Respond by Day 5 to at least two of your colleagues who chose a different topic than you did in one or more of the following ways:
- Expand on your colleague’s posting.
- Share an insight you gained from having read your colleague’s post.
- Validate an idea with your own experience.
The first source I would recommend for those continuing their professional development as an I/O psychologist-in-training, would be a journal article on text mining to find sexism and sexual harassment in the workplace from the Psychology of Violence. Sexism and sexual harassment in the workplace are both rising issues that affect employee moral and workplace productivity. Research has found, “one out of every two women experience this form of harassment at some point in their working lives (Karami, Swan, White, & Ford, 2019, p. 1).” As an I/O psychologist one might be the one to deal with these issues. By reading this journal article I/O psychologists would be aware of how to find the sexism and sexual harassment in the workplace so the psychologist could put a stop to it.
Save your time - order a paper!
Get your paper written from scratch within the tight deadline. Our service is a reliable solution to all your troubles. Place an order on any task and we will take care of it. You won’t have to worry about the quality and deadlinesOrder Paper Now
The second journal article that would help an I/O psychologist-in-training would be a journal article discussing discrimination against people with disabilities from the Rehabilitation Psychology journal. There are laws in place that protect people with disabilities and as an I/O psychologist, the psychologist should know these laws. The psychologist should also know signs of this type of discrimination. Research has shown, “employers’ attitudes toward broader categories of disabilities (e.g., physical disabilities) are also a concern, and to date, the workplace discrimination experience of broad categories of disability has not been examined (Graham, McMahon, Kim, Simpson, &McMahon, 2019, p. 195).” This proves that I/O psychologists need to learn more about this issue, as they are the ones that will have to deal with these issues if the I/O psychologist would be working in HR
The third journal article to help an I/O psychologist-in-training would be a journal article on handling conflict in the workplace from the International Journal of Evidence Based Coaching and Mentoring. Research has found “relationship conflict at work is common and can have substantial negative effects for individuals and organizations (Hughes, 2019, 16).” If the I/O psychologist-in-training wants to go into HR, the psychologist must know how to handle conflict. This would especially be true when handling conflicts between executives, because those conflicts could get more heated than others. This article focuses on conflicts between executives. This article would vastly help an I/O psychologists in their future career.
All three of these journal articles are beneficial for an I/O psychologist-in-training. All I/O psychologists could use these resources to help them in their careers. However, an I/O psychologist who is looking to go into HR would get the most benefits out of these articles. HR is a tough job when it comes to sexual harassment, discrimination, and workplace conflict. However, by using these resources an I/O psychologist would be prepared to deal with these issues and know where to look back to if they were unsure of anything.
I entered the performance consultant field as a novice with no experience in training and development other than logistics. In the four years since I’ve been in role, there have been a variety of resources that were invaluable in assisting with practical and credible information as I prepared to interact with clients and customers prior to embarking on my journey to pursue a masters degree. Accordingly, the APA’s recommendation on the general competencies that an I/O practitioner should be consistently honing are self-awareness and the management of that awareness, relationship developing, assessment, process consultation and interventions (2007, p. 981).
The first resource that I use that addresses all of those competencies for all aspects of my professional and academic life is getAbstract. getAbstract is a website whose mission is “to give people the knowledge they need to make better decisions in their…lives” by summarizing, rating and categorizing over 20,000 top business books, articles, TED talks and podcasts into abstracts that are less than 10 minutes each (2019). There are abstracts with bulleted lists, quotes and highlights in all areas such as leadership, cultural and emotional intelligence, change, ethics, etc. Additionally, once you start using getAbstract, their algorithm uses your selections to predict future useful abstracts and sends them to you on a weekly or monthly basis as you choose.
The second resource that has been a lifeline to me is the Association for Talent Development (ATD). As a new practitioner, their website constantly steered me towards useful and current information and their local and national meetings provided me with live resources and networking opportunities to speak with incumbents in role who were or had experienced similar challenges and provided best practices for overcoming them.
Finally, my consulting often comes in terms of driving business, revenue and profits, often with sales people or the leaders of sales people. As a non-salesperson this was often a source of self-doubt and perceived lack of credibility, so I turned to our internal vendor, SalesForce and their vast cache of resources. Quotable provides articles and podcasts from contributors that offer “advice and guidance designed to inspire and empower modern sales, service and marketing leaders and those that support them” (2019).