Members of the armed forces, like the Army, often have difficult times - to say the least - when it comes to staying mentally and emotionally stable. They provide consulting, coaching, and counseling so that clients can explore their interests and options more in-depth. The counselors take things like personality, aptitude, interests, personality, and behavior into consideration as they help guide clients towards careers that will make them happy.
Many of us share concern for the quality of working life, healthy organisations and in particular for managing stress and change. Occupational psychology is changing too, shifting emphasis from individual to organisational behaviour.
Increasingly individuals have to forge our own Career goals in psychology paths through a series of organisations. Work is only part of our total life experience, but one that increasingly affects our health, and the well-being of our families and communities. Organisation performance relies on optimum participation by real people.
Coping with stress and change have always been key issues for human survival and evolution. We know that complex psychological mechanisms evolved for coping with stress.
Is it possible that equally sophisticated processes have evolved for coping with change? Current psychological research and commercial practice focus on stress, performance and organisational agendas for change.
But interventions which overlook deeper psycho-social factors may impede natural transition processes. Transition theories Transition psychology originated from work on bereavement, family crisis and depression by Parkes 64Hill 65Holmes and Rahe 67Kubler Ross 69Brown 68and others.
By the US Peace Corps was using it for culture shock briefings to volunteers. Hopson, Adams and Scally developed applications for career education 76, Figure 1 is adapted from their work. Phases and features of the Transition Cycle, adapted from Hopson Transition theory formed a key aspect of life role, life-span development and life stage theories promoted by Super 76Gergen 77Levinson 78and Sugarman 78, Hopson and others recognised transition as a primary cause of stress.
Schlossberg 81 has developed its application to counselling.
These are referred to later. Models of transition endeavour to describe how individuals respond to change, either in their own lives or environment. There are many types of change and varying degrees of impact. Not all changes cause transitions. The process takes longer than most people expect - typically months, sometimes longer.
Transitions were studied for trauma and loss. But research and practice indicate that positive life events e. Transitions involve serious hazards and windows of opportunity for growth.
We share interests in well-researched models but my main concern is their utility for clients. Models and techniques must be usable in a wide variety of situations, often with ambiguous or incomplete data, and within tight time constraints.
Theories and methods must have practical diagnostic value to help clients identify underlying issues and dynamics.
They need to have predictive potential to identify a range of options for action, more qualitative than quantitative. Above all they must be easy for non-psychologists to use and remember.
Detailed interpretation needs practice. The real life experiences of clients constantly challenge and enhance our professional insights. From I used these in culture shock briefings for international assignments - for Shell staff and students assigned to UK and recruits assigned overseas. Transition awareness enabled us to support rather than criticise or discipline staff during periods of crisis, with very few unsuccessful assignments.
How many employers recognise this? Transition awareness has been a core module of my career counselling and outplacement programmes since It serves four purposes: To help clients in a current career crisis to identify underlying issues, discuss coping strategies and find new hope for recovery.
To review previous education, life and career crises which undermine current confidence e. To prepare clients for future life or career changes, including changes affecting their immediate family or colleagues.
To brief employers on behalf of clients with transition related absence, performance or relationship problems, and to develop transition management skills for staff and organisation changes.A psychology career in educational psychology would include studying how individuals learn in educational environments.
The purpose of this study is to determine how effective educational interventions are. Taking your work to the next level means setting and keeping career goals. A career goal is a targeted objective that explains what you want your ultimate profession to be.
Defining career goals is a critical step to achieving success. You need to know where you’re going in order to get there. Motivation is literally the desire to do things.
It's the difference between waking up before dawn to pound the pavement and lazing around . Learn all about the undergraduate and graduate-level degrees that will help you achieve your career goals in the field of psychology.
Career assessments are tools that are designed to help individuals understand how a variety of personal attributes (i.e., data values, preferences, motivations, aptitudes and skills), impact their potential success and satisfaction with different career options and work environments.
Career assessments have played a critical role in career . However, each state has different requirements for school psychologists. You will need certification or licensure in the state in which you work as well. Before you choose a school psychology graduate program, be sure to check the specific licensing requirements in your state.