Jack cannot be considered are scientist practitioner because he lastly did his research when he was pursuing his PhD (Levy, 2009). Jack works in techno Zone communications, but he does not carry out research. A scientist practitioner is required to carry out research regularly so as to help him have the right skills and knowledge to serve his clients well. For jack he does not carry out research regularly able he is not able to serve the clients well so he cannot be called a scientist practitioner (Levy, 2009).A scientist practitioner model is a training model that is used in graduate training programs. The model is mainly aimed at developing a foundation for research, and other scientific practices. The model was first used to train clinical psychologists, but it has been adopted in other fields. For example, the scientist practitioner model is used in many organizations like banks, and industries to solve problems.
A psychologist is said to be a scientist and a researcher. He is also considered to be a practitioner. A psychologist is required to apply the knowledge acquired, and techniques acquired to solve problems in the organization (Levy, 2009).Industrial and organizational psychologists use scientific research to support their methods, and practices. Scientists are trained using the scientist practitioner model. This model helps scientists build on their practical skills, and also scientific inquiry (Levy, 2009).The scientist practitioner model has several components. First, psychologists should be trained well so as help them know how to apply psychological research (Levy, 2009). In addition, they should have the skills required to apply psychological research. Another component of the practitioner model is science.
This component is important as it provides the foundation required to solve practical problems. Lastly, practice should contribute to science by determining the problems that need to be solved. It should also provide the testing foundation for the research products (Levy, 2009).The main purpose of the practitioner model is to help eliminate practices that have no scientific foundation (Levy, 2009). It also helps eliminate research that has no clear link with the practice. The scientist practitioner model is important in the industrial and organizational psychology. This is because the practitioner model helps the organization improve productivity in several ways (Levy, 2009). First, the practitioner model helps the organization select the best workforce.
Using the practitioner model, the organization is able to select employees who have the right skills required. This helps the organization have good employees and increase productivity (Levy, 2009). The practitioner model helps the organization apply various techniques when selecting employees. For example, I/O psychologists use theories like learning, and motivation to analyze the personality and knowledge of an employee (Levy, 2009).Secondly, the practitioner model helps in providing training in the organization. I/O psychologists identify the weaknesses of employees, and provide the right training so as to improve their performance (Levy, 2009).The practitioner model also helps the organization improve employee’s performance. This is because I/O psychologists help in identifying the right appraisal system to be used in the organization (Levy, 2009).
Thus, the practitioner model helps in coordinating activities in the organization like recruiting, management, motivation and performance monitoring (Levy, 2009).A model in which scientists and practitioners are distinct can be problematic because each party will have his own interest. This will make it difficulty for practitioners, and scientists to work together. To solve the conflict of interest between the scientists and practitioners, the model should be developed to incorporate scientists and practitioner interests’ .This will help eliminate conflict of interest and make the model complete and useful in the organization (Jex, 2002).Industrial psychologists are important to the organization, and workers. This is because industrial and organization psychologists contribute a lot to the success of the organization (Jex, 2002).
The industrial organizations psychologists help improve the performance of employees, and the organization. It also helps in improving the well being of the employees in the organization as the organization provides the best services to the employees (Jex, 2002). Industrial and Organization psychologists carry out research to determine how behaviors in the organization can be improved by providing training programs. They also adopt good hiring practices, and having the right feed back systems. The industrial organization psychology helps maintain good relationship between employees, and the organization (Jex, 2002).Industrial and organizational psychologists face a lot of ethical issues when carrying out duties. For example, most industrial and organization psychologists report cases of sexual assault in the work place and conflict of interests.
The industrial and organizational psychologists may have conflict of interest. This affects the performance of I/O psychologist as they don’t deliver the services required (Jex, 2002).The industrial and organization psychology originated from research carried out on individuals. The founders of industrial and organizational psychology carried out research to identify people’s differences, and predict the performance (Jex, 2002). The branch was established during World War 1. It was established to respond to the need to assign new troops to various stations. Organizational psychology became common after World War II. It was influenced by the Hawthorne studies, and other researchers like Kurt lewin (Jex, 2002).
Jex, S. (2002).Organizational psychology: a scientist-practitioner approach. John Wiley and Sons
Levy, P. (2009).Industrial/Organizational Psychology. Worth Publishers