My Vision And Plans For Personnel Psychology

Growing up, the business world has always intrigued me, however I am far more curious and eager to develop knowledge about the operations of Business management and human resources. I have strong beliefs that the business world would not be successful without driven individuals who are respected and are developed in a positive working environment.

Each of us possess personal characteristic strengths that makes each of us unique. As individuals these strengths allow us to add value to all of our relationships both personally and professionally. For many of us, we can recognize the characteristics and how they add value to lives, unfortunately though many of us will struggle voicing these strengths openly during job interviews, performance evaluations, or team meetings. One of the first challenges is to understand that we are all lifelong learners and it is through these experiences that we develop these strengths which allows us to become an essential part of a relationship whether it is a personal or professional relationship. As within the realm of a Human Resource Professional the ability to recognize these strengths in people we must also recognize them within ourselves so that we may leverage those skills to advocate for both the employee and the organization. Throughout my life, my strengths have tended to gain more clarity and centered on my profession because form many of the majority of our time is spent there. Some of my personal characteristics that will bring value and strength to any organization are: organization, communication, the ability to be discrete and ethical, conflict management/problem solving and change management. As in many organization HR management requires a very orderly approach. Throughout my

Industrial-Organizational (I/O) psychology is the study of human behavior at work and it is concerned with the development of and application of scientific principles to the workplace (Spector, 2008). In this field of I/O psychology there are many topics that outlined how individuals will perform at work and how successful they will be. Some of these topics are as fallows Goal setting, Selection, Employee Motivation, Job satisfaction, Emotions at work, Burnout, and Occupational Stress. In the film, 12 Angry Men (Rose et al., 1957) shows various topics of I/O psychology that are concerned with the 12 jurors in their workplace and their decision-making. In this paper I will explain how the

As a college student approaching my senior year at Albany State University, I have experienced a wide range of psychology courses that have introduced me to different ways of critically thinking about my future. However, one particular class that has given me a new insight to the profession that I hope to encounter would be the Professions of Psychology. The purpose of this course was to introduce scholars to the different professions involved with psychology. While taking this course, I carefully researching the different fields, and cross-referenced the descriptions with my passion for improvement, I decided that I wanted a career in the Industrial/ Organizational field of psychology. This course had the greatest impact because it not only explored the different professions, but it also helped me understand what was needed in order to pursue a

Clinical psychology is just one of the many subfields that psychology has to offer. Those who choose to enter clinical psychology aim to help people with addiction, emotional stress, mental illness, or any other type of mental problems. Knowing what a clinical psychologist does in their practice is important in understanding their profession. A clinical psychologist's education is the most prominent part of their career; without it, they cannot be considered a psychologist. The process and requirements of employment for psychologists are scattered, varying from state to state, as well as their salary and where they may be employed. The future and growth of clinical psychology can only be

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

Psychology has always fascinated me, learning about classical conditioning (Ivan Pavlov), personality the id, ego, and superego (Sigmund Freud), were all interesting subjects in my high school introduction to psychology class. This subject was very interesting that it planted a desire that I had never forgotten, the desire of wanting to be a psychologist. The dysfunctional home environment in which I grew up also played a role in my decision. Although, I presently I hold a BA in Information Systems, I decided to return to school for my masters in psychology, since it was my first love. Choosing clinical psychology with a specialization in forensic was an easy decision, I love psychology and learning about the law of our country and the United Kingdom. One of my favorite past times is watching television shows old and new alike, such as Perry Mason, The Good Wife on CBS, Law and Order/Special Victim Unit on NBC, and Damages on Netflix. Television shows in the United States and the United Kingdom are not my only pass time, I love to cook, growing up in a Jamaican household undoubtedly allowed me the ability to learn to cook, some of their main dishes such as ackee and salt/cod fish, escovitch fish, curry chicken and much more. My mother also taught me to cook Italian dishes, and within the last three years I’ve learned to bake challah bread. The field of psychology is important to because I hope to comprehend violence

The purpose of psychologists in the workplace is to promote well being among employees and study how the workplace affects human behavior. This doctoral degree program conducts research and practices foundational psychology techniques and theory as they relate to the behavior of groups and individuals within organizations. The program is 124 credit hours if completing the Master's (34 credits) and Doctorate (90) portions consecutively. Graduates with this degree find employment in various job sectors, including industry, government, education, business, consultative agencies and research institutes. They often hold consulting positions within businesses and agencies to provide expert opinions on workforce behavior.

Well-functioning organizations usually have quality employees who work hard to accomplish the organizations mission statement and goals. However, organizations on occasions face issues as for retaining these employees, subsequently failing to fill these positions and fulfilling their organizational goals. Due to the importance of retention, organizations may hire industrial/organizational psychologists to resolve retention issues in order to remain competitive in their field. At JC’s Casino, improving retention is an issue not only for the owner but also for the employees as well as the patrons that frequent the casino. The pay is reasonable but employees are still unhappy and resorting to leaving the organization.

Industrial psychologists devote much time to job satisfaction. They investigate factors that have been found to relate to satisfaction, including employee turnover, absenteeism, age, pay, and attitudes toward unions. Industrial psychologists also study motivation because evidence suggests that both motivation and ability are necessary for employees to succeed in their jobs. Thus, psychologists develop systems for rewarding good performance, and they redesign jobs for greater interest and challenge.

Working with people in the corporate world and understanding social behaviors is without a doubt a setting where I want to continue gaining experience and expanding my knowledge. Idealistically I would love to see myself in a position where it would be intrinsically as well as extrinsically rewarding; I am at the age where I finally understand that money does not equate happiness. As a novice in the field I do not yet have sufficient understanding of all the positions available with the degree in I/O. A plethora of occupations could benefit from the understanding of the fundamental principles provided by an I/O psychologist. While working at Ross, I catch myself observing the hierarchical pyramid of the HR department, trying to envision where I would love to see myself in 10 years. Specifically, I am intrigued and keen on learning more from the HR consulting sector of the firm, specializing in a variety of fields (i.e. employee incentives, reward programs, benefits). However, I have also realized by observing the Vice President of the HR consulting firm that the stress level within the high level jobs in this particular employment area are ultimately very high. Supporting my realization, Pritchar, Hart, and Fuenton (1989) employment in the arena of HR consulting firms, although they acquire a high starting salary, these specific roles also resonate high levels of pressure; “the overall amount of work demand” (28). If I will go on this route I will have to assess and weigh

Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.

Working with people in the corporate world and understanding social behaviors is without a doubt a setting where I want to continue gaining experience and expanding my knowledge in. Idealistically I would love to see myself in a position where it would be intrinsically as well as extrinsically rewarding; I am at the age where I finally understand that money does not equate happiness. As a novice in the filed I do not yet have sufficient understanding of all the positions available with the degree in I/O. A plethora of occupations could benefit from the understanding of the fundamental principles provided by an I/O psychologist. While working at Ross, I catch myself observing the hierarchical pyramid of the HR department, trying to envision where I would love to see myself in 10 years. I am particularly intrigued and keen on learning more from the HR consulting sector of the firm, specializing in a variety of fields (i.e employee incentives, reward programs, benefits). However, I have also realized by observing the Vice President of the HR consulting firm that the stress level within the high level jobs in this particular employment area are ultimately very high. Supporting my realization, Pritchar, Hart, and Fuenton (1989) employment in the arena of HR consulting firms although they acquire a high starting salary, these specific roles also resonate high levels of pressure; “the overall amount of work demand” (28). If I will go on this route I will

A rapidly changing business environment due to technological changes and the impacts of globalization has resulted in shift of human resources paradigms (Khan, 1997). In every organization