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Write a 5-page proposal analyzing and recommending a process for organizational change that might address the ethical and legal problems that have plagued a financial services firm.
For this assessment, in a 5-page proposal you will analyze and recommend a process for organizational change that could address the ethical and legal problems that have plagued a ï¬nancial services ï¬rm.
We have recently seen instances in which senior executives, managers, and other employees have cost organizations millions of dollars due to their behaviors. Many organizations, such as Texaco, Enron, Denny’s, and Boeing, have been in the news in a negative way. Lack of speciï¬c organizational values may have resulted in a failure to perform to expectations. This assessment examines the processes of ensuring that an organization has suï¬ƒcient leadership talent to manage and provide direction for the organization. It is useful to consider this through the lens of systems theory.
Many organizations have set up systems and methods and use various tests and instruments, to assist in identifying and developing their leaders. These systems and techniques are very often a result of long-term development eï¬€orts on the part of psychological practitioners. However, even the most robust of employee evaluation methods and procedures are ineffective if they are created in an environment or culture with systemic problems, or where the stated desired characteristics of a job descriiption are not truly valued.
Workforce planning is the systematic process of identifying human capital requirements to meet organizational goals and developing the appropriate strategies to meet these requirements (United States Office of Personnel Management, n.d.). Workforce planning is the appropriate strategic view of the needs of the organization in response to anticipated market changes, overall organizational strategy, and unanticipated personnel moves. Workforce planning should intentionally establish the types of individuals with the appropriate skills and attitudes to sustain an organization’s strategy, whether that strategy is growth or stability.
Organizations might want to establish a strategy of promoting from within, or a strategy of going outside the organization to help diversify its workforce. Personnel selection is the opportunity for an organization to specifically identify the types of individuals with the appropriate skills and attributes to help the organization. Personnel selection is also an opportunity to ensure person-organization ï¬t that is not only optimal for the organization, but mutually beneï¬cial.
The question then becomes: how does a psychological practitioner support workforce planning and personnel selection? From planning to selection, the psychological practitioner should be an integral part of the planning and organizational strategy team. The psychological practitioner’s awareness of how to establish instruments to select the appropriate individuals is crucial in executing the overall workforce plan.
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.
As you search the literature of the field, what can you surmise regarding the implications of person-organization fit?
How might careful assessment during the personnel selection process benefit an organization and its HRM, in terms of productivity and in minimizing turnover?
What negative consequences might be engendered if selection methods do not take into account person-organization fit, from not only the organization’s standpoint, but also from the prospective employee’s standpoint?
United States Office of Personnel Management. (n.d.). OPM’s workforce planning model. https://www.opm.gov/policy-data-oversight/human-capital-management/reference-materials/strategic-alignment/workforceplanning.pdf.
Overview and Deliverable
Insert yourself into the role of an I-O psychologist for a financial services firm that has just been investigated by the Securities and Exchange Commission. The investigation ultimately led to the dismissal of your chief executive oï¬ƒcer (CEO) for ethical and legal violations.
You will prepare a 5-page proposal that analyzes and recommends an organizational change process to address ethical and legal problems of this financial services firm.
In your proposal, address these requirements:
Analyze a method you would use to identify both the micro (individual) and macro (systemic) issues that may have interacted to foster an organizational culture and climate in which this sort of ethical lapse could occur. Support your evaluation with I-O psychology peer-reviewed journal articles and real-world examples.
Compare two instruments, or other assessment methods, that your organization might use for selecting a new CEO. Provide a balanced view of both the pros and cons of the chosen instruments, and support their validity for this purpose. Your chosen instruments could measure the following (or related) constructs:
Personality and individual differences.
Apply I-O psychology tools and methods to create a CEO job descriiption that reflects the organizational changes that must occur. Concentrate on general leadership and ethical qualities, rather than the day-to-day skills required to run a financial firm.
Analyze a process for organizational change that could address the ethical and legal problems that have plagued the firm. Keep in mind that an I-O psychologist would also need to know when to recommend a multidisciplinary, team approach to address certain specialized areas (such as legal areas). What are the challenges to getting this change initiative and process developed and implemented?
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: 8â€“10 peer-reviewed resources.
By successfully completing this assessment, you will demonstrate your proï¬ciency in the following course competencies and assessment criteria:
Competency 2: Analyze the foundational models, concepts, and practices of personnel and human resource management.
Analyze a method for appraising an organization’s ethical culture.
Competency 3: Analyze the psychological tools, methods, and practices typically used in personnel and human resource management.
Compare I-O psychology constructs used in evaluating leadership candidates.
Analyze a process for changing organizational culture, from an ethical standpoint.
Apply I-O psychology tools and methods to create a job descriiption.
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.