Unit 8 Discussion 2: Application of theory and research in adulthood

As a professional in the field of Industrial-Organizational Psychology which focuses on the use of research methods as well as psychological principles to resolve the psychological problems of the employees within the workplace to resolve organizational problems as well as improve the quality of life thus identifies the importance of understanding theories of adult development. The first theoretical approach to middle adulthood development that best aligns with my role is Erickson’s stage of generativity versus stagnation (Broderick & Blewitt, 2014). According to Broderick and Blewitt (2014) adults in the middle adulthood, phase considers their contributions to work, society and the community. The fact that the adults in the workplace are motivated to contribute to the workplace and the society actively and thus working to help the employees within the workplace to develop their skills and capabilities to play a crucial role in the operations of the organization identifies the value of Erickson’s theory of psychosocial development (Broderick & Blewitt, 2014). This theory identifies that the individuals in middle adulthood feel that they need to have a place within the organization that they would actively play an active role within the organization and thus work as the Industrial-Organizational Psychologist would help to provide approaches with which these employees can achieve their desired goal and become fulfilled in their positions.

Additionally, the understanding of adulthood developmental theories such as Daniel  Levinson’s theory of seasons of life is essential in helping the employees within the organization to psychological and emotionally address both work and developmental demands that ensure the performance of the employee and their healthy development (Baumgartner, 2001). Baumgartner (2001) noted that Age 30 transitions which occur between ages 28 to 33 are one that is characterized and by changes in lifestyles that may be either sever or mild such as marriage or having children which may impact the emotional and physical status of the individual. Due to this understanding, the Industrial-Organizational psychologist has the insights to better guide the client on how to gain a balance between personal development and workplace development. Industrial-Organizational Psychology in this stage of development helps the individual in embracing the change of events at both the workplace and their personal life. This theory further identifies that another important stage of development is the Settling Down phase that occurs between ages 33-40 years and the role of the Industrial-Organizational Psychologist is on helping the employee to establish a routine as well as determine goals and actions that need to be taken to achieve future goals (Baumgartner, 2001). The next phase of Levinson’s seasons of life is the Mid-Life Transition which occurs from ages 40 to 45 years and is similar to the Generativity versus stagnation phase of Erickson’s psychosocial stages. This phase is a period of crisis as the individual tries to evaluate their life and their values in achieving something of significant value. This theory identifies that the psychologist within the workplace has to help the employees within this age group to tackling this period of crisis and how to develop generativity and a clear view of the future (Baumgartner, 2001).

References

Baumgartner, L. M. (2001). Four adult development theories and their implications for practice. Focus on Basics, 5(B), 29-34.

Broderick, P. C., & Blewitt, P. (2014). The life span: Human development for helping professionals (4^th ed.). Person Education.