Consider coaching your would seek out to develop competencies you want to develop for a potential new position in I/O psychology.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 3: Analyze the tenets of ethical standards and diversity in the field of industrial and organizational psychology.
Analyze approach to diversity training, mentoring, or coaching.
Competency 4: Apply theory and research to different specialization areas within industrial and organizational psychology.
Analyze a job description for key competencies required.
Competency 5: Apply critical thinking to evaluate current trends and practices in the field of industrial and organizational psychology.
Analyze a coaching approach to develop key job competencies.
Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
Write in a manner that reflects graduate-level form and style with correct use of APA citations and references..
An important component of practicing I/O psychology is being able to recognize individual differences—true, valid, and reliable differences—between individuals. The practice of psychology is grounded in a developmental model, where the assumption is that each individual is different. While people may belong to groups possessing common characteristics, we are all different beings with individual strengths and challenges.
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The practice of I/O psychology seeks to understand these individual differences. I/O practitioners use theories and models to examine personal characteristics that are relevant to the workplace, such as what motivates us and how we learn. For example, Fleishman’s taxonomy of abilities and the five-factor model of personality (1988) are two structured, effective models used to examine individual differences in relation to job performance (Landy ; Conte, 2013).
Evidence-Based Coaching
Coaching has become one of the fastest growing occupations in the field of psychology. You should be familiar with the best practices of an evidence-based approach to coaching.
Performance Management
The foremost element of successful performance management is to find employees with the right attitude and proficiency for the job. All organizational team leaders, supervisors, managers, and executives face the concern of getting the right people positioned and working effectively. We want the right person to work in the right position—but how does that actually translate into behavior and actions? If we have been able to find the right people, how do we know whether they are actually being effective and contributing to the greater good of the organization? In order to effectively manage job performance, the organization can utilize job assessments or analyses that examine each position and identify the essential talents needed to succeed at it.
Job Specifications
Job specifications are the competencies or individual characteristics that are considered necessary in order to perform a specific job. The characteristics detailed in job specifications might include educational background, experience, or vocational training. Job specifications should not serve as mandates, but rather as guidelines for recruitment, selection, and placement (Cascio ; Aguinis, 2005). They may serve as standards for screening, selection, placement, and performance evaluation
An important component of practicing I/O psychology is being able to recognize individual differences—true, valid, and reliable differences—between individuals. The practice of psychology is grounded in a developmental model, where the assumption is that each individual is different. While people may belong to groups possessing common characteristics, we are all different beings with individual strengths and challenges.
SHOW LESS
The practice of I/O psychology seeks to understand these individual differences. I/O practitioners use theories and models to examine personal characteristics that are relevant to the workplace, such as what motivates us and how we learn. For example, Fleishman’s taxonomy of abilities and the five-factor model of personality (1988) are two structured, effective models used to examine individual differences in relation to job performance (Landy ; Conte, 2013).
Evidence-Based Coaching
Coaching has become one of the fastest growing occupations in the field of psychology. You should be familiar with the best practices of an evidence-based approach to coaching.
Performance Management
The foremost element of successful performance management is to find employees with the right attitude and proficiency for the job. All organizational team leaders, supervisors, managers, and executives face the concern of getting the right people positioned and working effectively. We want the right person to work in the right position—but how does that actually translate into behavior and actions? If we have been able to find the right people, how do we know whether they are actually being effective and contributing to the greater good of the organization? In order to effectively manage job performance, the organization can utilize job assessments or analyses that examine each position and identify the essential talents needed to succeed at it.
Job Specifications
Job specifications are the competencies or individual characteristics that are considered necessary in order to perform a specific job. The characteristics detailed in job specifications might include educational background, experience, or vocational training. Job specifications should not serve as mandates, but rather as guidelines for recruitment, selection, and placement (Cascio ; Aguinis, 2005). They may serve as standards for screening, selection, placement, and performance evaluation
For this assignment you will write a short paper describing your approach to developing as an I/O professional, particularly in response to a potential job. You are going to identify a job, then consider coaching you would seek out to develop competencies you want to gain for a potential new position in I/O psychology.
First, identify a job description for a potential job of interest to you. Visit the SIOP I/O Psychology job bank using a Google search or the SIOP Job Search webpage. https://www.siop.org/Career-Center/Job-Search
Note: If you have not yet registered for a free SIOP account, you need to do that in order to access the job bank.
Select one job posting that is of interest to you. (Note: If you don’t find the perfect job description that interests you, just find something that is close or consult with the instructor.)
Once you have the job description list in your paper, consider the competencies and skills you would need for that job. Analyze the information on the job and create a list of at least six competencies you would need for the job.
Next, consider your current competencies and skills and what you would need to develop or strengthen to prepare for this job.
Next, consider how you would develop skills and competencies to obtain and excel in your future work. Explain how you would connect with and engage a potential mentor or a coach to support your development.
What kind of coaching would you seek out to help you develop to prepare for that position? (Be sure to include two scholarly articles on coaching in your response.)
Finally, in I/O psychology, it is a responsibility to understand and use strong diversity practices and often to support clients and team members with diversity training, coaching, or mentoring. Find two scholarly articles on diversity practices through your research and provide a discussion of what will help you with gaining competencies in strong diversity practices for your future work.
Finally, imagine you have been working on developing your competencies for a period of six months: How will you evaluate your progress?
Additional Requirements
Written communication: Written communication is free of errors that detract from the overall message.
APA formatting: Resources and citations are formatted according to current APA style and formatting guidelines.
References: Review at least two scholarly articles on coaching, mentoring, and/or professional development, and two scholarly articles on diversity practices. Be sure to cite all four of these articles in your paper.
Length of paper: 3–4 typed, double-spaced pages.
Font and font size: Times New Roman, 12 point.
Examine the scoring guide for this assignment to learn about the criteria on which your assignment performance will be graded.
Submit your assignment as a Word document in the assignment area
