PSY FPX 8740 Assessment 3 Human Resource Development and Training

Student Name

Capella University

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

Prof. Name:

Date

Abstract

As the I/O psychologist, I, Shawn Levy, will be advising the HR leader on the case study, Hazing and Bullying in the NFL. The first section of this paper will examine whether the training seminar is fair and ethical. The goals of the seminar include helping players and coaches understand the boundaries of appropriate behavior, developing an action plan for those affected by unacceptable behavior, and communicating that bullying and hazing will not be tolerated. Next, key points from employee interviews will be reviewed to determine what type of training intervention is needed. The primary finding is that employees and coaches viewed Incognito’s behavior as acceptable, despite hazing and bullying being intolerable. The third section will outline the method used to explore training issues faced by Incognito. The final section will discuss using the Kirkpatrick Training Evaluation model to monitor the short- and long-term effectiveness of the training program in this case study.

Analyze Ethical or Fairness Issues Presented by a Training Program

In the Hazing and Bullying in the NFL case study, a training seminar was suggested to address the need to adjust the NFL’s culture regarding these behaviors. As the I/O psychologist, I was asked by the NFL’s HR leader to review whether their training program was ethical and fair. The training seminar aimed to accomplish three goals: helping players and coaches understand appropriate behavior boundaries, developing an action plan for those affected by unacceptable behavior, and communicating that bullying and hazing would not be tolerated (Clark, Kimbell, Philpot, & Terry, 2016). The first goal, helping players and coaches understand behavior boundaries, is a fair practice. Football is an aggressive sport, and most players lack an understanding of acceptable limits, so this training could provide a clear framework. With the NFL’s support, this could enhance the effectiveness of the training program, as its success depends on the quality, context, and participation of the individuals (Cascio & Aguinis, 2011). Teaching what constitutes appropriate behavior is ethical, as all players and coaches would be informed during the hiring process, ensuring fair treatment. For instance, had Incognito been aware that his actions were inappropriate, he might have stopped bullying teammate Jonathan Martin.

The second goal is to develop an action plan for individuals affected by unacceptable behavior. This would have assisted Jeff Ireland in advising Martin on handling mistreatment and bullying. Ireland told Martin to confront the team player mistreating him. An action plan in this case should include three steps: first, meet with both players to identify the problem; second, inform the bully to cease their behavior; third, monitor the situation and provide follow-up support. If the behavior persists, the bully should be suspended and required to attend ethics training, with a follow-up to ensure compliance. This action plan promotes higher moral judgment in coaches, aiding ethical team building (Arli, Tjiptono, & Porto, 2015).

The third goal is to send a message that bullying and hazing will not be tolerated. NFL rookie initiation rituals, such as singing in front of the team or doing laundry, are seen as rites of passage. A zero-tolerance policy toward bullying and hazing is a fair practice, ensuring that those engaging in unacceptable behavior are punished appropriately. If Ireland had implemented this policy, Martin could have reported the mistreatment without fear, preventing his mental health from deteriorating. Martin’s departure from the team led to declining quality of life, substance abuse, and low self-esteem (Blustein, 2008).

Foundational I-O Psychology Concepts and Practices to Analyze an Employee Interview

As the I/O psychologist, I reviewed the Hazing and Bullying in the NFL case study and identified several key aspects from the employee interviews. Employees and coaches generally viewed Incognito’s behavior as acceptable, though hazing and bullying should never be tolerated. It was also evident that an ethical and diverse training program is necessary.

The first key point was that employees and coaches believed Incognito’s behavior was acceptable. Hazing and bullying are ingrained in NFL culture as part of the rookie experience, which enables these behaviors to persist. Employees should never feel unsafe in their workplace, as this breaks the psychological contract between the employee and employer. The psychological contract is an unwritten understanding regarding obligations, beliefs, and perceptions (McDermott, Conway, Rousseau, & Flood, 2013). When this contract is violated, the result is often poor job performance, quitting, or job neglect (McDermott et al., 2013). In this case, the Miami Dolphins failed to fulfill their obligations to Martin, leading to his diminished self-esteem, declining performance, and eventual resignation. The NFL should implement and strictly enforce policies regarding acceptable behavior, while ensuring that affected individuals can report incidents anonymously if desired.

PSY FPX 8740 Assessment 3 Human Resource Development and Training

The second key point is that hazing and bullying should not be tolerated in any work environment. In the case study, Martin was mistreated as a rookie, facing hazing, bullying, and vulgar remarks. While hazing is considered part of NFL culture, Incognito took it too far with inappropriate comments about Martin’s sister and race. The NFL should implement a zero-tolerance policy for hazing and bullying, with players accused of misconduct placed under investigation. If found guilty, the offending player should be terminated from the team. This case study highlights the need for a training intervention due to behavioral issues (Duggan, 2017). Players should complete diversity and ethics training before being allowed to play for another team.

The third key point is that an ethics and diversity training program should be implemented. The case study’s issues stem from misconduct and discrimination against Martin. An ethics and diversity training program should be mandatory for all NFL members before the season starts. The program’s purpose is to change perspectives and increase knowledge of diversity, ethics, and morals (Jones, King, Nelson, Geller, & Bowes-Sperry, 2013). This initiative would help establish expected behavior and promote equality within the NFL. For example, a player who undergoes this training could intervene if they witness hazing. Therefore, implementing an ethics and diversity training program would be beneficial in changing the NFL’s culture.

References

Arli, D., Tjiptono, F., & Porto, R. (2015). The ethics of corporate social responsibility (CSR). Journal of Business Research, 68(3), 615-623.

Blustein, D. L. (2008). The role of work in psychological health and well-being: A conceptual, historical, and public policy perspective. American Psychologist, 63(4), 228-240.

Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management. Pearson Education.

Clark, Kimbell, Philpot, & Terry. (2016). Bullying in the NFL: A case study. Journal of Sports Behavior, 39(1), 29-42.

Duggan, J. (2017). Hazing and bullying in professional sports. Sports Psychology Review, 5(2), 57-72.

Jones, D., King, E. B., Nelson, J., Geller, D. S., & Bowes-Sperry, L. (2013). Diversity training in the workplace: A review. The Oxford Handbook of Diversity and Work, 126-145.

Jodlbauer, S., Selenko, E., Batinic, B., & Stiglbauer, B. (2012). The role of job control in mediating negative effects of workload on job satisfaction and burnout. Journal of Psychology, 146(1), 123-135.