PSY FPX 6740 Assessment 4 Planning

Student Name

Capella University

PSY FPX 6740 Industrial/Organizational Psychology Practices in Personnel and Human Resource Management

Prof. Name

Date

Introduction

We are going to examine the processes that ensure an organization has sufficient leadership talent to manage and provide direction. In recent years, the cost of inadequate senior leadership has been apparent. This may result from a lack of specific organizational values, leading to failure to meet expectations and negative publicity. We will explore various methods, tests, and theories to identify and develop leaders. However, the initial step involves establishing the absence of systemic issues within the organization.

Analyzing Methods

We will analyze five methods of organizational change:

Method	Description
Strategic Change	Strategic change, also known as teleology, involves planned changes aimed at achieving goals, enhancing competitive advantage, or responding to market opportunities/threats. This includes alterations to policies, structures, or processes, typically initiated by upper management.
People-centric Change	People-centric change focuses on employees, encompassing policies like extended PTO and hiring initiatives. These changes can be met with resistance, necessitating transparency, effective communication, and empathetic leadership for success.
Structural Change	Structural changes occur due to internal or external factors, leading to major shifts in management, team organization, and job responsibilities. Mergers, layoffs, and market shifts are common catalysts, directly impacting employees.
Technological Change	Technological changes follow market trends, constantly evolving. However, rapid changes may result in inadequate training, posing challenges for employees.
Unplanned Change	Unplanned changes, like the shift to remote work during quarantine, are unforeseen. Effective change management is crucial in handling such changes.

PSY FPX 6740 Assessment 4 Planning

Comparison

Comparing structured interviews, personality tests, and knowledge tests. Structured interviews ensure fairness by posing the same questions to all candidates. Personality tests identify strengths and weaknesses, but may bias perceptions. Knowledge tests assess candidates’ job-specific skills, offering accurate insights into their abilities (Cascio & Aguinis, 2011).

Applying I-O Tools

In addition to interviews and tests, implementing surveys can gather feedback on leadership qualities, post-interview experiences, and onboarding processes. Surveys provide continuous feedback, fostering honesty without face-to-face interaction.

Process for Organizational Changes

The process involves proactive planning for potential changes, ensuring backups for every position, and maintaining a culture of adaptability to minimize disruptions.

Conclusion

As an I-O psychologist, recruiting and identifying effective organizational processes are crucial functions. Having a solid foundation, ethical leadership, and adaptable processes are vital for success. Being prepared for change is imperative, as it is inevitable.

References

Cascio, W., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). Prentice Hall.

Seashore, S., Lawler, E., Mirvis, P., & Cammann, C. (1983). Assessing organizational change: A guide to methods, measures, and practices. John Wiley & Sons Inc.