More specifically, my goal as a student, for example, is to achieve grades that are as high as possible, which will determine the type of work I will be able to get in my future. As employee, I will strive to reward my employer's trust in me by delivering work of as high quality as possible. As family member, my goal is to spend enough time with those close to me to maintain my relationship with them. As citizen, my goals are to further the principles and values of my country by participating in public debate and politics. As human being, my goals are to make my best effort to help those in need of assistance and to be part of the interconnected network of humanity in such a way that life and peace are promoted.
My main motivators can be found in McClelland's acquired needs theory (CliffsNotes, n.d.). These…...

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References

Antariksa, Y. (n.d.). Selection Error. Retrieved from:  http://www.explorehr.org/articles/Selection_+_Recruitment/Selection_Error.html 

Bingham, a. And Spradin, D. (2011, Apr. 18). Introduction ot the Open Innovation Marketplace. Financial Times. Retrieved from:  http://www.ftpress.com/articles/article.aspx?p=1697886&seqNum=4 

Brown, K. (2009, Oct. 3). Unions -- Good or Bad? Retrieved from:  http://klbrown1.blogspot.com/2009/10/disadvantages-of-labor-unions.html 

CliffsNotes. (n.d.) Motivation Theories: Individual Needs. Retrieved from:  http://www.cliffsnotes.com/study_guide/Motivation-Theories-Individual-Needs.topicArticleId-8944,articleId-8908.html

Industrial Psychology
In principle, the primary purpose of employee selection is to identify, attract, and retain employees who are most likely to be successful in their positions (Author, year p 147). That process begins with determining the specific characteristics, attributes, and capabilities necessary for success in the organization in general and in the capacity of the position of each employee in particular. Many organizations rely on objective job analyses and on related formulations such as knowledge, skills, and abilities (KSAs) for that purpose (Author, year p 149). For example, where the position of manager requires budgetary oversight, the skills of calculating budgets and understanding budget issues would be important elements of the list of KSAs for that particular position (Author, year p 149). Another tool typically used by organizations to increase the likelihood that new employees will be successful and that they will not respond negatively to the stresses posed by…...

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Reference

Last name, initial. (year). Title in italics here. Publisher: Publisher location.

Healthcare
Contemporary Issues in Health Care

There are several factors that are driving up the cost of health care in the United States. ising drug costs are a major factor in the marketplace. A PriceWaterhouse Coopers (2014) study showed that new drugs in particular are a driver of cost increases in the health care system. New drugs come with monopoly protections, and drug companies use this to extract monopoly rents on their customers to recoup the high cost of new drug development. The use of new drugs over older, generic drugs that perform the same function drives up the total cost of health care.

Another major cost driver that has been identified for health care is a shift in where health care is performed -- for example hospitals charge more for the same care in an outpatient setting than physician offices charge. A move towards more health care delivered at hospitals is spurring…...

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References

PWC (2014). Behind the numbers, 2015: Physician employment. PriceWaterhouse Coopers. Retrieved March 11, 2015 from  http://www.pwc.com/us/en/health-industries/behind-the-numbers/health-cost-inflators-physician-employment.jhtml 

PWC (2014) Behind the numbers, 2015: Specialty drugs. PriceWaterhouse Coopers. Retrieved March 11, 2015 from  http://www.pwc.com/us/en/health-industries/behind-the-numbers/health-cost-inflators-specialty-drugs.jhtml

Diagnostics
Industrial Psychology Consulting Case study - Diagnostics Phase

The inter-group situation

The current situation at the described office is marked by intense, apparent divisiveness. On the surface, there seems to be no cohesion to the existing organization. Sales reps are said to be more interested in bolstering their personal reputations than the reputation of the company, hence their tendency to make promises that they cannot fulfill to clients. They are, however, highly motivated to promote the company, given that they work largely on commission. In contrast, the operations staff is unionized and actually has a motivation to work more slowly, rather than swiftly, thwarting the goals of the salespersons.

The issues of this company are organizational, informational, and psychological. First and foremost, there are two sets of employees with apparently very different goals. The sales staff is profit-driven, while the operations staff is procedure-driven. Both are necessary for the company to succeed --…...

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References

Block, Peter. (2011). Flawless Consulting. Jossey-Bass.

Dewhurst, M. & Kellett, T. (2013). Evaluating client capabilities and business opportunities.

From Management Consulting.

omen's Military Rights
In the United States, female citizens have strived for a long time for their basic rights in every field but the most important question relevant to their rights that should be answered is and which the nation has faced in the past, present and future is the argument whether to allow women the privilege to defend our motherland and share along with men of the forces emotions, feelings and true sentiments such as dignity, honor and prestige which are true reflections of this service.

Many people argue that there are some factors which just can not be ignored because of which it is imperative to draw a line when involving, selecting female citizens for the military.

Military Selection Problems and Fears

The major objection to the proposed integration comes from military officers and enlisted men whose primary fear is that, that because of women in the forces, it will mare the…...

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Works Cited

 http://www.rand.org/publications/RB/RB7515/ 

10. Author Unknown, Affirmative Action and Equal Opportunity in the Military: Selection

Procedures http://clinton2.nara.gov/WH/EOP/OP/html/aa/aa07.html

11. Author Unknown, Common Military Questions: Military Training: What are the opportunities for women in today's military?  http://www.todaysmilitary.com/life_qa.shtml#initial

Assessment I: Research ProposalProposed TitleAspects influencing call center agents retention in the United StatesPurpose statementA call center refers to the designated area where calls from customers and other telephone calls are directed. In most instances, computer automation is used within call centers. The primary purpose of call centers is to enhance a centralized contact point for after-sales services, support and company telephone selling, or information helpline services. With increased client-centered services demand, call centers have undergone significant growth. Generally, the call center industry has tremendously improved globally, with an estimated growth of over 50% since 2000. Call centers are vital across all industries. However, telecommunication, banking, insurance services, and other financial service industries are considered the most prominent consumers of call center services.According to experts analysis, the sector creates most jobs every year. Thus, confirming the fact that call centers currently form an integral part of every organization. On the…...

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References

Birt, M., Wallis, T., & Winternitz, G. (2004). Talent retention in a changing workplace: An investigation of variables considered important to South African talent. South African Journal of Business Management, 35(2), 25-31.

Lee, J. (2008). Finding and keeping call center agents in today’s competitive market. Retrieved November 25, 2011.

Mendes, F., & Stander, M.W. (2011). Positive organization: The role of leader behaviour in work engagement and retention. SA Journal of Industrial Psychology, 37(1).

Industrial and Organizational Psychology shares much in common with several related fields, and there are multiple professional partnership opportunities. The field most closely linked to industrial and organizational psychology, and one that is important to my personal career development, is going to be human resources. As Cascio & Silbey (1979) point out, assessment centers have transformed the nature of human resources and the candidate selection process, helping organizations make more educated decisions about crafting the ideal organizational culture. Likewise, Murphy, Dzieweczynski & Yang (2009) show how the field of psychology, and organizational psychology in particular, has contributed to the evolution of assessment measures used at every stage of the human resources process from initial intakes and screening for candidates to ongoing assessments and evaluations. In this sense, human resources depend on organizational and industrial psychology.
The field of industrial and organizational psychology adds complexity to the human resources selection process, and…...

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References

Cascio, W. & Silbey, V. (1979). Utility of the assessment center as a selection device. Journal of Applied Psychology, 64(2), 107-118. (EBSCOhost Accession

Number: AN 5112753).

Murphy, K., Dzieweczynski, J., & Yang, Z. (2009). Positive manifold limits the relevance of content-matching strategies for validating selection test batteries. Journal of Applied Psychology, 94(4), 1018-1031. (EBSCOhost Accession Number: AN apl-94-4-1018).

Prins, S. (2006). The psychodynamic perspective in organizational research: Making sense of the dynamics of direction setting in emergent collaborative processes. Journal of Occupational & Organizational Psychology, 79(3), 335-355. (EBSCOhost Accession Number: AN 22557999).

Industrial/organizational psychology, or I-O psychology as it is abbreviated, has gone from being a little known branch of psychology to one that is studied and used by many. Although the concept and the idea of I-O psychology began in the early 1900s, it was not until after World War II that it gained prominence and attention from everyone in the psychology world (Aamond 2009). The idea behind the study of this branch of psychology was to analyze what it was that made people perform in their jobs. In a job market that influenced some to excel, but yet others did not produce results, this branch of psychology was used to understand what it was that caused these problems and how it was that someone could go about fixing them (Spector 2008). These factors were applied to all types of jobs, from factory and office jobs, to professional and military employment.…...

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References:

Aamod, M.G. (2009). Industrial/organizational psychology. Belmont, CA: Wadsworth Publishing.

Spector, P.E. (2008). Industrial and organizational psychology: Research and practice. Hoboken, NJ: John Wiley & Sons.

Landy, F.J., & Conte, J.M. (2009) Work in the 21st century: An introduction to industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons.

Industrial/organizational Psychology deals with the human component of organizations as well as clarifying primary motivational drives together with implications of people, socially, that work at the same place within a setting of an organization. Its research as well as the way it is being applied tries to put up characteristic human nature to be a way of efficiency and productivity in the process of facilitating environment which is conducive and safe as per their effect to the employee. All through I/Q psychology's rich history, it has applied statistical analysis and scientific researches in determining application of real-world in the work environment in trying to uphold efficiency in the process of offering an environment which is safe and is conducive to the satisfaction and well being of the employees.
Evolution of Industrial/Organizational Psychology

The genesis of I/Q psychology is from the early history of psychology in late 1800s at the time experimental psychologists…...

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References

Kanfer, R. (2005). Self-Regulation Research in Work and I/O Psychology. Applied Psychology,

54(2), 186-191. doi: 10.1111/j.1464-0597.2005.00203.x

Kanfer, R. (2009). Work Motivation: Advancing Theory and Impact. Industrial and Organizational Psychology, 2(1), 118-127. doi: 10.1111/j.1754-9434.2008.01120.x

Spector, P.E. (2008). Industrial and organizational psychology. Research and practice (5th ed.).

Industrial and Organizational Psychology
Individual Psychological Testing in the Workplace



Faced with an ever increasing competitive business environment, many employers are turning to employment testing as a way to improve their workforces. Every organization wants to ensure that they hire the right person. Job applicants may submit an effective resume and perform well during an interview, but they usually highlight only positive attributes. Psychological testing has been identified as one way of ensuring that the business picks an applicant who is a perfect fit for the position and actually can do the work required. Physiological tests have been validated by experts as a very good indicator of an applicant's working style. Testing potential employees can increase the chances that a company chooses the right person for a job, reduce turnover and their by lower training costs.

Specific Psychological Testing used in the Workplace

Personality Tests:

Personality tests are self-report measures of what might be called…...

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References:

American Educational Research Association, American Psychological Association, & National

Council on Measurement in Education. (1999). Standards for educational and psychological testing. Washington, DC: American Educational Research Association

American Psychological Association. (2011). Rights and responsibilities of test takers:

guidelines and expectations. American Psychological Association (APA). Retrieved June

" (Ivin, 2005)
The notion of utilizing sevant leadeship to enhance team wokgoups to pefom such as in the case study scenaio is a contempoay viewpoint with empiical evidence to show thee is effectiveness in implementing this fom of leadeship within the oganizational development famewok.

Poblem solving within the oganizational hieachy is often elegated to job specific activity to which one may o may not actual solve the poblem inheently active in thei domain. Often, poblem solving becomes a function of the goup think to which individual identities in the poblem solving pocess ae meged into a collective membane fo joint analysis. The use of motivational methods (Dubin, 2004) to incease the motivation to poblem solve has yielded meitocatic oganizations that focus on delivey of pefomance above all othe vaiables.

Additionally, the use of meta-communication (Dubin, 2004) evolves aound impoving oganizational communication such as teamwok communication and infomal netwok communication. Indiectly howeve meta-communication…...

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references. Journal of Occupational and Organizational Psychology, 75(09631798), 315-315-337. Retrieved fromhttp://search.proquest.com/docview/199345870?accountid=13044

Irving, J.A. (2005). Servant leadership and the effectiveness of teams. Regent University). ProQuest Dissertations and Theses, Retrieved from  http://search.proquest.com/docview/305356267?accountid=13044 

Moliver, N. (2010). Psychological wellness, physical wellness, and subjective vitality in long-term yoginis over 45.Northcentral University). ProQuest Dissertations and Theses, Retrieved fromhttp://search.proquest.com/docview/506140189?accountid=13044

Petison, P. (2010). Intercultural communication and relationship marketing: A conceptual perspective. The Business Review, Cambridge, 16(2), 127-127-133. Retrieved fromhttp://search.proquest.com/docview/818338248?accountid=13044

In Hartlieb and Jones' study, a company's ethical practices in the workplace are projected onto its products/services, making the products "ethical," resulting to the concept of ethical labeling (583).
Further into the 'trend' of promoting ethical work practices in the company, companies are also promoting their corporate image and improving their relevance to their communities by developing corporate social responsibility (CS) programs. Secchi (2009) explored the 'cognitive side' of CSs, and argued that CS programs act as a "reinforcement mechanism…that, when exercised…works as a social tie between user (communities, recipients) and provider (companies)" (578).

These trends in industrial/organizational psychology are reflected in P&G's corporate practices, through its branding, corporate governance, and CS programs. P&G's corporate governance promotes ethical work behavior by allowing its employees to have a stake in the company -- that is, P&G employees are also its stakeholders. P&G's ethical corporate practices are reflected in its branding efforts, wherein…...

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References

Hartlieb, S. And B. Jones. (2009). "Humanising business through ethical labelling: Progress and paradoxes in the UK." Journal of Business Ethics, Vol. 88.

Pastorizo, D., M. Arino, and J. Ricart. (2009). "Creating an Ethical Work Context: A pathway to generate social capital in the firm." Journal of Business Ethics, Vol. 88.

Secchi, D. (2009). "The cognitive side of social responsibility." Journal of Business Ethics, Vol. 88.

Procter & Gamble official website: www.pg.com.

Psychology of Gender in usiness
Traditional gender roles have defined the business lives as well as the home lives of families and breadwinners for numerous generations. Certain expectations were put in place at what seems to be the dawn of time. The evolution of these decided obligations went on to shape the traditional family and the roster of the traditional workplace. Expansions and millenniums of progression in this historical framework then gave way to what the modern world still often considers gender specific job roles. Though, without question, this segregative and selective approach to the business world is surely archaic. Nevertheless, over the last decade or so there has been a revolution that is gaining steam in the business community. The idea of equality is becoming more and more popular among businesses and government agencies. Such powerful and influential entities have finally realized that the furthering and promotion of gender specific…...

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Bibliography

Adams, S.M., Gupta, A., Haughton, D.M., & Leeth, J.D. (2007). Gender Differences in CEO Compensation: Evidence from the U.S.A. Gender in Management: An International Journal, 22 (3), 208-224.

Altbach, P.G., Reisberg, L., & Rumbley, L.E. (2009). Trends in Global Higher Education: Tracking an Academic Revolution. UNESCO 2009 World Conference on Higher Education. Paris, France.

Blau, F.D., & Kahn, L.M. (2000). Gender Differences in Pay. Journal of Economic Perspectives, 14 (4), 75-99.

Bowling, N.A., & Beehr, T.A. (2006). Workplace Harassment from the Victim's Perspective. Journal of Applied Psychology, 91 (5), 998-1012.

On a university campus, one of the most active niches is that of student organizations. Perhaps nowhere else do more organizations exist than on a college campus. These student organizations exist because there is a need for students to get involved, interact and stay active. ecause every student has their own needs for joining an organization, there are a diverse array of organizations to meet these needs. For example, there are social organizations for students needing to meet people, there are political organizations for students who want to create change in their community and there are interest organizations for those who want to share their knowledge and enjoyment of a particular hobby with others. If an organization matches the particular students needs, then the organization fulfills the student's needs. This determination is made by the combination of the three above mentioned factors and their application to the integration of the…...

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Bibliography

Schein, Edgar. Organizational Psychology. Englewood Cliffs, New Jersey: Prentice-Hall, 1980.

With this approach, consultation psychology focuses on the issues of the group as a whole and therefore typically uses group discussions, interviews and observations as opposed to singling out specific individuals. The result is that, by using consultation psychology in the field of industrial and organizational psychology, the focus is on the group and the roles the individuals who make up the group play. With this focus, industrial and organizational psychology is better able to meet its goals of increasing organizational productivity, well-being and success.
Case Example

In the case sample cited in the introduction of this paper, the issue was how consultation psychology could be utilized as a method for providing industrial and organizational psychological services to a mental health related organization. From the overview provided in the previous section, it can be seen that utilizing consultation psychology, as opposed to clinical psychology, will be the best method of obtaining…...

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Bibliography

Bass, Bernard M. (1960): Leadership, Psychology and Organizational Behavior. New York: Harper and Brothers.

Bass, Bernard M., and Pieter JD Drenth. (1987): Advances in Organizational Psychology: An International Review. Newbury Park: Sage Publications.

Brehm, S.S., Kassin, S. And Fein, S. (2005): Social Psychology. Boston: Charles Hartford.

Cameron, Kim S., and Robert E. Quinn. (2006): Diagnosing and Changing Organizational Culture Based on the Competing Values Framework. San Francisco: Jossey-Bass.