempts to partly answer that question by testing whether job embeddedness is a mediator of the relationship between human resource practices and employees’ intention to quit. Research background and hypotheses Efforts to elucidate the causes of the intention to quit of employees have focused on individual-level factors, such as personal preferences, and organizational-level factors, such as human resource practices (Deutsch et al., 2000). Individual-level explanations stress the differences among people, often by examining the process by which jobholders consider other employment possibilities (Lee and Mitchell, 1994; Deutsch et al., 2000). Individual-level studies traditionally link employees’ interest in changing jobs to their level of job satisfaction (Brayfield and Crockett, 1955; Vroom, 1964; Price, 1977; Mobley et al., 1979). However, empirical

My career path was rerouted after the birth to my son. I was managing a 24-hour Alarm Monitoring Call Center with two years of college education in Psychology. Due to an inconsistent work schedule and difficulty locating Psychology courses that worked around my schedule, I decided to change my career path to Business Management, since I already had nearly 8 years experience in supervision and management. My mentor introduced me and made me familiar with the Dictionary of Occupational (DOT) following high school. The DOT is comprised of all occupations and job titles, salary ranges, responsibilities, and industries (Berry, 2003). As I prepared for my new journey, I evaluated my decision, researched, planned, applied for new occupations that interest me, and prepared for my new career in Management.