Industrial and Organizational Psychology
My Career Goals and Applicable Psychological Principles for Selected Career Path
Employees that are unhappy with their workplace are a common phenomenon. They continually grumble wishing that they had a better job, or worked in a more reputable organization than their present location. Often, the reasons given by the unsatisfied employees are collective and vague. Many state that their work schedules are too tight, while others claim that their bosses are hostile. Some complain about much work and low pay while, others complain about an unfriendly work environment. However, there is a quick solution, which entails giving a thought to career objectives and aspirations, which is then followed by developing appropriate career goals and objectives. Many managerial researchers have identified them as key to one’s career success.
Personally, I am determined to succeed in my career. As such, solid career goals and objectives are paramount. Having sought advice from a professional career counselor, I have developed several career goals, which, I believe, will lead me success in my career. The first one is a goal to serve an organization in the managerial level. In the next ten years or so, I aspire to have achieved a senior management position in an organization in manufacturing sphere. At this post, I would like to be among the directors and decision-makers of the company.
Second goal is education. Undoubtedly, successful career starts with the right education to support the aspired professional goals. I hope to acquire the relevant degree in business administration, which would allow me to work in a management-related position for a few years. Such an experience would act as a firm foundation for success in my career. Besides, I will master my English skills with the aim of perfecting my communication abilities.
Final career goal is related to entrepreneurship. It is apparent that no one wants to work forever, but everyone eventually wants to be a boss at one point in time. After working in my desired career for several years, I hope to retire early to venture into my own business. I believe that I will have acquired the skills and expertise through my career. I have a passion for market and consumer needs. I will feel satisfied when I learn to understand the changing market needs and can come up with ideas to use to satisfy the market needs. I hope to be a leader in providing consumer necessities.
In setting these goals, I would will on various psychological principles. The most apparent ones include the psychological principles of stimulation, socialization, identity, and control. However, I will use two main principles. The first one is the psychological principle of stimulation, which suggests that people are alert when they are more stimulated. Through this approach, one can become more creative and productive. The second principle is the psychological idea of identity, which suggests that when people realize who they are, they can perform better by associating with friends, colleagues, and families. Such relationships provide support for enhanced productivity and improved skills.
Comparing and Contrasting Various Leadership Theories
Leadership is seemingly the most important aspect of management, as it is the most paramount factor contributing to the survival of nations, businesses, and organizations. Various firms all over then the world, such as General Electric and Chrysler, have recovered from near-bankruptcy and have become the world’s most profitable organizations. Similarly, great nations, such as the United States of America, France, and Britain, have succeeded economically and politically because of the exposure to effective leadership. To better understand what successful leadership means, it is necessary to refer to various leadership theories. In this paper, trait, situational, transactional, and transformational leadership theories will be compared and contrasted.
Firstly, the trait leadership theory identifies a leader with his or her personality traits and characteristics linked to success. This theory suggests that a leader is born with particular skills, which cannot be developed or inherited. For instance, world leaders like Putin, Napoleon, and Obama would not have become leaders if they were not born without special abilities.
Secondly, the situational leadership theory considers a leader not only by his or her traits, but also by the social, political, and historical contexts in which the leader has solved others’ problems. The theory refers to situations when a manager must adjust his or her style to fit the developmental level of the followers being influenced. In this leadership style, it is up to the leader to adjust to meet the needs of others in an organization.
Thirdly, there is transactional leadership theory, also known as managerial leadership. It perceives leaders as advocates of diplomacy and negotiations in solving their problems and those of their followers. Transactional leaders act in a relatively slow environment, and they focus on the roles of supervision, organization, and group performance. A transactional leader promotes compliance of his followers through rewards and punishments.
Finally, there is the transformational leadership theory, which considers leaders as the influencers of change in the organizations and businesses. A transformational leader is a person who stimulates and inspires the followers to achieve extraordinary outcomes. Such leader pays attention to the concerns and needs of individual supporters. A transformational leader then changes the followers’ awareness concerning issues and subsequently helps them see perennial problems in a new way, causing better decision-making. They also excite or arouse followers to invest extra effort to achieve various predefined goals.
Personally, I believe that the transformational leadership theory best describes me as a leader. I am concerned with change and finding solutions to persistent problems, and, thus, I consider myself a transformative leader. When assigned a leadership position in a team project, I motivate my colleagues to perform professionally and meet or even exceed the set objectives and goals.
Change Management and Its Impacts on My Career
Change management refers to a combination of techniques, tools, and processes used to manage the people side of change to achieve the desired business outcome. Change management uses organizational tools that can help individuals to make successful personal transitions. Change management has a significant impact on my career, just like in any other profession. When I embrace change management in an appropriate way, it is likely that I will realize a change in a better way and adapt to it appropriately. The subsequent result would be superior performance regardless of the change that has taken place, as this would mean that I am flexible and prepared for success.
Likely Personnel Issues and Appropriate Decision Making
If one is a new or a seasonal employee, problems are inevitable. As an average employee, I am not exceptional, and thus subject to the common personnel-related issues in the workplace. The initial challenge is an ability to fit in. It can be difficult to relate to the members of a complex organization. Similarly, understanding work environment and culture can be a frustrating, but an imperative process. Knowing colleagues better through an active participation in team projects and allied activities can help overcome this obstacle. In my case, I clarify all issues by asking all possible questions with the aim of understanding every aspect of the workplace. I prefer to act friendly and respectfully and maintain noble work attitudes and habits. They help me portray myself as a professional employee. Moreover, I try as much as I can to avoid participating in office gossiping.
Second challenge is the one of being heard. A new employee finds it hard to gain trust of co-workers so that they will listen to his or her ideas. This challenge can be tackled effortlessly when a person observes keenly and listens carefully before airing opinions. In my case, I would overcome the problem by engaging my coworkers in an open manner. I would try to build a good reputation of being honest, objective, and reasonable.
Thirdly, these is the tendency to make mistakes. Any human being can make a mistake at some point. Being unexceptional, I am liable to sometimes be at fault. However, I would admit and apologize anytime I mess up. I would avoid making excuses for my own lapses and would strive to be sincere by trying not to cover up blunders. Rather, I would try to offer solutions to fix the problem as appropriately and as quickly as possible.
Finally, these is the issue of time management. Adjusting to new duties and responsibilities can be a challenge. However, I would easily handle it by setting a clear “to-do” list or a list of goals to achieve. I would try to break tasks down in a bid to make them more manageable while remaining organized, productive and efficient. Alternatively, I would seek advice from colleagues or supervisors to help me prioritize my work.
Likely Worker-Related Issues and their Impact on My Career Choice and Performance
Many factors affect an employee’s performance, and for maximum effectiveness, all tools required for success need to be provided. Equally, all work-related issues need to be solved amicably. Several work-related problems may emerge in the workplace and impact my career choices and performance significantly.
Above all, there is attitude. Usually, happy employees are productive. Negative attitudes are likely to ruin employee productivity, unlike a positive attitude, which empowers a worker to contribute effortlessly. In my case, a negative attitude towards the organization would affect my performance negatively, while a positive outlook would improve my performance.
Then, there is the issue of workplace safety and health. Such concerns have a big impact on draining the employee’s ability to be productive. For exceptional performance, a healthy and safe workplace is needed. It will enable me to become more productive. Conversely, an unsafe and unhealthy location would affect my productivity negatively.
Thirdly, there are the management standards. They are important factors in motivating or demotivating an employee. In any organization, the managerial standards should be in line with the primary duties and responsibilities outlined in the job contract. As such, managers and supervisors should keep their teams dedicated to the assigned duties. In my case, as an employee, high expectations from the managers would mean lower performance, while reasonable expectations would mean motivation and recognition, and thus better performance.
Finally, work-related conflicts are possible. Sometimes colleagues at work may have conflicting ideas, which lead to clashes of ideas. A workplace characterized by work conflicts is likely to demonstrate low employee performance. However, a peaceful work environment is likely to harbor productive employees.
How to Develop Social and Professional Contacts for Career Success
Having a strong network of business contacts is the key to succeeding in any career. There are two main ways through which I can develop my social and professional contacts for personal career success. The first approach is using social media channels such as Facebook and professional media channels such as LinkedIn. Through them, it is easy to engage various professional colleagues, managers, and supervisors. Second approach is networking, which entails creating business relationships. It is an integral part of success. It creates opportunities to meet mentors and managers who can recommend an employee for promotions. In my case, I would strive to create such relationships with managers and senior personnel.