PSY FPX 6740 Assessment 5 Ethical and Legal Aspects of I-O Psychology

Student Name

Capella University

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

Prof. Name

Date

Introduction

The first step in addressing any issue is to identify it. MacDonald Pfiffer has enlisted my help for conducting team building at Purple Sky, Inc. Through conversations with your colleagues, it’s evident that there are communication challenges and potential leadership issues. But before delving into these problems, it’s essential to revisit the ethical principles outlined by the American Psychological Association (APA).

APA Ethics Principles

Beneficence and nonmaleficence
Fidelity and Responsibility
Integrity
Justice
Respect for people’s rights and dignity (Ethical principles of psychologists and Code of Conduct, n.d.).

Maintaining ethical standards is crucial for effectively supporting our peers. Various tools like dilemma stimulus training cards, CAPE bingo, and resources available on the SIOP official website can facilitate open discussions (Blackman, n.d.). Additionally, understanding four main ethical theories—Teleology, Deontology, Relativism, and Virtue theory—can guide our actions. In organizational contexts, adhering to Deontology ensures consistency and fairness.

The Issue

Feedback from colleagues highlights communication breakdowns and problematic management practices, indicating underlying issues within the organizational culture. Moral awareness, individual and organizational, is fundamental (O’Reilly & Aquino, 2011). Ethical behavior demands addressing concerns and advocating for necessary changes, even if it means confronting established norms.

Analyzing Ethical Issue

Disregarding communication issues and focusing solely on employees, as instructed by senior leadership, perpetuates workplace inequality. This disregard, especially when it concerns gender, raises questions about fairness and respect. Gender inequality remains prevalent despite policies against it, often due to unconscious biases.

Gender Inequality

Addressing gender inequality necessitates acknowledging its existence and implementing targeted interventions such as training, scenario reenactments, and providing safe spaces for discussion (Dashper, 2019). Regular training for managers, performance evaluations, and forums for female employees can foster inclusivity and empower women in the workplace (Zhuzwayo, 2016).

Advice

While considering colleagues’ perspectives is valuable, decision-making should remain independent to effectively address organizational issues. Ensuring fairness across all levels aligns with the principle of justice. Upholding moral integrity is essential for preserving morale and fostering a healthy work environment.

Ideas for Resolution

Resolving gender inequality requires proactive measures, including awareness campaigns, training programs, and creating platforms for open dialogue. Managers play a pivotal role in promoting inclusivity and must undergo regular assessments and training to address biases effectively.

PSY FPX 6740 Assessment 5 Ethical and Legal Aspects of I-O Psychology

Confidentiality

Confidentiality is paramount in I-O psychology practice, as practitioners deal with sensitive employment-related issues. Adhering to the APA Ethics Code is essential, considering the unique ethical challenges posed by the application of I-O research in employment contexts (Cascio & Aguinis, 2011).

Conclusion

While HR and I-O practitioners share some overlaps, an impartial third party can provide objective insights and better serve stakeholders’ interests. Effective leadership and communication are pivotal for fostering a positive work environment. Initiating workshops and role-playing exercises can facilitate constructive dialogue and promote organizational growth.

References

Blackman, G. (n.d.). Committee for the advancement of professional ethics (CAPE). Retrieved from Society for Industrial and Organizational Psychology: https://www.siop.org/CareerCenter/Professional-Ethics.

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

Dashper. (2019). Challenging the gendered rhetoric of success? The limitations of women-only mentoring for tackling gender inequality in the workplace. Gender, Work, and Organization, 26(4), 541–557. https://doi.org/10.1111/gwao.12262.

Ethical principles of psychologists and Code of Conduct. (n.d.). Retrieved from American Psychological Association: https://www.apa.org/ethics/code.

O’Reilly, J., & Aquino, K. (2011). A Model of Third Parties’ Morally Motivated Responses to Mistreatment in Organizations. Academy of Management Review, 36(3), 526–543. https://doi.org/10.5465/amr.2009.0311.