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An I/O psychology practitioner working with HRM will need to work within the context of various restrictions and regulations, which may be either organization-specific or industry-specific or both

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An I/O psychology practitioner working with HRM will need to work within the context of various restrictions and regulations, which may be either organization-specific or industry-specific or both. Regardless of the regulations, an I/O psychology practitioner must be able to recommend effective strategies that will comply with legal restrictions and regulations, as well as with the internal rules and policies of each particular organization.

Take the same case study into consideration, but look through an organizational culture lens. Imagine you are an I/O psychologist who has been hired to advise the HR leader. Even if employees are the primary source of discrimination, the employer is accountable if condoning behavior that facilitates a hostile work environment. As the HR leader of the organization, how should Jeff Ireland respond to hazing and harassing complaints put forth by Jonathan Martin and other employees?

Do you believe the creation of a training seminar would be an effective tool with respect to modifying the NFL culture of hazing and bullying? Explain why or why not. 

Response Guidelines

Respond to two other learners. Your responses to other learners are expected to be (a) substantive in nature and to reference the assigned readings, as well as to (b) synthesize and cite peer-reviewed journal articles found in your search of the library's journal databases and other empirical and theoretical literature to support your views and writings.

Learning Components

This activity will help you achieve the following learning components:

• Identify potential ethical issues and resultant ethical decision making processes that may arise for psychology practitioners working with organizations and HRM.
• Compare and contrast tools and methods (performance appraisals, job descriptions) used in the workplace by psychological practitioners.
• Analyze the application of the APA Ethical Principles of Psychologists and Code of Conduct to psychological practices in HRM.
• Identify proactive policies and practices for legal and regulatory compliance.