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Sample Essay on Career Possibilities and Employee Selection

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Sample Essay on Career Possibilities and Employee Selection

To use research findings from clinical psychology to better apprehend behavior in organizational contexts. Secondly, I aim at working with all people in the society including professionals in the judicial and penal systems in order to evaluate and treat criminal behavior. Another career goal for the future is to design correctional programs, give advice to the police on issues regarding criminal psychology and mental issues (Budworth & Latham, 2009). Furthermore, I/O psychology could be applicable in helping me to grow and succeed as an individual because I would use the knowledge acquired in I/O in performing my duties. I/O could help me become a competent psychologist.

Additionally, it will assist me to update my knowledge and skills on a systematic basis through participating in conferences and workshops sponsored by SIOP.  It will also play a vital role when it comes to carrying out research using techniques, procedures, methods, and tools important in carrying out empirical research in I/O psychology. Another unique opportunity is doing data analysis. A psychologist may have an exceptional opportunity of sampling distributions, estimating variability, finding out correlations, and doing linear and regression analysis.

Another unique opportunity is that I will have the right attitude, believes, and opinions when I am in an organizational setting. They are important because they majorly focus on the quality of life for workers in an organization (Budworth & Latham, 2009). No, there is no area that I think is more appropriate than the other. This is because all areas have significance on psychologists when it comes to performing their duties in different organizations.

Part 2: Employee selection

A company can only be said to be strong if it has strong employees. If workers are not skilled and not motivated to perform their responsibilities, there is likelihood that such a company cannot be successful. There are several factors connected to employee selection. Firstly, job analysis. It is defined as the systematic study of a particular job that relies on the collection of information about the verifiable and observable job responsibilities and behaviors of workers for that job. Basically, job analysis includes worker requirements, job tasks, and other significant information (Billikop, 2016). It further gives information about the name of the job, required qualities and conditions of work. Every person has responsibilities including taking care of families. Similarly, every job in organizations has responsibilities to be completed.

Another factor is knowledge, skills, and abilities (KSAs). The particular skills set of probable workers is an important factor during employee selection.

Organizational culture is also important during employee selection. A company should recruit candidates whose behaviors and beliefs seem congruent with the culture of the organization. A candidate whose beliefs, outlook, behavior and beliefs are congruent with those prevailing within the present organization is most likely to fit to the culture of the organization (Billikopf, 2016).

Job context refer to the circumstances under which work is done and the demands of the work on workers. Particular kinds of job context information are reporting interrelationships, personal contacts, judgment, authority, working conditions, and the mental and physical demands on the worker. All the factors explained above are contingent upon the individual vs. the organization itself.

 

References

Billikopf, G. (2016). Practical Steps to Employee Selection. Nature.berkeley.edu. Retrieved 26 April 2016, 

Budworth, M. H., & Latham, G. (2009). New directions in industrial-organizational psychology. Canadian Journal of Behavioural Science, 41(4), 193-194.  Retrieved from the ProQuest database.

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