Jobs With An Associates Degree In Psychology – A psychology major gives students the opportunity to develop a variety of skills, including analytical and critical thinking, research and information literacy, communication and collaboration, among others ( APA, 2018). Employers value this broad skill set, but also report that many recent graduates are not prepared to succeed in the workplace (Hart Research Associates, 2015). In psychology, most undergraduates do not directly pursue a graduate program, but choose to work after graduation. Although there are a variety of possible careers for psychology majors, if students do not understand the skills they have developed in their majors, or are unable to apply those skills to different fields and jobs, then they may not be able to find a job or a job. which meets their interests and needs.
To help today’s psychology majors understand the skills developed in the major, and the types of opportunities offered to help students build skills, we partnered with graphic designers at the College of We Social and Behavioral Sciences to create a short infographic. skills that employers are looking for and those majoring in psychology are developing. This infographic also guides students to opportunities on offer that can help them improve their work skills, or help them connect with their courses and/or experiences and how they relate to skills.
Jobs With An Associates Degree In Psychology
This infographic provides a way for the Department of Psychology at Minnesota State University, Mankato to help students connect the dots between what they are learning and their future career goals. We invite others to share their ideas on how to build career readiness for students and highlight the value of a psychology major.
Field Of Degree: Psychology
Several national psychology-related organizations have created useful resources for undergraduates specifically, sharing job titles, information, and career planning support. Check out some of the links below and at the end of this article to find all the help psychology students can think of after graduation: As the professional field changes rapidly, so do jobs organizational psychology. In many cases, organizational psychologists demand a lot from companies trying to stay relevant. Graduates skilled in organizational psychology are needed to improve business processes, increase employee motivation, and lead organizations in a spirit of continuous learning and improvement.
But working in the business sector is not the only opportunity for graduates of organizational psychology programs. In fact, there are many different career paths you can take in this field.
Organizational consulting is employed by companies looking to improve their workflow. The consultant may be asked to create a clear job hierarchy for the organization. They may be asked to change existing leadership roles to improve employee relations and behavior.
This assessment and revision is not done in a punitive manner. Organizational consultants “find” people. Instead, their job is to make work easier, improve human resources, and generally help the company do more. Achieving these goals means that the workplace is more productive. In addition, employee morale may have improved.
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The Bureau of Labor Statistics (BLS) tracks labor data, including average wages and job projections. Although organizational consulting is not one of the professions covered by the BLS, it provides information on related management analysts. According to BLS data, management analysts earn an average hourly wage of $42.14 per hour or $87,660 per year. Although there are many other psychology jobs that pay better, this is still a good paying job.
As for job growth, management analysts can expect strong growth in 2029. In fact, the BLS predicts a growth rate of 11 percent, which is more than double the rate growth for all jobs in the same period.
Therefore, this career path offers challenging and rewarding work, good pay and good prospects for the future. This makes it a good choice for psychology graduates.
Helping companies realize the potential of new and existing employees is the job of talent developers, a position often found in large and growing organizations.
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Talent developers may be asked to evaluate employees for various skills and are often responsible for creating continuous development opportunities for employees. Talent developers may be involved in creating and implementing strategies to recruit qualified employees who can help develop the organization and help the company achieve specific goals.
In addition, talent developers are often asked to develop opportunities for new employees to learn from experienced employees. They will often work with managers and executives to create long-term plans for things like transitioning roles when people retire.
This organizational psychology job is suitable for professionals who enjoy meaningful relationships with colleagues. You’ll spend a lot of time working with other employees, learning about their own education, experience, and skills, and evaluating what they bring to the table – and how best to use them. his skills and talents.
The talent developer must also be a team player – as mentioned earlier, they will work with managers and executives, as well as people in the human resources department to create ways to evaluate, train, and even to recruit.
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The average annual salary for a talent developer is $115,640 per year. That breaks down to more than $55 an hour, on average. But the top earners can earn more than $200,000 a year, making it a lucrative position for organizational psychologists. Even 10 percent of workers in this position earn more than $66,000 a year, which is more than the median annual salary for all workers (less than $50,000 a year) according to the BLS report.
Job prospects for talented designers are also strong. The BLS predicts a growth rate of 7 percent through 2029, which is not the fastest of the occupations on this list, but is still higher than the average for all occupations during same period.
Business development and training programs can make the difference between success or failure in key areas of employee retention and recruitment. Instructional designers analyze existing training programs and identify improvements that need to be made.
Because they work in the field of employee responsibilities and power relations, instructional designers must be able to identify the basic elements of all responsibilities in the organization. In addition, they must understand the skills needed to be successful in each of these roles. This may require expertise in areas other than organizational psychology.
Types Of Psychology Degrees
For example, an educational coordinator in a finance company needs good experience or education in finance to understand the skills needed to be successful in different finance positions. This may mean that organizational psychology students double major in another field, earn a minor in another field, or seek experience in the field in which you want to work.
As with other positions in the field of organizational psychology, instructional designers must have strong problem-solving and analytical skills. They must also have the ability to identify the strengths and weaknesses of their employees and use this information to develop more detailed and comprehensive training and education programs to improve their weaknesses and enhance their strengths.
Although instructional development may not pay as much as other jobs on this list, it is a great option. The average annual salary for this position is $62,700, or $30.14 per hour. The maximum salary for this job can reach $107,000.
Regarding job prospects, educational designers are expected to be above average throughout 2020. The BLS estimates that this field will grow by nine percent, which is faster than the average for all work.
How Does Psychology Differ From Sociology?
This position includes the analysis and evaluation of individual behavior in the workplace. In some cases, behavior analysts may find universal patterns of behavior, such as widespread tardiness among employees. In other cases, they may work with special staff to correct inappropriate behavior.
Of course, behavior analysts aren’t just looking for bad behavior or things to change. They are often asked to identify the strengths of the organization’s employees and find ways to encourage the desired behavior.
In their analysis, behavior analysts focus on behaviors that can be observed and measured. That is, they don’t look for emotions in the survey, but they look at the behavior that occurs in the workplace.
In general, behavior analysts work in a research role, although their work may involve direct contact with the observed person. For example, when analyzing why an employee is late, a behavior analyst can meet with the offending employee to provide training and corrective measures to prevent lateness.
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Behavior analysts are often asked to examine behavioral trends among other groups. For example, behavior analysts employed by a car manufacturing company may be tasked with analyzing customer behavior to identify