Analyze current I/O practices from a current or former workplace. In your analysis, you will create a comparison table, concept map, or mind map of each of the three I/O practices you chose.
Table of Contents
Introduction
To be a credible and effective I/O practitioner you must be able to interpret and engage in research methods and statistical analysis processes. What you learn is then applied to help address problems or concerns within an organization. The more grounded and experienced you are in research and statistical processes, the greater your professional credibility will become.
Scientific research in the field of I/O psychology is governed by guidelines and ethical standards. The analytic processes of the I/O profession (how we study, evaluate, and approach the challenges) rely on the use of a scientific process to produce valid, reliable evidence. To be credible and effective, the I/O practitioner must be able to interpret and engage in research methods and statistical analysis processes.
I/O practitioners are often asked to help address problems or concerns within an organization. One of the most important factors the I/O practitioner can contribute to resolving the issues successfully is credibility. This means that he or she must be counted on to behave ethically and professionally, use reliable and valid data, and convey what has been discovered about an organization objectively. The foundation of that credibility is in using an objective approach and scientific methods in an ethical practice.
The more grounded and experienced you are in research and statistical processes, the greater your professional credibility will become.
Ethics
The APA’s Ethical Principles of Psychologists and Code of Conduct is widely considered to be the foundational set of ethical guidelines for the profession of psychology. Observing a professional code of ethics is a start, but simply adhering to a code will not guarantee ethical behavior throughout an organization. Ethical issues are usually complex, and no policy can fully address every ethical challenge.
How will you make ethical decisions in your leadership as an I/O practitioner, consultant, or coach? Organizational leaders must share and promote awareness of organizational values and principles, and the practice of ethical decision-making processes. As an I/O psychology professional, you may find yourself working with business leaders and teams to build stronger ethical judgment, processes, and habits.
In order to refine your current understanding of professional ethics, and practice ethical decision-making, study some foundational articles on ethical decision-making practices. What professional values will you use as guidance in making difficult ethical decisions, as you grow as a professional in the field of psychology?
References
Fleishman, E. (1988). Some new frontiers in personnel selection research. Personnel Psychology, 41(4), 679701. doi:10.1111/j.1744-6570.1988.tb00647.x
Landy, F. J., & Conte, J. M. (2013). Work in the 21st century: An introduction to industrial and organizational psychology. McGraw Hill.
Preparation
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. 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 your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
- Analyze key points related to individual differences and assessment. Consider examples from the readings and studies in your evaluation.
- Determine how you would address individual differences in assessing candidates.
- What major obstacles should be considered?
- Why is it important to have ethical decision-making practices in place before these kinds of situations arise?
- What assessment tool (or combination of tools) would be valuable and appropriate for assessing individual differences in the workplace?
- What are the strengths and limitations of your selected assessment tool or combination of tools?
- Take the perspective of the I/O practitioner. What concerns might arise from the use of this tool or combination of tools?
- Consider the strengths and limitations of the four primary methods of collecting job analysis information: observation, interviews, critical incident identification and work diaries, and questionnaires or surveys.
Instructions
Write a proposal for an organization’s leadership to screen candidates for a specific job position, according to the following scenario:
Company T is a large global organization consisting of 5,000 employees in multiple locations worldwide. Assume you are responsible for creating a battery of tests to use in selection to hire a person for training and development. Some of the skills you want the candidate to have include critical thinking, active listening skills, good time management, problem solving, instruction skills, and cross-cultural knowledge.
For this training and development job position, select three standardized tests that would be useful in screening job candidates. Describe each test and include the psychometric data. Identify the job characteristic or skill that you think the test would support (if a validity study were conducted). Develop a structured interview that could be used along with the battery of tests to appropriately assess the candidates.
Use the Mental Measurements Yearbook database, the Health and Psychosocial Instruments database, or the PsycTESTS database to research tests to use for selection screening. Be sure to write your proposal in a professional manner, keeping in mind your audience.
In your proposal:
- Select a job position from within your organization and identify it as either industrial or organizational.
- Use the Mental Measurements Yearbook database and/or the Health and Psychosocial Instruments database to select three appropriate standardized tests for this job position.
- Describe each test and include the psychometric data and a reference for each test.
- Identify the job characteristics that you think the test would support (if a validity study were conducted).
- Develop a 15-question structured interview that could be used along with the battery of tests to appropriately assess individuals.
- Provide a reference supporting your approach to the structured interview.
- Explain how individual differences are evaluated in test interpretation.
- Explain the ethical and diversity standards and considerations for testing.
Additional Requirements
- Written communication: Written communication is free of errors that detract from the overall message.
- APA formatting: Resources and citations are formatted according to current APA guidelines for style and formatting.
- References: One reference for each test, and one reference for the interview approach.
- Microsoft Word: Prepare proposal with one-inch margins and appropriate headings. Double space your text (with no extra spaces).
- Font and font size: Times New Roman, 12 points.
- Length of proposal: 57 pages.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
- Competency 3: Analyze the tenets of ethical standards and diversity in the field of industrial and organizational psychology.
- Analyze the ethical and diversity standards and considerations for testing.
- Competency 4: Apply theory and research to different specialization areas within industrial and organizational psychology.
- Identify either an industrial or organizational job position for assessment.
- Analyze standardized tests, make appropriate selections, and explain the psychometric data and the job characteristics that each test supports.
- Develop a structured interview to complement the battery of tests and appropriately assess individuals for specific job characteristics.
- Analyze how individual differences are evaluated in test interpretation.
- Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
- Provide scholarly evidence and real-world examples to support decisions.
- Use current APA format and style.
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