Essay Example on Material Specialists: Research, Design, & Marketing Requirements

Introduction

A material specialist is the task of interest chosen for this study since it includes knowledge in many areas, which include machinery, engineering, designing, and marketing (Jackson & Schuler, 1990). The specialist is expected to research for new and existing factors concerning the products they are required to make and discuss the requirements for the management. Material specialists are also expected to discuss the suitability of the new modeled materials in comparison with the existing material and find their advantages. Further, the career requires the person to consult the regulatory officials so that the organizations keep update on the legal and technological requirements. The right materials for the right task are the objective of the specialist while developing the products; there are several categories of a material specialist. Material specialist exists in smaller manufacturers, oil and Gas Company, recycling companies, and engineering and construction. Upon employees, candidates are expected to have a variety of skills such as manufacturing, communication, marketing, analytical, and IT. There are several complexities, advantages, and duties require in the material specialist career.

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Studies show that materials specialists, especially in the industrial field, are exposed to hazards of injury and mental issues while working. Further, materials specialist team lead is expected to deliver products to the required places within the organization while the operation is still in progress. They are also likely to maintain daily records and accurate accounts and then provide the data to the management after the completion of the job. They are held accountable for the loss of property in the company. Few companies provide better handling materials for loading and unloading activities.

Defining Industry Psychology

Industrial psychology is an organizational study used to study, understand, and analyze human behaviors and attitudes in the workforce in entirety. Researches employ two methods to study this field, and they include qualitative and quantitative studies. The main focus of the study is to maintain better leadership, motivate employees, and contingency focuses.

Field of psychology complements in Material specialist career

The area of Psychology entails matching the best job for the best personnel and other factors that have not been known or ignored in a material specialist career. The field f psychology for the study is industrial psychological and tends to address the issues faced with a material specialist. The research involved a thousand employees in South Africa showed that the country's workforce is faced with depression problems. It has been noted that many companies are unaware of depression cognitive, and more than 70% of such cases are evident in the last minute (Su, Stoll, & Rounds, 2019). People with issues such as industrial areas, especially cargo handling and material specialist, can be detected in signs such as indecisiveness, forgetfulness, and lack of concentration. Some people work for long hours alongside hard tasks with inadequate handling equipment, which causes stress and strain in their life. However, in many countries, especially third world nations have workforces that would get into such careers for money as they lack otherwise. There are several areas in material specialist duties, including employment/interviews that facilitate the problems in cognitive disorders, depression, and others.

Industry psychology applies in many areas in an industry, which can include the meaning of work, work in progress, and quality of final work (Jackson & Schuler, 1990). A study that was conducted to predict the frequency of accidents in port areas shown that accidents happen due to lack of regulation and guidelines and salary cut fear from employees. Moreover, it was noted that more than 60% of the accidents are related to risk factors such as fear of loss, job complexity, mental disorder, and stress.

Using Industry Psychology to Understand Material Specialist

The branch of psychology also focuses on selecting and evaluating employees o match the best personnel for a specific job. Job analysis (task-oriented and worker-oriented) are two fields in the field of psychology that are used to understand the manner task should be assigned, performed, and conducted in industrial psychology. Therefore, in material specialist, an individual is provided with task-oriented details such as the task, job complexity, frequency of the task, and hourly rate. In industrial psychology, such details are supposed to be provided in a job post and in the interview. Further, the worker-oriented information should also be provided prior to the job interview so that an employee is not disappointed or disqualified in the interview and in the job (in rewards and recognition). Also, industrial psychology provides that employees need to be assessed in a model that includes the supervisor, peers, customers/clients, and themselves. Training activities should be appraised in industrial activities to increase the performance of the employees. Equal Employment Opportunity Commission (EEOC) borrows much from industrial psychology to make their laws that are against any form of discrimination in career activities (Su, Stoll, & Rounds, 2019).

Industrial psychology is very clear on the approaches to be applied in performance evaluation to make sure that employees are well assessed for matters of promotion and compensations. It has been noted that people endure hardship in jobs, hard and exposure, and long working hours to secure employment. Some people chose to take other jobs due to problems in their careers and do business or other form of employment. Studies show that paying student-interns reports positive results and increased productivity as compared to those that are not paid. Further, many companies doe not provide realistic data on the advertisement and job posts; this makes employees discouraged as they end-up finding other additional duties in the workforce. Further, there are many problems noted with industrial companies and Human Resource Management. For instance, HRM fails to provide changes in workforces according to dynamic in industrial industries. For instance, there a need to change the character of the workforce with demographic projections, environmental factors, and the nature of work. It applies if the company may need to extend its activities to a global scale where they would have another group of people with different values and behaviors from a local company. HR managers' should adapt to changes and learn the behaviors of the material specialist without discrimination or unfair judgment, which leads to less pay, rewards, and promotions. Changes in the workforce should follow applicably and update dimensions to suit the need of everyone.

What psychologists in the Study Do

In Industrial and Organizational (IO) Psychology, psychologists play an important role in studying the dynamics of the whole groups and individuals in the workplace. It has been noted that companies increase tasks and hours with low rewards to maintain high profits. However, according to t psychologists, team communication, training, and motivation is the main aim driver to profitability. Psychologists are seen to divert organizational cultures from profit-oriented model to employee-oriented model. Psychologists conduct researches to perfect the well-being of workers and the organization. They tend to asks questions such as, why is a specific decision made? Is communication effective? Are workers comfortable (sense of belonging) in the company? Having the answers to the questions, they provide models and theories to research applicable to the relevant organization and industry.

Most importantly, the psychologist uses scientific research to explore workforce behaviors in an organization so that management and corporate laws can adapt then to make a conducive working place. Psychologist center their attention on Human Resource Planning to study controlled actions by HRM in the changing workforce; this could be technological changes and environmental factors. There are many dynamic that is considered by a psychologist. For instance, a study conducted to explore the values of the workforce using young people below 40 years and over 40 years in an organization showed that most young people do not trust the authority and those in management while 40+ group believed in the management group. A further psychologist has managed to intervene in organizations and technology to solve problems seen in the workforce. For instance, a study comes up with a model to describe the HR planning activities which included a four-phase approach: designing and implementing programs, monitoring and evaluation of programs, objectives establishment, and gathering and analyzing data.

Psychologists, who came up with the four-phase HR planning model believed in short term planning and recognition of a long term plan. Psychologists believe that short term plans propagate for profit-motivated intentions which relatively affected the manner work is done in an organization.

Discussion and Some Major Concepts/Theories in Industry Psychology

Industry Psychology: Article (Work motivation: New directions in theory and research)

Theories perform a crucial role in continued organizational development and employees' well-being. There are several theories surrounding motivation to employees as the main way to increase profitability and organizational excellence. Studies show that motivational tributes should include self-efficacy, expectancy, valence, and goal choice. The motivational theory focuses on two major things, which are processes and factors which impact persistence, direction, and intensity of behaviors in industries. Industrial psychologist attempts to involve motivational concepts in the workplace alongside work complexity and dynamic changes. For instance, it is said that individual motivation in an industry is fostered and determined by interactions, heredity, and environment. I believe when an individual is motivated, they can perform multiple works effectively despite having long hours in the tasks.

A heuristic motivational based framework is a combination of several theories that are based on self-motivation first before organizations and individual goals, see fig.2 (Kanfer,1992). For instance, proximal construct theories in the framework begin with the workers' goals before looking at the factors related to their objectives. I believe that such approaches would improve materials specialist cognitive processes that would result in a motivated intention. I envisage a better future if industries can restructure better training programs and rewarding systems to motivate the employees. Moreover, industries ought to improve on instilling a sense of belonging to a material specialist so that employees can have had self-efficacy. I believe this would make material specialists and other personnel have intention-based goals rather than performance-based behavior.

References

Jackson, S. E., & Schuler, R. S. (1990). Human resource planning: Challenges for industrial/organizational psychologists. American psychologist, 45(2), 223. DOI: 10.1037/0003-066X.45.2.223

Kanfer, R. (1992). Work motivation: New directions in theory and research. International review of industrial and organizational psychology, 7, 1-53. Retrieved from https://www.researchgate.net/profile/Ruth_Kanfer/publication/232575544_Work_motivation_New_directions_in_theory_and_researc...