PSY FPX 8740 Assessment 4 Planning

Student Name

Capella University

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

Prof. Name:

Date

Abstract

In my capacity as an Industrial-Organizational (I/O) psychologist, I, Shawn Levy, will develop a proposal aimed at analyzing and recommending a process for organizational change within a financial services firm, while addressing ethical and legal considerations. This paper will outline various components of the proposed organizational change process, incorporating tools and methodologies from the field of I/O psychology.

Analyzing Methods for Assessing Organizational Ethical Culture

Evaluating an organization’s ethical culture is essential for diagnosing and addressing underlying issues. The Corporate Ethical Virtues Model Scale (CEVMS) provides a comprehensive framework, examining eight dimensions of organizational ethics, including clarity, congruency, feasibility, and supportability, among others (DeBode et al., 2013). By analyzing the artifacts, espoused beliefs, and underlying assumptions within the organization, we can identify areas that require improvement.

The organizational change process consists of four key steps: diagnosis, planning, implementation, and evaluation (DeBode et al., 2013). The diagnosis phase involves identifying issues and their root causes, utilizing tools like the CEVMS to assess employees’ ethical values. Following this, an action plan is created to address identified problem areas, implementing interventions to align the organizational culture with the desired ethical standards. Continuous evaluation ensures the effectiveness of these interventions, allowing for iterative improvements in organizational culture.

Comparing I-O Psychology Constructs for Evaluating Leadership Candidates

Selecting an appropriate CEO necessitates the assessment of personality traits and cognitive abilities. Two commonly utilized assessments are the Hogan Personality Inventory (HPI) and the Wechsler Adult Intelligence Scale – Fourth Edition (WAIS-IV). The HPI evaluates personality traits and occupational scales, offering insights into candidates’ behaviors and their suitability for leadership roles. In contrast, the WAIS-IV measures intelligence and cognitive abilities, predicting performance and future behavior (Psychological Testing: Wechsler Adult Intelligence Scale, 2019).

While both assessments provide valuable insights, they have distinct strengths and limitations. The HPI is known for its high reliability and cost-effectiveness; however, it should be supplemented with additional tools during the hiring process 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 minority groups (Ng & Sears, 2010). Therefore, a holistic approach that combines 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 necessitates a structured approach to change. The Competing Values Framework provides a comprehensive model for 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 cultivate a balanced culture that promotes success (Cameron & Quinn, 2011).

Implementing the Competing Values Framework can be challenging, particularly due to the time-intensive nature of cultural change and potential employee resistance (Madsen, 2018). Engaging external consultants and promoting open communication can help mitigate these challenges, facilitating the smoother implementation of cultural changes that align with ethical principles.

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

Developing a job description for the CEO position requires a comprehensive understanding of organizational needs and desired qualifications. Utilizing resources such as the Society for Human Resource Management (SHRM) provides a structured approach that includes job performance analysis, function establishment, and organizational data organization (SHRM, n.d.).

By synthesizing this information, a detailed job description can be created, outlining the necessary qualifications and responsibilities. Aligning the job description with organizational goals and values enables the hiring process to effectively identify candidates capable of driving ethical and sustainable change within the organization.

Conclusion

In conclusion, addressing ethical and legal concerns within organizations necessitates a multifaceted approach that leverages insights and tools from the field of Industrial-Organizational psychology. By employing 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