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PSY FPX 8740 Assessment 4 Planning

Name

Capella University

PSY FPX 8740 Industrial/Organizational Psychology Practices in Human Resource Management

Prof. Name

Date

Abstract

As an Industrial-Organizational (I/O) psychologist, I, Shawn Levy, am developing a proposal to analyze and recommend a process for organizational change within a financial services firm, addressing ethical and legal concerns. This paper outlines various aspects of the proposed change process, utilizing tools and methods from I/O psychology.

Analyzing Methods for Assessing Organizational Ethical Culture

Evaluating an organization’s ethical culture is vital for diagnosing and addressing underlying issues. Using the Corporate Ethical Virtues Model Scale (CEVMS) provides a comprehensive approach, assessing eight dimensions of organizational ethics, such as clarity, congruency, feasibility, and supportability (DeBode et al., 2013). Understanding the organization’s artifacts, espoused beliefs, and underlying assumptions allows us to identify areas needing improvement.

The organizational change process involves four key steps: diagnosis, planning, implementation, and evaluation (DeBode et al., 2013). Diagnosis identifies issues and their root causes, using tools like the CEVMS to measure employees’ ethical values. Subsequently, an action plan is created to address problem areas and implement interventions that align organizational culture with desired ethical standards. Continuous evaluation ensures the effectiveness of interventions, facilitating ongoing improvements in organizational culture.

Comparing I-O Psychology Constructs for Evaluating Leadership Candidates

Selecting an appropriate CEO involves assessing personality traits and cognitive abilities. Two common assessments are the Hogan Personality Inventory (HPI) and the Wechsler Adult Intelligence Scale – Fourth Edition (WAIS-IV). The HPI measures personality traits and occupational scales, providing insights into candidates’ behavior and suitability for leadership roles. Similarly, the WAIS-IV assesses intelligence and cognitive abilities, predicting performance and future behavior (Psychological Testing: Wechsler Adult Intelligence Scale, 2019).

While both assessments offer valuable insights, they have strengths and limitations. The HPI is highly reliable and cost-effective but should be used alongside other tools to ensure a comprehensive evaluation (Ng & Sears, 2010). Conversely, the WAIS-IV is a strong predictor of behavior and achievement but may exhibit biases against minorities (Ng & Sears, 2010). Therefore, a holistic approach, combining multiple assessment methods, enhances the selection process.

Analyzing a Process for Changing Organizational Culture from an Ethical Standpoint

Addressing ethical and legal concerns within an organization requires a structured change approach. The Competing Values Framework provides a comprehensive model, examining leadership behaviors and organizational culture. By understanding the four culture types – clan, adhocracy, hierarchy, and market – organizations can identify areas for improvement and foster a balanced culture conducive to success (Cameron & Quinn, 2011).

Implementing the Competing Values Framework poses challenges, including the time-intensive nature of cultural change and employee resistance (Madsen, 2018). Engaging external consultants and fostering open communication can mitigate these challenges, facilitating smoother implementation of cultural changes aligned with ethical principles.

Applying I-O Psychology Tools and Methods to Create a Job Description

Creating a job description for the CEO position requires a thorough understanding of organizational needs and desired qualifications. Utilizing resources from the Society for Human Resource Management (SHRM) offers a structured approach, encompassing job performance analysis, establishment of functions, and organizational data organization (SHRM, n.d.).

By synthesizing this information, a comprehensive job description can be created, outlining requisite qualifications and responsibilities. Aligning the job description with organizational goals and values ensures the hiring process identifies candidates capable of driving ethical and sustainable change within the organization.

PSY FPX 8740 Assessment 4 Planning

Conclusion

Addressing ethical and legal concerns within organizations necessitates a multifaceted approach, leveraging insights and tools from Industrial-Organizational psychology. By using assessment tools, frameworks for cultural analysis, and structured methodologies for job description creation, organizations can effectively navigate change processes while fostering ethical leadership and sustainable practices.

References

Cameron, K. S., Quinn, R. E., & Skillsoft Books. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3rd ed.). San Francisco, CA: Jossey-Bass.

Cascio, W. F., & Aguinis, H. (2011). Applied Psychology in Human Resource Management (7th ed.). Vitalsource for Capella University. Retrieved from https://capella.vitalsource.com/#/books/9781256845577/

DeBode, J. D., Armenakis, A. A., Feild, H. S., & Walker, A. G. (2013). Assessing Ethical Organizational Culture: Refinement of a Scale. The Journal of Applied Behavioral Science, 49(4), 460–484. https://doi.org/10.1177/0021886313500987

Madsen, S. (2018). Why Is Organizational Change so Hard? Retrieved from https://www.liquidplanner.com/blog/why-is-organizational-change-so-hard/

Ng, E. S. W., & Sears, G. J. (2010). The effect of adverse impact in selection practices on organizational diversity: A field study. International Journal of Human Resource Management, 21(9), 1454–1471. https://doi.org/10.1080/09585192.2010.488448

PSY FPX 8740 Assessment 4 Planning

Society for Industrial and Organizational Psychology, Inc. (n.d.). What value does SIOP membership provide? Retrieved from http://www.siop.org/benefits/

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