Timeline of Occupational Psychologist - Coursework Example

Occupational Psychologist Occupational Psychologist Job An occupational psychologist is responsible for instilling psychological knowledge, practise, and theory in the work force. They help organizations achieve the best performance for their employees, as well as boost employee’s job morale. They apply their knowledge in all levels of work, and work on organizational issues such as culture, innovation, technology, and organizational changes. They deal with both teams and individuals. Since the world has become very diverse, it is important employees are trained on how to embrace other cultures and religions that they may be interacting with at their offices. Some of the cases that a psychologist addresses is bullying of the cultures and religions that a not so dominant in the work place. This normally leads to low self esteem and eventually affects the performance of those particular employees (Guest 2004, p 542). Innovation is also a problem that has to be addressed as it has involved the computes doing the work of people. This has at times resulted to the loose of jobs to some of the employees. However, innovation is something that ought to be embraced as it helps people work at a faster rate, and to some, at the convenience of their own offices. This has greatly improved the quality of work that the average employee would have done, and it has also helped them accomplish more work at a shorter period of time. Under their guidance, they help improve communication and interrelation issues in the work place. This involves both the employer and employees. They collaborate with the human resource too in making sure that workers are placed in the areas that fit well with their skills, as well as making sure that the employee’s salaries and incentives are fair. They can either be working for an organisation, or be in private practice. A psychologist is responsible for assessing how the workers are coping with technology. By doing so, they can recommend ways on which the employer may make the work of the employee much easier. They are also at liberty to investigate issues that may arise from badly designed machines that could be affecting an employee’s performance. This also means that they can easily assess the suitability of the work environs just to make sure that they best suit the employee (Spector 2011, p 23). They use assessment tests and exercises to evaluate employees as well as conduct structured interviews. Through this, they are able to identify the talents that different individuals possess and thus can help nature them. It also gives them the chance to spot the best performers, from the weaklings. When it comes to recruiting, it would enable them to recruit the best candidate based on the skills that they possess. Through talent management and career development, they are at a better position to offer coaching, and advice both the employers and employees on how they can manage and plan their careers. By introducing appraisal systems, they help the employer identify the performing employees and in return be able to reward them. This is a good measure for motivating the employees. Since all people pass through stress at one time or the other, counselling is part of their task. They work directly with the employees and therefore are able to help them sort out their issues. Personal development is also important as it helps push the members of staff into doing their best and building their success. They are able to assess how employees relate to each other and therefore are better placed to resolve conflict between them. They are also able to identify and solve conflict between the employee and the employer (Guest 2004, p 54). Training is one of the major roles of an occupational psychologist. By doing so, they are able to decide what needs the employees are to be educated on, and also identify their skills. This helps them in establishing which courses to put them through and also design developmental programs suitable for them. Through organizational change and development, they can put forth initiatives that will help the employees cope with the changes occurring successfully. Timeline of Career Development As an occupational therapist, one may decide whether to be employed or to move into private practise. One may work for government or private institutions, and in schools as lecturers. However, it is rather difficult to get a job is one does not have a doctorate degree in psychology. Those who have masters actually have a higher chance of getting a well paying job. The job at times entails a bit of travelling so that one can go where the client is. One has to possess implacable listening, communication, and motivation skills. Being able to empathise with people and having patience is necessary. Possessing the ability for people to trust you is vital so as to be able to get all the proper information. Confidence is one thing that every psychologist must possess, this is because their job involves them talking to people and being in front of big crowds. Where confidence is lacking, the training or the task at hand may not necessarily go so well (Spector 2011, p 46). The job also entails a lot of writing of reports, therefore, one must be able to come up with clear and concise reports. Being able to explain issues with the simplest of terms is also recommended. One has to have the capability to read body languages, and also be in a position to interpret what they may be saying. Reasons Chosen Many people chose occupational psychology as a course as they love interacting with people. Without the people skills, it would be impossible to enjoy this line of work. Another factor is that they also love travelling and may therefore not feel affected by the long hours they spend away from their homes. If one possesses the masters degree in psychology, chances is that they would advance very well in their career. Key roles in Chosen Career One always has to maintain, develop, and implement personal standards that should be reflected on the job. Security and system reviews have to be kept at all times. Being able to comply with all the legal structures during the practice is recommended. The proper procedures should be implemented and evaluated to ensure proper research and evaluation is done. In occupational psychology, one has to uphold all legal ethics that are required in that profession. Ensuring that one keeps gaining more knowledge while still on the job is highly encouraged as this is the only way that one would deal with situations more easily. One is encouraged to attend seminars, or any other mode that would enable one to gain fresh information. This means that one is able to explore their creativity and also come up with new ideas that would improve their practise (Guest 2006, p 210). As a psychologist, one should be able to identify the kind of need that a client has and be able to meet their expectations. Building a healthy rapport with the client is highly advised. This is done by establishing contact, agreeing on what they are interested in, and evaluating the relationship between the two parties. Therefore, one has to meet the expectations of the client as well as keep them updated during the process. When it comes to instances where one has been consulted to deal with recruitments, they should record the applicants, as well as keep their clients in the know. Research is a big part of occupational psychology as they help generate new ideas, and determine which route a psychological research will take. However, they should be evaluated and analysed to make sure that they fit the customer’s specifications. Therefore, it involves a lot of data collection, interpretations, and reviews. This is where recommendations can be made in order to improve on the areas that the client wants. Research perimeters have to be defined and the research summary has to be presented to the client. Proper knowledge and policy requirements should always be communicated as it promotes better practices by the employees. This is where problem solving and decision making skills can be exhibited. Giving advice is highly recommended as well as giving out psychological opinions. All the collected information should always be presented in a formal setting. The client’s requests should always be put in mind, and giving them feedback should be done occasionally. Before any feedback is finally given to the client, it should thoroughly be evaluated to ensure that there are no mistakes (Briner & Conway 2005, p 67). References Briner, R & Conway, N 2005, Understanding psychological contracts at work: a critical evaluation of theory and research, Oxford: Oxford University Press. Guest, D 2004, the psychology of the employment relationship: an analysis based on the psychological contract, Applied psychology, 53 (4) 541-555. Guest, D 2006, in praise of contemporary occupational psychology: a response to Kwiatkowski, Duncan and Shimmin, Journal of Occupational and Organisational Psychology, 79 (2) 207-211. Spector, P 2011,” industrial and organizational psychology: research and practice”, Hobeken, NJ: Wiley. Read More