PSY FPX 8740 Assessment 4 Planning

Assessment 4 Planning

Name

Capella university

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

Prof. Name

Date

Abstract

In my role as an Industrial-Organizational (I/O) psychologist, I, Shawn Levy, will be formulating a proposal aimed at analyzing and proposing a process for organizational change within a financial services firm, addressing ethical and legal concerns. This paper will delineate various aspects of the proposed organizational change process, incorporating tools and methods from the field of I/O psychology.

Analyzing Methods for Assessing Organizational Ethical Culture

Assessing an organization’s ethical culture is crucial for diagnosing and addressing underlying issues. Utilizing the Corporate Ethical Virtues Model Scale (CEVMS) offers a comprehensive approach, examining eight dimensions of organizational ethics. These dimensions include clarity, congruency, feasibility, and supportability, among others (DeBode et al., 2013). By understanding the artifacts, espoused beliefs, and underlying assumptions within the organization, we gain insight into areas needing improvement. The process for organizational change entails four key steps: diagnosis, planning, implementation, and evaluation (DeBode et al., 2013). Diagnosis involves identifying issues and their root causes, utilizing tools like the CEVMS to gauge employees’ ethical values. Subsequently, an action plan is devised to address problem areas, implementing interventions to align organizational culture with desired ethical standards. Continuous evaluation ensures the effectiveness of interventions, facilitating iterative improvements in organizational culture.

Comparing I-O Psychology Constructs for Evaluating Leadership Candidates

Selecting a suitable CEO involves assessing personality traits and cognitive abilities. Two assessments commonly used 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 present certain strengths and limitations. The HPI is highly reliable and cost-efficient, yet should be complemented with other tools in the hiring process to ensure 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). Thus, 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 approach to change. The Competing Values Framework offers a comprehensive model, examining leadership behaviors and organizational culture. By understanding the four culture types – family, adhocracy, hierarchy, and market-oriented – 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

Crafting a job description for the CEO position necessitates a thorough understanding of organizational needs and desired qualifications. Leveraging resources such as 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.). Synthesizing this information yields a comprehensive job description, outlining requisite qualifications and responsibilities. By aligning the job description with organizational goals and values, the hiring process can effectively identify candidates capable of driving ethical and sustainable change within the organization.

Conclusion

In conclusion, addressing ethical and legal concerns within organizations requires a multifaceted approach, leveraging insights and tools from the field of Industrial-Organizational psychology. By utilizing 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 (Third ed.). San Francisco, CA: Jossey-Bass. Cascio, W. F., Aguinis, H. (2011). Applied Psychology in Human Resource Management, 7/e Vitalsource for Capella University. [Capella]. Retrieved from https://capella.vitalsource.com/#/books/9781256845577/

PSY FPX 8740 Assessment 4 Planning

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://doiorg.library.capella.edu/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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Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.

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The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

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