Industrial-Organizational Psychology Case Study

Introduction There are a number of professions individuals can choose under the broad umbrella of human services. Typically, these professions are categorized into three broad classifications: nonprofessionals, human service professionals, and specialists (Woodside & McClam, 2015, p. 179). While these seemingly disparate career paths, ranging from physicians to probation officers, appear to have nothing in common, they all rest on one key goal: improving the well being of others. Each career will entail different education, training, and licensing requirements (contributing to their placement in the previously mentioned categories [Woodside & McClam, 2015, p. 179]), as well as have different career outlooks and salary ranges. It would behoove any individual seeking out a career in human services to do their due diligence; he/she needs to know exactly what a particular career path will demand and potentially provide. This paper sets out to examine the human service profession of industrial-organizational psychology.

What is Industrial-Organizational Psychology Industrial-Organization psychology (OIP) is a

It would allow me to help others while still being able to utilize my knowledge of business. While following this career would require that I return to school for my master’s, at least, the financial and professional benefits could potentially offset the time and monetary investment in my education. I particularly like that I could pursue employment with an organization as an in-house employee or I could work for or establish my own consulting firm, which could be a lucrative endeavor. Although I have, up until this point, believed that I would not fare well in human services, I believe that this is one specialty in which I could possibly