PSY FPX 6740 Assessment 4 Planning

Introduction

We are going to examine the procedures of ensuring that an organization has sufficient leadership potential to operate and lead. The cost of poor senior leadership over the last couple of years has been clear. This may be as a result of a lack of some organizational values, hence failure to meet expectations and negative publicity. We will discuss various methods, tests, and theories to identify and develop leaders. However, the initial step is to establish the lack of systemic issues in the organization.

Analyzing Methods

We will examine five organizational change methods:

Strategic Change (Teleology)

Strategic change, or teleology, is intentional change aimed at goal attainment, competitive advantage enhancement, or responding to market threats/opportunities. This includes policy, structure, or process changes, typically initiated by top management.

People-centric Change

Employee-focused change is aimed at people, such as benefits like PTO extensions and hiring programs. The changes themselves might be difficult to execute and may need candor, transparency, and emotional intelligence for implementation.

Structural Change

Structural changes are driven by internal or external drivers that initiate high levels of management changes, team reconfigurations, and job allocation. Mergers, reorganizations, and market shifts are likely to be powerful triggers, most directly impacting the workforce.

Technological Change

Technological advances progress as per the market, being dynamic all the time. Sudden change, however, can result in ineffective training, posing difficulties to employees.

Unplanned Change (Conflictive Change)

Unplanned changes, like adopting remote work in case of quarantine, are unforeseen. Effective change management is crucial while dealing with such changes.

PSY FPX 6740 Assessment 4 Planning

Comparison

Structured interviews, personality tests, and knowledge tests were contrasted. Structured interviews are fair since they ask the same of all candidates. Personality tests show strengths and weaknesses yet can distort impressions. Knowledge tests assess candidates’ job skills, giving straightforward views of their abilities (Cascio & Aguinis, 2011).

Applying I-O Tools

Aside from tests and interviews, surveys can be used to give feedback on leadership characteristics, post-interview, and onboarding processes. Surveys provide continuous feedback, which is candid without the need for face-to-face interaction.

Process for Organizational Changes

The process includes forward planning for potential changes, maintaining backups for every position, and possessing an elastic culture to minimize disruptions.

Conclusion

As an I-O psychologist, one of the important tasks is recruitment of employees and identification of effective organizational processes. Foundation, ethics management, and effective processes drive success. It is important to prepare for change because change will inevitably occur.