Careers for Psychology Graduates by Sodexo

Options for Psychology Graduates across Disciplines

Rachel S. Permuth, PhD, MSPH

National Director of Research, Innovations 2 Solutions, Sodexo

September 24, 2015

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AGENDA

1.  Career Areas for Psychology Students: Traditional & Unconventional Roles

2.  How do corporations use psychology to promote well-being in the workplace and caring for employees?

3.  Some Further Workplace Trends to Consider

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Career Areas for Psychology Students: Traditional & Unconventional Roles

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Several Key Areas for Psychologists in a Healthcare Setting

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I. Clinical Health Psychology

II. Community Health Psychology

III. Public Health Psychology

IV. Psychology in Managerial and Administrative Functions

V. Special Jobs in a Hospital

VI. IP Psychologist/Organizational Health Psychologist


•  Clinical health psychologists administer behavioral modification treatment and psychotherapy. They study the intersection of physical & mental health, to understand the interplay and how to treat most effectively. Some branches specifically focus on improving the “functioning” of individuals who have experienced severe (physical or mental) trauma.

•  To this one can also add several non-clinical psychology functions that accompany and support medical treatments.

•  Average Salary: $72,000+++ (Entry-Level Salary: $63,000)


Neuro- psychologist Gero-

psychologist

Child Life Specialist

Genetics Counselor

Military Psychologist

Experimental Psychologist


•  Community health psychologists organize community health programs, meetings and surveys intended to provide citizens with information about healthy behaviors so that they may make better decisions.

•  Importance of research and implementing community-level programs

•  Average Salary: $60,000 (Entry-Level Salary: $48,000)

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Social Worker Health Educator Mental Health Counselor

Substance Abuse Counselor

Prevention Programs Officer

Social and Community Service

Manager

Dr. Meg A. Bond, PhD Community Psychologist & Director, Center for Women &

Work at UMass Lowell “Community psychology, which integrates research and action, has

allowed me to pursue both my interests: helping individuals and addressing the systemic causes of injustice.”

“ When I started graduate study in clinical psychology, I knew I

wanted to “help people,” but something was missing for me. I took a 2-year leave of absence, during which I worked in a residential treatment center for adolescent girls. I returned to school to discover a new program emphasis on community psychology. With its focus on empowerment, prevention and changing social conditions to improve people’s lives, I knew I had found the right professional home.”

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•  Public health psychologists conduct research to better understand public health problems, consult with and advise government officials, write about health issues affecting society, and help to develop and implement educational programs and policies.

•  Importance of research, policy perspective and program evaluation on a larger-scale

•  Average Salary: $80,000 (Entry-Level Salary: $40,000)

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Federal/State/Local Program Evaluation

Legislative Aides & Advisors

Researcher/Director of Public Research Programs and Centers

APA Congressional Fellowship Program

IV. Psychology in Managerial and Administrative Functions of a Healthcare Organization

•  Every organization requires psychology in its managerial and administrative functions (ex: Market Research Analyst, HR and Career Counseling, Marketing & PR, Corporate Management)

•  What is unique about an organization in the healthcare setting? •  “Health” as a good/service is very different

•  Intricate flows of payers, third-party agents, government intervention, etc.

•  “Quality” of a healthcare product/service is very abstract

•  Average Salary - varies widely by role •  Market Research Analyst: $60,000 (Entry-Level $48,000)

•  HR: $56,000 (Entry-Level $40,000)

•  Marketing: $60,000 (Entry-Level $50,000)

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V. Special Jobs in a Hospital

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Admin. Hospital

Psychology

Care Coordinator

Health Information

Adm.

Healthcare Facility Adm.

Hospital Nurse, Staff

and Physician Coaching

Mental Health Admin.

Patient Experience

Officer

Quality Assurance and Care Quality

Monitoring

VI. IO Psychologist in a Healthcare Organization & Organizational Health Psychologist

•  IO psychologists apply principles of individual, group and organizational behavior to the workplace and solve problems in the functioning of an organization

•  In-House or External Consultant

•  Organizational Health Psychology = IO Psychology + Health Psychology

•  Studying how employee mental and physical health is tied to work-related factors

•  Average Salary IO Psychologist: $98,000 (Entry-Level $55,000)

VI. IO Psychologist in a Healthcare Organization & Organizational Health Psychologist

•  Monitoring performance of employees & their mental conditions, taking into consideration norms or culture, workplace aggression, stress, etc.

•  Working together with HR for job placement and recruitment, talent management and work assignment

•  Advising management executives on any modifications in the working environment

•  …and many more emerging roles!

Industrial/Organizational Psychologist & Consultant “When I began my career as an industrial/organizational (I/O)

psychologist, there was an emphasis on testing … in an effort to put the right person in the right job. Today, the emphasis is turning to establishing the atmosphere most conducive to productivity and quality work.”

“We diagnose an organization’s problems by surveying people in the organization through questionnaires, informal interviews, focus groups…Why do employees stay with the company? What helps them produce quality products or quality service? Do they have the right training, the right equipment, the right management, the right whatever? Does the way management treats employees cause them to feel good or bad about the company’s customers? … We come back to management with our analysis.…We then try to get the managers involved in coming to their own solutions.”

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Dr. David Sirota

Paula Goudsmit

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President at High Impact Coaching and Consulting

“Much of psychology assumes that people aren’t whole. Coaching is different, because it focuses on positive psychology. You are not fixing anything – you’re just helping to bring out the best in people. As a coach, you don’t have the answer. You’re

just the guide to help people get to their answers.”

“To be successful, you need to be able to blend psychology with business needs. In my typical day, I wear both a business and a

coaching hat.”

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How do corporations use psychology to promote well-being in the workplace and

caring for employees?

More Unconventional Careers that Use Psychology

I. Benefits & Rewards

How can we retain good employees? How do we bolster employee performance and productivity? What drives

employee motivation, and how do we set the right incentives? •  Consider perverse incentives (i.e. motivation crowding out) and

how the workforce may differ culturally, generationally, and individually…

•  To be optimally effective, recognition and reward programs must be formalized and designed to consistently and fairly reinforce desired behaviors, company-wide.

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I. Benefits & Rewards

Six Strategies for an Effective Global Recognition and

Rewards Program

Differences in Recognition & Reward Preferences

II. Employee Engagement

How do we encourage employee engagement and adherence to organizational values?

For example: 1.  Employee Experience

2.  Gamification

II. Employee Engagement – Employee Experience

II. Employee Engagement - Gamification

Drive Workplace Outcomes Improve Health & Safety Loyalty Programs

Training & On-boarding Employee Engagement Business Success

Set Goals and Objectives

Metrics, Scoring System, Feedback & Rewards

Program Pilot

Program Evaluation

Iteration (As Needed)

III. Workplace Design

How do we ensure that the workplace we offer employees is suitable to their needs and allows them to perform their best?

How do our buildings affect human emotional functioning, social support and occupant stress?

Evidence-Based Space Design

Open Spaces vs.

Privacy Lighting & Windows

Interaction Zones

Egalitarian Seating

Hybrid Workspaces

Connection to Nature

IV. Internal Communication

How do we ensure that our internal communication and feedback mechanisms work properly and encourage

employees?

Consider: •  Work-Life Balance

•  Mentoring & Career Development

•  Form & Frequency of Performance Feedback

IV. Internal Communication – the “Always On” Workplace

36% Distraction

23% Work/Life Conflict

30% Intrudes Personal

Time

35% No/Less Breaks

56% Increased Productivity

36% Work/Life Balance

49% Positive Work Relationships

53% Flexibility

V. Incentivizing Employee Health

How do we encourage employees to stay fit and active, follow a healthy lifestyle? What issues must be considered in structuring a wellness program to encourage healthy

behavior, while remaining respectful of employee autonomy and privacy?

Office Sports Teams Yoga Fridays

Health Checks & Awareness

Programs

Healthy Food and Snack

Choices Free Gym

Memberships

Balance

Employee

Input &

Acceptance

V. Incentivizing Employee Health

Improved Health

Decreased Costs

Increased Productivity & Efficiency

Improved Quality of Life

Restricted Financial Rewards

Reasonable Alternative

Standard

Strong Incentives Non-discrimination Employee Privacy

VI. Diversity & Inclusion

How do we encourage a culture of diversity and inclusion? How do we ensure that all employees feel welcome and able to contribute their best? How do we make sure employees

have mental peace in a diverse environment?

D&I Training Social Identity &

Employee Engagement

Implicit Biases in Recruitment,

Advancement, Leadership

Programs, etc.

Quantify Impact of Diversity on

Business Performance

Global Villages & Cultural

Teambuilding Anti-Bullying Campaigns

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Some Further Workplace Trends to Consider

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Total Worker Health™ : A Holistic Perspective on Employee Well-Being

SafeWell Integrated Management System (SIMS)©

Mindfulness at Work

FUTURE WORK SKILLS 2020

Creating Jobs of the Future: No Crystal Ball Needed 30 Jobs for 2030

Concluding Statement: Shape your own future and career

•  Use the global trends to shape your own future and career. There’s much more to a psychology degree than becoming a “psychologist”.

•  To discover new & interesting fields where you can use your knowledge and skills, try •  Retrofitting: Adding new skills to existing jobs

•  Blending: Combining skills and functions from different jobs or industries to create new specialties

•  Problem-Solving: Necessity is the mother of invention. The supply of future problems with human behavior and emotions is endless. Anticipate these problems and make a career out of solving them.

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