In previous years, the day that the psychology internship match results were released brought a range of emotions: happiness for those who were moving on to the next phase in their training and a deep sense of frustration that so many students did not get matched because there were not enough positions available.
How do teams of astronauts creatively solve problems? What makes a CEO, police officer, or teacher motivated? How do we recruit, hire, and retain the best performers for our workforce? How do we eliminate discrimination against women and minorities in companies? What can we do to keep our military service members safe and healthy?
These are all questions of interest to Industrial-Organizational (I-O) psychologists, who use science to improve not only the effectiveness of organizations, but also life for employees.
Not too long ago, psychology was a discipline dominated by white males. Change came slowly in the wake of the Civil Rights and Women’s Movements of the 1960s and ‘70s. But even before then, a few intrepid women of color entered the field of psychology and strove to change it (and the world) for the better. And women of color continue to break barriers and contribute to psychology as scientists, practitioners and policymakers to this day.
What teachers and administrators need is a clear and concise way to evaluate claims made about teaching and learning before teachers are asked to implement “research findings” in their classrooms.
Picture a group of teachers at a professional development session. The speaker, a hired consultant who flew in for the presentation that morning, shows the teachers a graphic of what he calls the “Learning Pyramid.”
According to the most recent data from American College Testing, 31% of all freshmen enrolled in American colleges and universities drop out before their sophomore year. The causes for this appalling statistic have been researched extensively, and they fall into four categories: poor academic preparation, inadequate financial support, lack of campus engagement, and low educational motivation.
The Psychology Major Controversy:
According to a recent Inside Higher Ed article, the Sunshine State has launched its second gubernatorial torpedo at psychology in less than four months.
You’re getting ready for a big interview: You’ve scoured the “About Us” page, ironed your suit jacket and checked out your interviewer’s credentials on LinkedIn. If you’ve spent this much time and energy preparing for the interview, you can be certain your potential employer has done the same.
Aside from your resume, plenty of information is available to employers about you, and it’s all online. This information may help employers make hiring decisions. In fact, 77 percent of organizations use social media to recruit candidates, and 20 percent use it to learn more about potential candidates. Instead of just laboring on about what not to do, let’s address the topic of your social media presence from both sides.