MSc occupational psychology modules review

Last night I submitted the final module assignment for my MSc occupational psychology qualification at the University of Leicester – hurrah!

It’s now just the small matter of restarting the dissertation process (which I’m ashamed to admit that I almost entirely neglected during February), working out the questions I need to ask my participants when I interview them, having them approved by my supervisor before I start to ask them and then, well, getting on with it I suppose. September 15th seems very close all of a sudden.

But before I finally knuckle down, I thought I’d look back at a blog post that I wrote in August 2013, just before I started the course and see how each of the six modules has lived up (or not!) to my expectations.

Research Methods: This looks like a sensible start to the course and I hope it’s going to be relatively straightforward. I doubt if there are any statistical techniques it will throw at me that I won’t be able to get my head around having wrestled with the “fish” book and SPSS on the OU psychology degree. There’s also coverage of qualitative methods – I wonder if Q will get a mention?

It was a good start to the course. Q doesn’t get a mention, the stats weren’t any more difficult than those I was already used to and there was a qualitative method – interpretative phenomenological analysis (IPA) that I hadn’t used before. There was also an ‘early assignment’ of 1,000 words that we had to submit within a few (I think it was 4) weeks of starting, which was good for blowing the academic cobwebs away after taking a couple of years out after finishing my BSc.

Personnel Selection and Assessment: I’ve been involved in this aspect of work, on and off, for about the last 20 years. I’d like to think that I’m a better interviewer and selector than most, but who knows. Psychometrics rears its ugly little head in this module, so I’m looking forward to unleashing some critical arguments from DD307(*)!

All kinds of selection techniques were covered, including some that I hadn’t come across (for example, situational judgement tests). Psychometrics do rear their head and while I’m still far from convinced of their utility, I at least now understand why other people are.

Ergonomics: Looks interesting. I wonder whether the vogue for open plan offices and hot desks is more to do with the desire to exert power over subordinates by senior management than as a way of ensuring a productive workforce or reducing overhead costs?

Though I had no way of knowing it at the time, the words that I wrote in August 2013 were more or less how I concluded the second module assignment (but with a cost-benefit analysis accompanying it to demonstrate my point). The first module assignment was great fun and involved me spending a Sunday morning taking photographs (like the one below) inside my car. This was probably the module that I’ve enjoyed the most.

Ergonomics assignment - inside my car!

The Psychology of Organising: I really hope this isn’t going to be an attempt to fit most of an MBA into 12 weeks – but the description of the module makes it potentially seem like the most interesting of the course. I’m looking forward to getting my teeth into this one.

It wasn’t an MBA in 12 weeks (thank goodness!), but it was interesting. The two module assignments were interesting too – one broadly covering the area of change management & resistance to change (very useful in providing me with material that I now use to support my ‘proper’ job) with the other introducing me to the positive psychology concept of authentic leadership, which I greatly enjoyed critiquing!

Psychology of Occupational Training and Learning: I’m definitely not sure about this module. It sounds a little dull to be honest.

Definitely not my favourite module, but not dull either. It does what it says on the tin!

The Individual at Work: The module description makes it sound all lovely and fluffy (work-life balance, diversity, workplace counselling and the like) – but I have this nagging feeling that it’s aimed squarely at HR professionals who want to know how far they can push people before they start to fight back. I’m hoping that the module hasn’t been written by Catbert – but if it is, at least I should end up with a better understanding of what motivates people to become HR managers.

The module description is correct, rather than my paranoid interpretation of it from August 2013. It’s too close to me having finished it for me to review it entirely dispassionately, but I struggled with the assignment and, all in all, found it to be the least interesting of the six modules. However, I suspect that this might be because I came to view it as an annoyance – something that was standing in the way of me getting on with my dissertation.

Talking of which, I guess I have no more excuses left not to get on with it. Now, where did I put my copy of Seale’s “The Quality of Qualitative Research” again … ?



(*) DD307 was the Open University’s critical social psychology module (now discontinued), which gave me nightmares at the time, but made far more of a lasting impact on the way I think about psychological issues than any other module I took at undergraduate level.

A version of this article was previously published at the University of Leicester Student Blogs, 2nd March 2016.

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