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Ethical and Legal Aspects of I-O Psychology Paper instructions and guidance

Address the ethical and legal quandaries faced by I-O psychologists in the form of a conference lecture to other HRM professionals. Submit a 5-page transcript for your lecture.
For this assessment, you will address the ethical and legal quandaries faced by I-O psychologists in the form of a conference lecture to other HRM professionals. You will submit a five-page transcript for your lecture.
The psychological practitioner needs to understand the legal issues and ethical concerns that impact an organization’s bottom line. Ethical issues that are inherent in human resource systems should be identified, and protocols should be developed to mitigate transgressions.
I-O psychologists must consider various levels of regulation and ethical standards, including those of their profession as well as those of the organization’s industry or field. The requirements that these standards and regulations impose often shape the culture of an organization and the ethical issues it may encounter.
The psychological practitioner in human resources must be thoroughly aware of all legal and regulatory decisions that affect the practice of I-O psychology. Failure to take these aspects into consideration could result in significant economic loss for organizations. Ultimately, it might cost the I-O psychologist his or her reputation.
Understanding what drives the ethics of individuals can help us better predict what will happen when individuals are faced with ethical dilemmas. Ultimately, values are what drive individuals to behave in specific ways. Since we cannot see into anyone’s head, we base our perception of someone’s values on his or her behavior. While this does delve a bit into the realm of social psychology, we have to remember that organizations are social entities.
The “O” side of I-O psychology research has much in common with social psychology. The scientist-practitioner aspect of I-O psychology makes it unique in that, whether studying individual-level or group-level behavior, the resultant knowledge is intended to serve as the basis for developing resultant, evidence-based application in the real (work) world. Individuals have to interact with others in an ethical and, unfortunately, sometimes unethical manner.
Everyone in the field of I-O psychology should become familiar with the APA ethics code, since most of it may apply to them as psychological practitioners. Practitioners should also maintain a network of peers who can provide advice and perspective when faced with an ethical dilemma. These dilemmas may be different from the ones faced in the therapeutic setting—especially issues related to networking and marketing with organizational clients in social settings. For those interested in this topic, a compilation of cases related to practicing psychology in organizations was put together by Lowman (1998), and the APA code of ethics can be viewed on the APA website.
To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.
Consider what you plan to present to the public and the business world as your primary professional identity after receiving your degree.
What are some areas you might need to investigate or consider further, in determining what you will (or will be allowed to) call yourself?
How will you describe the professional services you will offer to the public and prospective consultee organizations?
American Psychological Association (APA). (2018).
Lowman, R. L. (Ed.). (1998). The ethical practice of psychology in organizations. American Psychological  Association.
Ethical Challenge: Scenario 5. You will use this case scenario to complete Assessment 5, Ethical and Legal Aspects of I-O Psychology.
Overview and Deliverable
View the case study presented in the Ethical Challenge: Scenario 5 linked above, which details the ethical quandary faced by an HRM consultant. Put yourself in the position of an I-O psychologist who is guest-lecturing at a conference of HRM professionals. Suppose you have been asked to speak about your approach to addressing the ethical and legal quandaries posited by the case study.
Write a 5-page transcript for your lecture. Reference I-O psychology theory, law, or ethics codes to support your analysis, integrating at least two resources from SIOP and two resources from SHRM.
Include the following in your transcript:
Analyze the relevant ethical issues, using I-O theory. What sources should be consulted to provide guidance?
Critique the advice given to you by your MacDonald Pfeiffer colleague in the case study. What model or theory would you use for guidance?
Investigate confidentiality concerns presented in the scenario.
Analyze a course of action that upholds the ethical, legal, and contractual obligations of the consultant. Cite relevant I- O psychology and legal sources to support your analysis. Who might you consult for assistance?
Discuss ethical issues that you think might benefit from further research.
Additional Requirements
Written Communication: Written communication should be free of errors that detract from the overall message.
APA Formatting: Resources and in-text citations should be formatted according to current APA style and formatting.
Length: 5 pages in content length. Include a separate title page and a separate references page.
Font and Font Size: Times New Roman, 12-point, double-spaced.
Number of Resources: 8–10 peer-reviewed resources.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Analyze the psychological theories of personnel and human resource management.
Analyze relevant ethical issues presented in a case study.
Analyze a course of action for responding to an ethical and legal dilemma.
Competency 2: Analyze the foundational models, concepts, and practices of personnel and human resource management.
Integrate professional standards for ethics, to criticize an ethical position.
Discuss ethical issues that might benefit from further examination and research.
Competency 3: Analyze the psychological tools, methods, and practices typically used in personnel and human resource management.
Investigate the confidentiality concerns presented in a case study.
Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
Write coherently to support a central idea in appropriate format with correct grammar, usage, and mechanics.
Use the scoring guide to understand how your assessment will be evaluated.

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