PSY FPX 8740 Assessment 4

Abstract

As an Industrial-Organizational (I/O) psychologist, I, Shawn Levy, will be creating a proposal to review and suggest a process for organizational change in a financial services company, taking into account ethical and legal concerns. This paper will describe several aspects of the suggested organizational change process in the application of tools and methods from the field of I/O psychology.

Analyzing Methods for Assessing Organizational Ethical Culture

Assessment of an organization’s ethical culture is essential for determining and resolving the root issues. Employing the Corporate Ethical Virtues Model Scale (CEVMS) offers an integrated approach, examining eight dimensions of organizational ethics. These comprise clarity, congruency, feasibility, and supportability, among others (DeBode et al., 2013). Awareness of the artifacts, espoused beliefs, and underlying assumptions in the organization provides us with the improvement areas.

Change within an organization occurs in four general steps: diagnosis, planning, implementation, and evaluation (DeBode et al., 2013). Diagnosis involves detection of problems and their causes through the use of tools like the CEVMS to quantify workers’ ethical values. Subsequently, an action plan is designed to eradicate trouble spots, utilizing interventions to redirect organizational culture to anticipated ethical expectations. Ongoing evaluation avoids the ineffectiveness of interventions so that repetitive refinement of organizational culture is possible.

Comparing I-O Psychology Constructs for Evaluating Leadership Candidates

Selecting a proper CEO demands an assessment of personality traits as well as mental ability. The Hogan Personality Inventory (HPI) and Wechsler Adult Intelligence Scale – Fourth Edition (WAIS-IV) are widely utilized measures to screen candidates. While the HPI assesses personality dimensions and occupational profiles, which uncover insight into behavior and compatibility for the leadership role, the WAIS-IV establishes intelligence and mental ability and makes projections about future performance and behavior (Psychological Testing: Wechsler Adult Intelligence Scale, 2019).

While both tests are helpful, they both have strengths and limitations. The HPI is highly reliable and cost-effective but has to be used in conjunction with other instruments in the selection process to make an overall evaluation (Ng & Sears, 2010). The WAIS-IV, however, is a valid predictor of good behavior and achievement but is biased against minorities (Ng & Sears, 2010). Hence, the selection process is improved by a multi-dimensional method through the use of different instruments.

Analyzing a Process for Changing Organizational Culture from an Ethical Standpoint

Evaluating a Process for Organizational Culture Change from an Ethical Perspective

Resolution of ethical and legal dilemmas within an organization requires a structured change strategy. The Competing Values Framework gives a holistic model, examining leadership behavior and organizational culture. Having the awareness of four different cultures—family, adhocracy, hierarchy, and market—organizations are capable of determining areas of transformation and establishing a balanced culture leading to success (Cameron & Quinn, 2011).

It is difficult to implement the Competing Values Framework, and such challenges are time-consuming in introducing cultural change as well as resistance from employees (Madsen, 2018). Hiring external consultants and encouraging open communication assists in counteracting such challenges, leading to easier implementation of cultural changes based on ethical principles.

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

Implementing I-O Psychology Tools and Methods to Develop a Job Description

Developing a job description for the CEO position demands a close understanding of organizational needs and desired qualifications. Utilizing resources such as the Society for Human Resource Management (SHRM) offers a structured process, such as job performance analysis, defining functions, and structuring organizational data (SHRM, n.d.).

Combining this information creates an in-depth job description, qualifications, and duties needed. Combining the job description with the organizational mission and values best allows the recruitment process to recognize staff who can generate ethical and sustainable change in the organization.

PSY FPX 8740 Assessment 4:Conclusion

In conclusion, addressing ethical and legal problems in organizations requires a multi-pronged approach, benefitting from knowledge and methods derived from the field of industrial-organizational psychology. From the utilization of assessment tools, cultural inquiry models, and systematic methods of job description development, organizations can effectively navigate change efforts while fostering ethical leadership and responsible actions.

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