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PSY FPX 6740 Assessment 4 Planning

Name

Capella University

PSY FPX 6740 Industrial/Organizational Psychology Practices in Personnel and Human Resource Management

Prof. Name

Date

Introduction

Examining the processes that ensure an organization possesses adequate leadership talent is crucial for effective management and direction. Recent years have highlighted the costs associated with inadequate senior leadership, often resulting from a lack of alignment with organizational values. This misalignment can lead to unmet expectations and negative publicity. This analysis explores various methods, tests, and theories to identify and develop leaders, starting with establishing that no systemic issues exist within the organization.

Analyzing Methods

We will analyze five methods of organizational change:

Strategic Change (Teleology)

Strategic change, also known as teleology, involves planned alterations aimed at achieving organizational goals, enhancing competitive advantage, or responding to market opportunities and threats. These changes typically involve modifications to policies, structures, or processes and are usually initiated by upper management.

People-centric Change

People-centric change focuses on employees, incorporating policies such as extended paid time off and targeted hiring initiatives. These changes can be met with resistance, necessitating transparency, effective communication, and empathetic leadership to ensure success.

Structural Change

Structural changes occur due to internal or external factors, leading to significant shifts in management, team organization, and job responsibilities. Common catalysts include mergers, layoffs, and market shifts, which directly impact employees.

Technological Change

Technological changes follow market trends and are constantly evolving. However, rapid technological advancements can result in inadequate training, presenting challenges for employees.

Unplanned Change (Conflictive Change)

Unplanned changes, such as the shift to remote work during quarantine, are unforeseen. Effective change management is crucial for handling these types of changes.

PSY FPX 6740 Assessment 4 Planning

Comparison of Assessment Methods

We compare structured interviews, personality tests, and knowledge tests. Structured interviews ensure fairness by posing the same questions to all candidates, while personality tests identify strengths and weaknesses but may introduce biases. Knowledge tests assess candidates’ job-specific skills, providing accurate insights into their abilities (Cascio & Aguinis, 2011).

Applying I-O Tools

In addition to interviews and tests, implementing surveys can gather feedback on leadership qualities, post-interview experiences, and onboarding processes. Surveys provide continuous feedback, fostering honesty without face-to-face interaction.

Process for Organizational Changes

The process involves proactive planning for potential changes, ensuring backups for every position, and maintaining a culture of adaptability to minimize disruptions.

Conclusion

As an I-O psychologist, recruiting and identifying effective organizational processes are crucial functions. Establishing a solid foundation, ethical leadership, and adaptable processes are vital for success. Being prepared for change is imperative, as it is inevitable.

References

Cascio, W., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). Prentice Hall.

Seashore, S., Lawler, E., Mirvis, P., & Cammann, C. (1983). Assessing organizational change: A guide to methods, measures, and practices. John Wiley & Sons Inc.

PSY FPX 6740 Assessment 4 Planning

Van de Ven, A., & Sun, K. (2011). Breakdowns in implementing models of organization change. Academy of Management Perspectives, 25(3), 58–74.

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