Assignment Prompt & Instructions
– a year ago
**files (2)**
– ## WeekOneDiscussion_Foundations.docx
– ## WEEKONEDISCUSSION.THEDEFINITIONINDUSTRIAL.ORGANIZATIONALPSYCHOLOGY.docx
**## WeekOneDiscussion_Foundations.docx**
[Foundations Grad Study in Psyc-Summer 2025](https://waldenu.instructure.com/courses/170669)
Week One Discussion:
Hopes, Challenges, and Strategies
As you begin your studies at Walden, you have probably thought about what you hope to gain from the program of study you will complete. What are your hopes and aspirations as an emerging professional beginning graduate-level study? Apart from a degree in psychology, also think about what you will gain from engaging with the scholarly community at Walden University. Your Program of Study (POS) document can help you anticipate the topics you will learn about and perhaps the kinds of skills you will master as you complete your graduate degree.
This week, you will discuss potential challenges you and your classmates foresee in the coming weeks. Together, you can share strategies that could help you overcome these challenges, as a group and individually.
This dialogue through the Discussion Board is designed to connect you with your new colleagues so that you can develop community and engage with each other in a supportive manner as you begin the educational journey together.
Resources
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
[**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/170669/modules/items/7041729)
**To Prepare for this Discussion:**
· Locate and download your Program Progress Guide (PPG) from your DegreeWorks, found on your myWalden portal. Note: if you have difficulty, please contact your academic advisor to help you.
· Review Walden's mission and vision statements and Walden's goals and values in this week's Learning Resources.
· Explore the web page "Social Change," located in this week's Learning Resources.
· Reflect on what you hope to achieve as a graduate student personally, professionally, and within the larger community.
· Consider factors that could pose a challenge to the successful completion of your chosen degree.
· Reflect on your values, ideals, and goals in relation to what you have learned about Walden.
· Think about how you will incorporate a commitment to social change, particularly as it relates to the area(s) of interest represented by your program/specialization, into your professional, personal, and academic goals.
· Review the
["Meet the Faculty" media programLinks to an external site.](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/6002/01/index.html) found in this week's Learning Resources and consider the inspiring messages from the faculty.
**INSTRUCTIONS: With these thoughts in mind:**
by Day 3
**Post by Day 3** a description of at least two expectations that you have about your program (e.g., something you hope to get out of the graduate program, for yourself, your family, or your community). Apply those expectations and hopes to Walden's mission, vision, and values. Then, describe at least two challenges or barriers you foresee in completing your degree. Share and explain at least one strategy you will use to help you overcome those challenges that might also be useful to your colleagues. Then explain why you chose this particular field of study at Walden and how you intend to use your degree.
Our Mission
Walden University provides a diverse community of career professionals with the opportunity to transform themselves as scholar-practitioners so that they can effect positive social change.
Our Vision
Walden University envisions a premier, inclusive online learning community where knowledge and professional competencies are valued for their contributions to solving critical societal challenges and advancing the greater global good.
Social Change
For more than 50 years, Walden has been empowering passionate people to make a difference—in their lives and in their communities.
Last month, I completed my Master's degree in Psychology with a focus on Positive Thinking. I have decided to maintain the momentum and begin my PhD in Industrial-Organizational Psychology with a focus on Evidence-Based Coaching.
Merging the two psychology degrees will equip me to establish True North Coaching and Consulting with the primary focus of Coaching and/or consulting small- to medium-sized organizations, aiming to:
1. Develop positive and healthy work teams focusing on strengths and character.
2. To foster motivating and supportive organizational environments for individuals and teams.
3. Develop a comprehensive approach to organizational transformation and career fulfillment.
4. Provide an organization with the assessment tools and toolbox to maintain a positive and productive environment, even during periods of employee change.
5. Offer credible, high-level training and development workshops that enable organizations, individuals, and teams to define and communicate their "True North."
I am excited about the journey ahead and the impact I can make in Coaching and consulting!
After reviewing at least five other schools, I chose Walden to pursue my PhD in Psychology with an emphasis on Industrial-Organizational Psychology and Evidence-Based Coaching due to its detailed curriculum and global renown reputation.
During my Master's degree program, I faced many family health challenges that required my attention. I can see the possibility of these types of challenges arising again due to the age of my mom and my husband's parents. What I learned from them during my Master's program was to do my best to stay calm and focused and communicate effectively with my professors.
Although I am a well-organized and planned person, some challenges cannot be anticipated or planned for in advance. You have to accept that it's okay to make adjustments in real time. It's necessary to make the adjustments and keep going.
**## WEEKONEDISCUSSION.THEDEFINITIONINDUSTRIAL.ORGANIZATIONALPSYCHOLOGY.docx**
Week one discussion. The Definition
**Industrial/Organizational Psychology**
Before embarking on any long-term scholarly pursuit of a discipline, it is useful to consider its definition. Exploring the key questions of what I/O psychology is and what I/O psychologists do, you will gain an understanding of the type of specialized discipline I/O psychology is within the study of psychology. I/O psychology has its own distinct historical origins, career paths, and practices that occur primarily in organizational, rather than therapeutic settings.
**Learning Resources**
**Required Readings:**
Introduction to I/O Psychology: History and Theories
1. Campbell, J. P. & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology (IWOP). In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site. (2nd ed., Vol. 1, pp. 3-38). London, UK: SAGE Publications, Ltd.
Note: Volume 1, Chapter 1, Read pages 3-14 only
Time Estimate: 60 minutes
2. Zickar, M., & Austin, J. (2018). History of industrial work and organizational psychology in North America. In D. S. Ones, N. Anderson, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work and organizational psychologyLinks to an external site. (2nd ed., Vol. 3, pp. 3-42). London, UK: SAGE Publications, Ltd.
Note: Volume 2, Chapter 1
Time Estimate: 85 minutes
**I/O PSYCHOLOGY CAREER INFORMATION**
3. Society for Industrial Organizational Psychology (SIOP). (n.d.). Career paths for industrial-organizational psychologistsLinks to an external site.. Retrieved from https://www.siop.org/Career-Center/I-O-Career-Paths
Time Estimate: 15 minutes
Society for Industrial Organizational Psychology (SIOP). (n.d.). SIOP surveysLinks to an external site.. https://www.siop.org/Membership/Surveys
Time Estimate: 20 minutes
**Required Media:**
1.
**Walden University, LLC. (2015).**
**Defining I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT**: [music playing] DONNA DIMATTEO
GIBSON: Industrial organizational psychology is the application of the study of human behavior within the workplace. What sets us apart from management or business careers is the application of research and theory, and the study of human behavior within the workplace. With I/O psychology It's an evidence-based approach where we use data, and statistics, and research in order to investigate organizational issues and determine solutions. It's a lot of what I do. And I feel strong when I go into organizations, evaluating organizational issues and making recommendations. In my background, I do a lot of organizational assessment work, evaluating the effectiveness of organizations and make suggested improvements. I do a lot of focus groups. And by the time I've left an 0rganization, I always feel strong about leaving it in a much better place than when I started. So the opportunities within this field are vast. In my own experience, there are so many things that I have been able to do. And so many things that I am excited, even with my experience, that lie ahead.
Note: The approximate length of this media piece is 1 minute.
2.
**Walden University, LLC. (2015).**
**I v. O in I/O psychology [Video]. Walden University Canvas.** [**https://waldenu.instructure.com**](https://waldenu.instructure.com/)
**TRANSCRIPT:**
[music playing] DONNA DIMATTEO-GIBSON, PHD: When we look at industrial
organizational psychology, often it's important to look at what we mean from the I
versus the O side. The I is the industrial side. The O is the organizational piece. And really, the way that I differentiate the two is the I, or the industrial, is more the statistics, the
data-driven, the research pieces. So a lot of this selection work,assessment work that we do, is a part of that I side. A lot of the statistics that I run, and things of that nature, are based on the industrial side. Even things like ergonomics and evaluating how people work would fall into that area. The O side is more of taking that data, and then working with the people. So the O side is more organizational development, training, just working with people to make improvements. So it's getting out there. It's using those people skills, things of that nature. Really, in order to be a strong industrial organizational psychologist, in my opinion, having a background or strengths in both areas is really beneficial. So I would suggest working on your skills in both areas, because really, being a good practitioner requires both. [music playing]
Note: The approximate length of this media piece is 1 minute.
3.
**Walden University, LLC. (2015).**
**Pathways to the I/O psychology profession [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT:**
DONNA DIMATTEO-GIBSON,
PHD: My advice as a student working within this field, and really trying to get the most that you can out of the opportunities, involve being involved as a student affiliate in different types of professional organizations. The one I recommend the most is SIOP, the Society of Industrial Organizational Psychology. As a student, the opportunities in research, practice, and application are extensive. And the cost of being involved in a professional organization such as SIOP is so minimal. And the opportunities to network, gain new experience and skills in research and application, are enormous. As a practitioner and who got my start back in the late '90s, it's been huge with my abilities to get into the field. As a student, networking is so important– to determine different opportunities that you have available, and also to connect with other professionals in the field. I've had a few different opportunities that really helped to lay the foundation of my work as an industrial organizational psychologist. In graduate school, I had the opportunity to work on a research project in performance management with one of my professors. And it was a government-based project. So we were all—a few students working with him were able to gain a lot of research experience. Other opportunities that I've had included developing workforce planning systems for organizations and career path training systems. And just having a few
projects like that, where I was working internally on project-based assignments, was enough to open the door to my next step, which involved being an internal consultant for a LA and San Diego-based organization. It was actually Sempra Energy where I was able to work as a consultant for the different affiliate companies. The value of that was I got to do so many different types of industrial organizational psychology projects as an internal consultant, and learned different skill sets, and really got to determine what my interests and where my strengths lie from that type of experience. I don't know if I would suggest
one career path over another, but I have found in my own experience that being an internal consultant and working on varying projects really helped to determine my strengths. And then it has allowed me currently to do what I do now, which is to have my own consulting company, and to have more control of my own career and career path. So I'm able to utilize a lot of my skills and strengths, and have applied that to my own consulting practice, which I've had since 2005. Some of the opportunities that I had as an internal consultant just starting off that I really recommend any student that's going into the field to obtain, would involve doing job analysis-type projects. That's really where you get a lot of specific skills that are important to industrial organizational psychology. You learn about the tools that are available, and then you learn how to apply job analysis-type results in a variety of situations, from training, selection, determining of compensation. So there's a lot of different ways of just learning that particular skill set. I also was able to do organizational effectiveness research, and then use that data in order to make suggested managerial improvements and department-level improvements. Another opportunity that I had was to develop HR metrics. But it was by company. And so I created different dashboards that I gave to the vice presidents within the company. And then they used the different benchmarks and metrics in order to make decisions. All these are just examples of how industrial organizational psychology is evidence based. And we do create. And we examine. And we utilize data in order to make informed decisions. And as a practitioner, I'd much rather have data in order to support the suggestions and the points that I'm making. That's really what sets industrial organizational psychology apart from other fields.
Note: The approximate length of this media piece is 5 minutes.
To prepare for this Discussion:
· Review the video TRANSCRIPTS, “Defining I/O Psychology.” Consider the definition of I/O psychology and how it is distinct from management and business.
· Read the first 14 pages of Chapter 1 in Volume 1 of
_The SAGE Handbook_. Pay particular attention to how organizations benefit from I/O psychology theory, research, and practice.
· Review the media resources about the field and profession of I/O psychology and the web article, “Career Paths for Industrial-Organizational Psychologists.” Review the career paths in I/O psychology.
· Review the web article, “SIOP Surveys.” Click on the most recent survey conducted and review the income information related to different I/O psychology career paths and credentials.
· Based on your review of the Learning Resources, reflect on the career path you might like to pursue and why.
INSTRUCTIONS:
By Day 3 of Week 1
**Post** a response to the following APA 7th Edition:
· Briefly define I/O psychology. Then summarize how I/O practitioners benefit organizations.
· Use at least one specific example to illustrate your response.
· Describe the career in I/O psychology you would like to pursue and explain why.
**## WEEKONEDISCUSSION.THEDEFINITIONINDUSTRIAL.ORGANIZATIONALPSYCHOLOGY.docx**
Week one discussion. The Definition
**Industrial/Organizational Psychology**
Before embarking on any long-term scholarly pursuit of a discipline, it is useful to consider its definition. Exploring the key questions of what I/O psychology is and what I/O psychologists do, you will gain an understanding of the type of specialized discipline I/O psychology is within the study of psychology. I/O psychology has its own distinct historical origins, career paths, and practices that occur primarily in organizational, rather than therapeutic settings.
**Learning Resources**
**Required Readings:**
Introduction to I/O Psychology: History and Theories
1. Campbell, J. P. & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology (IWOP). In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site. (2nd ed., Vol. 1, pp. 3-38). London, UK: SAGE Publications, Ltd.
Note: Volume 1, Chapter 1, Read pages 3-14 only
Time Estimate: 60 minutes
2. Zickar, M., & Austin, J. (2018). History of industrial work and organizational psychology in North America. In D. S. Ones, N. Anderson, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work and organizational psychologyLinks to an external site. (2nd ed., Vol. 3, pp. 3-42). London, UK: SAGE Publications, Ltd.
Note: Volume 2, Chapter 1
Time Estimate: 85 minutes
**I/O PSYCHOLOGY CAREER INFORMATION**
3. Society for Industrial Organizational Psychology (SIOP). (n.d.). Career paths for industrial-organizational psychologistsLinks to an external site.. Retrieved from https://www.siop.org/Career-Center/I-O-Career-Paths
Time Estimate: 15 minutes
Society for Industrial Organizational Psychology (SIOP). (n.d.). SIOP surveysLinks to an external site.. https://www.siop.org/Membership/Surveys
Time Estimate: 20 minutes
**Required Media:**
1.
**Walden University, LLC. (2015).**
**Defining I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT**: [music playing] DONNA DIMATTEO
GIBSON: Industrial organizational psychology is the application of the study of human behavior within the workplace. What sets us apart from management or business careers is the application of research and theory, and the study of human behavior within the workplace. With I/O psychology It's an evidence-based approach where we use data, and statistics, and research in order to investigate organizational issues and determine solutions. It's a lot of what I do. And I feel strong when I go into organizations, evaluating organizational issues and making recommendations. In my background, I do a lot of organizational assessment work, evaluating the effectiveness of organizations and make suggested improvements. I do a lot of focus groups. And by the time I've left an 0rganization, I always feel strong about leaving it in a much better place than when I started. So the opportunities within this field are vast. In my own experience, there are so many things that I have been able to do. And so many things that I am excited, even with my experience, that lie ahead.
Note: The approximate length of this media piece is 1 minute.
2.
**Walden University, LLC. (2015).**
**I v. O in I/O psychology [Video]. Walden University Canvas.** [**https://waldenu.instructure.com**](https://waldenu.instructure.com/)
**TRANSCRIPT:**
[music playing] DONNA DIMATTEO-GIBSON, PHD: When we look at industrial
organizational psychology, often it's important to look at what we mean from the I
versus the O side. The I is the industrial side. The O is the organizational piece. And really, the way that I differentiate the two is the I, or the industrial, is more the statistics, the
data-driven, the research pieces. So a lot of this selection work,assessment work that we do, is a part of that I side. A lot of the statistics that I run, and things of that nature, are based on the industrial side. Even things like ergonomics and evaluating how people work would fall into that area. The O side is more of taking that data, and then working with the people. So the O side is more organizational development, training, just working with people to make improvements. So it's getting out there. It's using those people skills, things of that nature. Really, in order to be a strong industrial organizational psychologist, in my opinion, having a background or strengths in both areas is really beneficial. So I would suggest working on your skills in both areas, because really, being a good practitioner requires both. [music playing]
Note: The approximate length of this media piece is 1 minute.
3.
**Walden University, LLC. (2015).**
**Pathways to the I/O psychology profession [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT:**
DONNA DIMATTEO-GIBSON,
PHD: My advice as a student working within this field, and really trying to get the most that you can out of the opportunities, involve being involved as a student affiliate in different types of professional organizations. The one I recommend the most is SIOP, the Society of Industrial Organizational Psychology. As a student, the opportunities in research, practice, and application are extensive. And the cost of being involved in a professional organization such as SIOP is so minimal. And the opportunities to network, gain new experience and skills in research and application, are enormous. As a practitioner and who got my start back in the late '90s, it's been huge with my abilities to get into the field. As a student, networking is so important– to determine different opportunities that you have available, and also to connect with other professionals in the field. I've had a few different opportunities that really helped to lay the foundation of my work as an industrial organizational psychologist. In graduate school, I had the opportunity to work on a research project in performance management with one of my professors. And it was a government-based project. So we were all—a few students working with him were able to gain a lot of research experience. Other opportunities that I've had included developing workforce planning systems for organizations and career path training systems. And just having a few
projects like that, where I was working internally on project-based assignments, was enough to open the door to my next step, which involved being an internal consultant for a LA and San Diego-based organization. It was actually Sempra Energy where I was able to work as a consultant for the different affiliate companies. The value of that was I got to do so many different types of industrial organizational psychology projects as an internal consultant, and learned different skill sets, and really got to determine what my interests and where my strengths lie from that type of experience. I don't know if I would suggest
one career path over another, but I have found in my own experience that being an internal consultant and working on varying projects really helped to determine my strengths. And then it has allowed me currently to do what I do now, which is to have my own consulting company, and to have more control of my own career and career path. So I'm able to utilize a lot of my skills and strengths, and have applied that to my own consulting practice, which I've had since 2005. Some of the opportunities that I had as an internal consultant just starting off that I really recommend any student that's going into the field to obtain, would involve doing job analysis-type projects. That's really where you get a lot of specific skills that are important to industrial organizational psychology. You learn about the tools that are available, and then you learn how to apply job analysis-type results in a variety of situations, from training, selection, determining of compensation. So there's a lot of different ways of just learning that particular skill set. I also was able to do organizational effectiveness research, and then use that data in order to make suggested managerial improvements and department-level improvements. Another opportunity that I had was to develop HR metrics. But it was by company. And so I created different dashboards that I gave to the vice presidents within the company. And then they used the different benchmarks and metrics in order to make decisions. All these are just examples of how industrial organizational psychology is evidence based. And we do create. And we examine. And we utilize data in order to make informed decisions. And as a practitioner, I'd much rather have data in order to support the suggestions and the points that I'm making. That's really what sets industrial organizational psychology apart from other fields.
Note: The approximate length of this media piece is 5 minutes.
To prepare for this Discussion:
· Review the video TRANSCRIPTS, “Defining I/O Psychology.” Consider the definition of I/O psychology and how it is distinct from management and business.
· Read the first 14 pages of Chapter 1 in Volume 1 of
_The SAGE Handbook_. Pay particular attention to how organizations benefit from I/O psychology theory, research, and practice.
· Review the media resources about the field and profession of I/O psychology and the web article, “Career Paths for Industrial-Organizational Psychologists.” Review the career paths in I/O psychology.
· Review the web article, “SIOP Surveys.” Click on the most recent survey conducted and review the income information related to different I/O psychology career paths and credentials.
· Based on your review of the Learning Resources, reflect on the career path you might like to pursue and why.
INSTRUCTIONS:
By Day 3 of Week 1
**Post** a response to the following APA 7th Edition:
· Briefly define I/O psychology. Then summarize how I/O practitioners benefit organizations.
· Use at least one specific example to illustrate your response.
· Describe the career in I/O psychology you would like to pursue and explain why.
**## WeekOneDiscussion_Foundations.docx**
[Foundations Grad Study in Psyc-Summer 2025](https://waldenu.instructure.com/courses/170669)
Week One Discussion:
Hopes, Challenges, and Strategies
As you begin your studies at Walden, you have probably thought about what you hope to gain from the program of study you will complete. What are your hopes and aspirations as an emerging professional beginning graduate-level study? Apart from a degree in psychology, also think about what you will gain from engaging with the scholarly community at Walden University. Your Program of Study (POS) document can help you anticipate the topics you will learn about and perhaps the kinds of skills you will master as you complete your graduate degree.
This week, you will discuss potential challenges you and your classmates foresee in the coming weeks. Together, you can share strategies that could help you overcome these challenges, as a group and individually.
This dialogue through the Discussion Board is designed to connect you with your new colleagues so that you can develop community and engage with each other in a supportive manner as you begin the educational journey together.
Resources
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
[**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/170669/modules/items/7041729)
**To Prepare for this Discussion:**
· Locate and download your Program Progress Guide (PPG) from your DegreeWorks, found on your myWalden portal. Note: if you have difficulty, please contact your academic advisor to help you.
· Review Walden's mission and vision statements and Walden's goals and values in this week's Learning Resources.
· Explore the web page "Social Change," located in this week's Learning Resources.
· Reflect on what you hope to achieve as a graduate student personally, professionally, and within the larger community.
· Consider factors that could pose a challenge to the successful completion of your chosen degree.
· Reflect on your values, ideals, and goals in relation to what you have learned about Walden.
· Think about how you will incorporate a commitment to social change, particularly as it relates to the area(s) of interest represented by your program/specialization, into your professional, personal, and academic goals.
· Review the
["Meet the Faculty" media programLinks to an external site.](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/6002/01/index.html) found in this week's Learning Resources and consider the inspiring messages from the faculty.
**INSTRUCTIONS: With these thoughts in mind:**
by Day 3
**Post by Day 3** a description of at least two expectations that you have about your program (e.g., something you hope to get out of the graduate program, for yourself, your family, or your community). Apply those expectations and hopes to Walden's mission, vision, and values. Then, describe at least two challenges or barriers you foresee in completing your degree. Share and explain at least one strategy you will use to help you overcome those challenges that might also be useful to your colleagues. Then explain why you chose this particular field of study at Walden and how you intend to use your degree.
Our Mission
Walden University provides a diverse community of career professionals with the opportunity to transform themselves as scholar-practitioners so that they can effect positive social change.
Our Vision
Walden University envisions a premier, inclusive online learning community where knowledge and professional competencies are valued for their contributions to solving critical societal challenges and advancing the greater global good.
Social Change
For more than 50 years, Walden has been empowering passionate people to make a difference—in their lives and in their communities.
Last month, I completed my Master's degree in Psychology with a focus on Positive Thinking. I have decided to maintain the momentum and begin my PhD in Industrial-Organizational Psychology with a focus on Evidence-Based Coaching.
Merging the two psychology degrees will equip me to establish True North Coaching and Consulting with the primary focus of Coaching and/or consulting small- to medium-sized organizations, aiming to:
1. Develop positive and healthy work teams focusing on strengths and character.
2. To foster motivating and supportive organizational environments for individuals and teams.
3. Develop a comprehensive approach to organizational transformation and career fulfillment.
4. Provide an organization with the assessment tools and toolbox to maintain a positive and productive environment, even during periods of employee change.
5. Offer credible, high-level training and development workshops that enable organizations, individuals, and teams to define and communicate their "True North."
I am excited about the journey ahead and the impact I can make in Coaching and consulting!
After reviewing at least five other schools, I chose Walden to pursue my PhD in Psychology with an emphasis on Industrial-Organizational Psychology and Evidence-Based Coaching due to its detailed curriculum and global renown reputation.
During my Master's degree program, I faced many family health challenges that required my attention. I can see the possibility of these types of challenges arising again due to the age of my mom and my husband's parents. What I learned from them during my Master's program was to do my best to stay calm and focused and communicate effectively with my professors.
Although I am a well-organized and planned person, some challenges cannot be anticipated or planned for in advance. You have to accept that it's okay to make adjustments in real time. It's necessary to make the adjustments and keep going.
**## WEEKONEDISCUSSION.THEDEFINITIONINDUSTRIAL.ORGANIZATIONALPSYCHOLOGY.docx**
Week one discussion. The Definition
**Industrial/Organizational Psychology**
Before embarking on any long-term scholarly pursuit of a discipline, it is useful to consider its definition. Exploring the key questions of what I/O psychology is and what I/O psychologists do, you will gain an understanding of the type of specialized discipline I/O psychology is within the study of psychology. I/O psychology has its own distinct historical origins, career paths, and practices that occur primarily in organizational, rather than therapeutic settings.
**Learning Resources**
**Required Readings:**
Introduction to I/O Psychology: History and Theories
1. Campbell, J. P. & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology (IWOP). In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site. (2nd ed., Vol. 1, pp. 3-38). London, UK: SAGE Publications, Ltd.
Note: Volume 1, Chapter 1, Read pages 3-14 only
Time Estimate: 60 minutes
2. Zickar, M., & Austin, J. (2018). History of industrial work and organizational psychology in North America. In D. S. Ones, N. Anderson, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work and organizational psychologyLinks to an external site. (2nd ed., Vol. 3, pp. 3-42). London, UK: SAGE Publications, Ltd.
Note: Volume 2, Chapter 1
Time Estimate: 85 minutes
**I/O PSYCHOLOGY CAREER INFORMATION**
3. Society for Industrial Organizational Psychology (SIOP). (n.d.). Career paths for industrial-organizational psychologistsLinks to an external site.. Retrieved from https://www.siop.org/Career-Center/I-O-Career-Paths
Time Estimate: 15 minutes
Society for Industrial Organizational Psychology (SIOP). (n.d.). SIOP surveysLinks to an external site.. https://www.siop.org/Membership/Surveys
Time Estimate: 20 minutes
**Required Media:**
1.
**Walden University, LLC. (2015).**
**Defining I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT**: [music playing] DONNA DIMATTEO
GIBSON: Industrial organizational psychology is the application of the study of human behavior within the workplace. What sets us apart from management or business careers is the application of research and theory, and the study of human behavior within the workplace. With I/O psychology It's an evidence-based approach where we use data, and statistics, and research in order to investigate organizational issues and determine solutions. It's a lot of what I do. And I feel strong when I go into organizations, evaluating organizational issues and making recommendations. In my background, I do a lot of organizational assessment work, evaluating the effectiveness of organizations and make suggested improvements. I do a lot of focus groups. And by the time I've left an 0rganization, I always feel strong about leaving it in a much better place than when I started. So the opportunities within this field are vast. In my own experience, there are so many things that I have been able to do. And so many things that I am excited, even with my experience, that lie ahead.
Note: The approximate length of this media piece is 1 minute.
2.
**Walden University, LLC. (2015).**
**I v. O in I/O psychology [Video]. Walden University Canvas.** [**https://waldenu.instructure.com**](https://waldenu.instructure.com/)
**TRANSCRIPT:**
[music playing] DONNA DIMATTEO-GIBSON, PHD: When we look at industrial
organizational psychology, often it's important to look at what we mean from the I
versus the O side. The I is the industrial side. The O is the organizational piece. And really, the way that I differentiate the two is the I, or the industrial, is more the statistics, the
data-driven, the research pieces. So a lot of this selection work,assessment work that we do, is a part of that I side. A lot of the statistics that I run, and things of that nature, are based on the industrial side. Even things like ergonomics and evaluating how people work would fall into that area. The O side is more of taking that data, and then working with the people. So the O side is more organizational development, training, just working with people to make improvements. So it's getting out there. It's using those people skills, things of that nature. Really, in order to be a strong industrial organizational psychologist, in my opinion, having a background or strengths in both areas is really beneficial. So I would suggest working on your skills in both areas, because really, being a good practitioner requires both. [music playing]
Note: The approximate length of this media piece is 1 minute.
3.
**Walden University, LLC. (2015).**
**Pathways to the I/O psychology profession [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT:**
DONNA DIMATTEO-GIBSON,
PHD: My advice as a student working within this field, and really trying to get the most that you can out of the opportunities, involve being involved as a student affiliate in different types of professional organizations. The one I recommend the most is SIOP, the Society of Industrial Organizational Psychology. As a student, the opportunities in research, practice, and application are extensive. And the cost of being involved in a professional organization such as SIOP is so minimal. And the opportunities to network, gain new experience and skills in research and application, are enormous. As a practitioner and who got my start back in the late '90s, it's been huge with my abilities to get into the field. As a student, networking is so important– to determine different opportunities that you have available, and also to connect with other professionals in the field. I've had a few different opportunities that really helped to lay the foundation of my work as an industrial organizational psychologist. In graduate school, I had the opportunity to work on a research project in performance management with one of my professors. And it was a government-based project. So we were all—a few students working with him were able to gain a lot of research experience. Other opportunities that I've had included developing workforce planning systems for organizations and career path training systems. And just having a few
projects like that, where I was working internally on project-based assignments, was enough to open the door to my next step, which involved being an internal consultant for a LA and San Diego-based organization. It was actually Sempra Energy where I was able to work as a consultant for the different affiliate companies. The value of that was I got to do so many different types of industrial organizational psychology projects as an internal consultant, and learned different skill sets, and really got to determine what my interests and where my strengths lie from that type of experience. I don't know if I would suggest
one career path over another, but I have found in my own experience that being an internal consultant and working on varying projects really helped to determine my strengths. And then it has allowed me currently to do what I do now, which is to have my own consulting company, and to have more control of my own career and career path. So I'm able to utilize a lot of my skills and strengths, and have applied that to my own consulting practice, which I've had since 2005. Some of the opportunities that I had as an internal consultant just starting off that I really recommend any student that's going into the field to obtain, would involve doing job analysis-type projects. That's really where you get a lot of specific skills that are important to industrial organizational psychology. You learn about the tools that are available, and then you learn how to apply job analysis-type results in a variety of situations, from training, selection, determining of compensation. So there's a lot of different ways of just learning that particular skill set. I also was able to do organizational effectiveness research, and then use that data in order to make suggested managerial improvements and department-level improvements. Another opportunity that I had was to develop HR metrics. But it was by company. And so I created different dashboards that I gave to the vice presidents within the company. And then they used the different benchmarks and metrics in order to make decisions. All these are just examples of how industrial organizational psychology is evidence based. And we do create. And we examine. And we utilize data in order to make informed decisions. And as a practitioner, I'd much rather have data in order to support the suggestions and the points that I'm making. That's really what sets industrial organizational psychology apart from other fields.
Note: The approximate length of this media piece is 5 minutes.
To prepare for this Discussion:
· Review the video TRANSCRIPTS, “Defining I/O Psychology.” Consider the definition of I/O psychology and how it is distinct from management and business.
· Read the first 14 pages of Chapter 1 in Volume 1 of
_The SAGE Handbook_. Pay particular attention to how organizations benefit from I/O psychology theory, research, and practice.
· Review the media resources about the field and profession of I/O psychology and the web article, “Career Paths for Industrial-Organizational Psychologists.” Review the career paths in I/O psychology.
· Review the web article, “SIOP Surveys.” Click on the most recent survey conducted and review the income information related to different I/O psychology career paths and credentials.
· Based on your review of the Learning Resources, reflect on the career path you might like to pursue and why.
INSTRUCTIONS:
By Day 3 of Week 1
**Post** a response to the following APA 7th Edition:
· Briefly define I/O psychology. Then summarize how I/O practitioners benefit organizations.
· Use at least one specific example to illustrate your response.
· Describe the career in I/O psychology you would like to pursue and explain why.
**## WeekOneDiscussion_Foundations.docx**
[Foundations Grad Study in Psyc-Summer 2025](https://waldenu.instructure.com/courses/170669)
Week One Discussion:
Hopes, Challenges, and Strategies
As you begin your studies at Walden, you have probably thought about what you hope to gain from the program of study you will complete. What are your hopes and aspirations as an emerging professional beginning graduate-level study? Apart from a degree in psychology, also think about what you will gain from engaging with the scholarly community at Walden University. Your Program of Study (POS) document can help you anticipate the topics you will learn about and perhaps the kinds of skills you will master as you complete your graduate degree.
This week, you will discuss potential challenges you and your classmates foresee in the coming weeks. Together, you can share strategies that could help you overcome these challenges, as a group and individually.
This dialogue through the Discussion Board is designed to connect you with your new colleagues so that you can develop community and engage with each other in a supportive manner as you begin the educational journey together.
Resources
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
[**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/170669/modules/items/7041729)
**To Prepare for this Discussion:**
· Locate and download your Program Progress Guide (PPG) from your DegreeWorks, found on your myWalden portal. Note: if you have difficulty, please contact your academic advisor to help you.
· Review Walden's mission and vision statements and Walden's goals and values in this week's Learning Resources.
· Explore the web page "Social Change," located in this week's Learning Resources.
· Reflect on what you hope to achieve as a graduate student personally, professionally, and within the larger community.
· Consider factors that could pose a challenge to the successful completion of your chosen degree.
· Reflect on your values, ideals, and goals in relation to what you have learned about Walden.
· Think about how you will incorporate a commitment to social change, particularly as it relates to the area(s) of interest represented by your program/specialization, into your professional, personal, and academic goals.
· Review the
["Meet the Faculty" media programLinks to an external site.](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/6002/01/index.html) found in this week's Learning Resources and consider the inspiring messages from the faculty.
**INSTRUCTIONS: With these thoughts in mind:**
by Day 3
**Post by Day 3** a description of at least two expectations that you have about your program (e.g., something you hope to get out of the graduate program, for yourself, your family, or your community). Apply those expectations and hopes to Walden's mission, vision, and values. Then, describe at least two challenges or barriers you foresee in completing your degree. Share and explain at least one strategy you will use to help you overcome those challenges that might also be useful to your colleagues. Then explain why you chose this particular field of study at Walden and how you intend to use your degree.
Our Mission
Walden University provides a diverse community of career professionals with the opportunity to transform themselves as scholar-practitioners so that they can effect positive social change.
Our Vision
Walden University envisions a premier, inclusive online learning community where knowledge and professional competencies are valued for their contributions to solving critical societal challenges and advancing the greater global good.
Social Change
For more than 50 years, Walden has been empowering passionate people to make a difference—in their lives and in their communities.
Last month, I completed my Master's degree in Psychology with a focus on Positive Thinking. I have decided to maintain the momentum and begin my PhD in Industrial-Organizational Psychology with a focus on Evidence-Based Coaching.
Merging the two psychology degrees will equip me to establish True North Coaching and Consulting with the primary focus of Coaching and/or consulting small- to medium-sized organizations, aiming to:
1. Develop positive and healthy work teams focusing on strengths and character.
2. To foster motivating and supportive organizational environments for individuals and teams.
3. Develop a comprehensive approach to organizational transformation and career fulfillment.
4. Provide an organization with the assessment tools and toolbox to maintain a positive and productive environment, even during periods of employee change.
5. Offer credible, high-level training and development workshops that enable organizations, individuals, and teams to define and communicate their "True North."
I am excited about the journey ahead and the impact I can make in Coaching and consulting!
After reviewing at least five other schools, I chose Walden to pursue my PhD in Psychology with an emphasis on Industrial-Organizational Psychology and Evidence-Based Coaching due to its detailed curriculum and global renown reputation.
During my Master's degree program, I faced many family health challenges that required my attention. I can see the possibility of these types of challenges arising again due to the age of my mom and my husband's parents. What I learned from them during my Master's program was to do my best to stay calm and focused and communicate effectively with my professors.
Although I am a well-organized and planned person, some challenges cannot be anticipated or planned for in advance. You have to accept that it's okay to make adjustments in real time. It's necessary to make the adjustments and keep going.
**## WEEKONEDISCUSSION.THEDEFINITIONINDUSTRIAL.ORGANIZATIONALPSYCHOLOGY.docx**
Week one discussion. The Definition
**Industrial/Organizational Psychology**
Before embarking on any long-term scholarly pursuit of a discipline, it is useful to consider its definition. Exploring the key questions of what I/O psychology is and what I/O psychologists do, you will gain an understanding of the type of specialized discipline I/O psychology is within the study of psychology. I/O psychology has its own distinct historical origins, career paths, and practices that occur primarily in organizational, rather than therapeutic settings.
**Learning Resources**
**Required Readings:**
Introduction to I/O Psychology: History and Theories
1. Campbell, J. P. & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology (IWOP). In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site. (2nd ed., Vol. 1, pp. 3-38). London, UK: SAGE Publications, Ltd.
Note: Volume 1, Chapter 1, Read pages 3-14 only
Time Estimate: 60 minutes
2. Zickar, M., & Austin, J. (2018). History of industrial work and organizational psychology in North America. In D. S. Ones, N. Anderson, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work and organizational psychologyLinks to an external site. (2nd ed., Vol. 3, pp. 3-42). London, UK: SAGE Publications, Ltd.
Note: Volume 2, Chapter 1
Time Estimate: 85 minutes
**I/O PSYCHOLOGY CAREER INFORMATION**
3. Society for Industrial Organizational Psychology (SIOP). (n.d.). Career paths for industrial-organizational psychologistsLinks to an external site.. Retrieved from https://www.siop.org/Career-Center/I-O-Career-Paths
Time Estimate: 15 minutes
Society for Industrial Organizational Psychology (SIOP). (n.d.). SIOP surveysLinks to an external site.. https://www.siop.org/Membership/Surveys
Time Estimate: 20 minutes
**Required Media:**
1.
**Walden University, LLC. (2015).**
**Defining I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT**: [music playing] DONNA DIMATTEO
GIBSON: Industrial organizational psychology is the application of the study of human behavior within the workplace. What sets us apart from management or business careers is the application of research and theory, and the study of human behavior within the workplace. With I/O psychology It's an evidence-based approach where we use data, and statistics, and research in order to investigate organizational issues and determine solutions. It's a lot of what I do. And I feel strong when I go into organizations, evaluating organizational issues and making recommendations. In my background, I do a lot of organizational assessment work, evaluating the effectiveness of organizations and make suggested improvements. I do a lot of focus groups. And by the time I've left an 0rganization, I always feel strong about leaving it in a much better place than when I started. So the opportunities within this field are vast. In my own experience, there are so many things that I have been able to do. And so many things that I am excited, even with my experience, that lie ahead.
Note: The approximate length of this media piece is 1 minute.
2.
**Walden University, LLC. (2015).**
**I v. O in I/O psychology [Video]. Walden University Canvas.** [**https://waldenu.instructure.com**](https://waldenu.instructure.com/)
**TRANSCRIPT:**
[music playing] DONNA DIMATTEO-GIBSON, PHD: When we look at industrial
organizational psychology, often it's important to look at what we mean from the I
versus the O side. The I is the industrial side. The O is the organizational piece. And really, the way that I differentiate the two is the I, or the industrial, is more the statistics, the
data-driven, the research pieces. So a lot of this selection work,assessment work that we do, is a part of that I side. A lot of the statistics that I run, and things of that nature, are based on the industrial side. Even things like ergonomics and evaluating how people work would fall into that area. The O side is more of taking that data, and then working with the people. So the O side is more organizational development, training, just working with people to make improvements. So it's getting out there. It's using those people skills, things of that nature. Really, in order to be a strong industrial organizational psychologist, in my opinion, having a background or strengths in both areas is really beneficial. So I would suggest working on your skills in both areas, because really, being a good practitioner requires both. [music playing]
Note: The approximate length of this media piece is 1 minute.
3.
**Walden University, LLC. (2015).**
**Pathways to the I/O psychology profession [Video]. Walden University Canvas. https://waldenu.instructure.com**
**TRANSCRIPT:**
DONNA DIMATTEO-GIBSON,
PHD: My advice as a student working within this field, and really trying to get the most that you can out of the opportunities, involve being involved as a student affiliate in different types of professional organizations. The one I recommend the most is SIOP, the Society of Industrial Organizational Psychology. As a student, the opportunities in research, practice, and application are extensive. And the cost of being involved in a professional organization such as SIOP is so minimal. And the opportunities to network, gain new experience and skills in research and application, are enormous. As a practitioner and who got my start back in the late '90s, it's been huge with my abilities to get into the field. As a student, networking is so important– to determine different opportunities that you have available, and also to connect with other professionals in the field. I've had a few different opportunities that really helped to lay the foundation of my work as an industrial organizational psychologist. In graduate school, I had the opportunity to work on a research project in performance management with one of my professors. And it was a government-based project. So we were all—a few students working with him were able to gain a lot of research experience. Other opportunities that I've had included developing workforce planning systems for organizations and career path training systems. And just having a few
projects like that, where I was working internally on project-based assignments, was enough to open the door to my next step, which involved being an internal consultant for a LA and San Diego-based organization. It was actually Sempra Energy where I was able to work as a consultant for the different affiliate companies. The value of that was I got to do so many different types of industrial organizational psychology projects as an internal consultant, and learned different skill sets, and really got to determine what my interests and where my strengths lie from that type of experience. I don't know if I would suggest
one career path over another, but I have found in my own experience that being an internal consultant and working on varying projects really helped to determine my strengths. And then it has allowed me currently to do what I do now, which is to have my own consulting company, and to have more control of my own career and career path. So I'm able to utilize a lot of my skills and strengths, and have applied that to my own consulting practice, which I've had since 2005. Some of the opportunities that I had as an internal consultant just starting off that I really recommend any student that's going into the field to obtain, would involve doing job analysis-type projects. That's really where you get a lot of specific skills that are important to industrial organizational psychology. You learn about the tools that are available, and then you learn how to apply job analysis-type results in a variety of situations, from training, selection, determining of compensation. So there's a lot of different ways of just learning that particular skill set. I also was able to do organizational effectiveness research, and then use that data in order to make suggested managerial improvements and department-level improvements. Another opportunity that I had was to develop HR metrics. But it was by company. And so I created different dashboards that I gave to the vice presidents within the company. And then they used the different benchmarks and metrics in order to make decisions. All these are just examples of how industrial organizational psychology is evidence based. And we do create. And we examine. And we utilize data in order to make informed decisions. And as a practitioner, I'd much rather have data in order to support the suggestions and the points that I'm making. That's really what sets industrial organizational psychology apart from other fields.
Note: The approximate length of this media piece is 5 minutes.
To prepare for this Discussion:
· Review the video TRANSCRIPTS, “Defining I/O Psychology.” Consider the definition of I/O psychology and how it is distinct from management and business.
· Read the first 14 pages of Chapter 1 in Volume 1 of
_The SAGE Handbook_. Pay particular attention to how organizations benefit from I/O psychology theory, research, and practice.
· Review the media resources about the field and profession of I/O psychology and the web article, “Career Paths for Industrial-Organizational Psychologists.” Review the career paths in I/O psychology.
· Review the web article, “SIOP Surveys.” Click on the most recent survey conducted and review the income information related to different I/O psychology career paths and credentials.
· Based on your review of the Learning Resources, reflect on the career path you might like to pursue and why.
INSTRUCTIONS:
By Day 3 of Week 1
**Post** a response to the following APA 7th Edition:
· Briefly define I/O psychology. Then summarize how I/O practitioners benefit organizations.
· Use at least one specific example to illustrate your response.
· Describe the career in I/O psychology you would like to pursue and explain why.