Increased corporate scandals due to unethical behaviours have led to the introduction of ethical code of conduct. Ethical code of conduct govern the behaviour of all employees within an organization or a given profession. The practise of Industrial/Organization psychology is governed by a set of ethics. In the course of their day to day practise, psychologists at large face a myriad of ethical issues and concerns. These are not limited to issues concerning confidentiality, application of multiple rater systems, dual relationships, and multiple relationships. It is with this background that this paper seeks to discuss ethical issues presented in X Corp Company. Further, this paper seeks to discuss the consequences of a development tool for selection purposes on validity, reliability, and employee attitudes. Lastly, this paper will shed more light on the steps that an I/O consultant would take while addressing the ethical issues presented in the X Corp`s case.
Ethical Issues Presented in the case of X Corp Company
There are various ethical issues presented in the case of X Corp Company. First and foremost is the issue of confidentiality. As a consultant, it is essential to maintain confidentiality of any information obtained from clients. Information regarding personality profiles, performance feedback, cognitive ability, and professional skills test results should only be shared with employees and trained development coaches. As such, the consultant should maintain a high level of confidentiality and ensure any information collected is availed to authorized individuals. Secondly, another ethical issue present in X Corp`s case is the issue of the probable uses of any assessment information obtained. The assessment centre developed at X Corp aims at increasing employees commitment and satisfaction. Therefore, it will be unethical to make any administrative decision relating to pay rise and promotions based on the assessment information. Thirdly, the fact that none of the assessments have been validated presents an ethical concern. Validation of any form of assessment is essential since it acts as a source of protection to the parties being assessed. It is, therefore, significance to validate the assessment.
Consequences of a Development Tool for Selection Purposes on Validity, Reliability, and Employee Attitude
Each and every employee value his or her own career development. An employee is likely to be more productive when he or she is motivated. As such, employers ought to think of development tools so as to increase employee commitment and work place engagement. This is because increased workplace engagement and employee commitment will enable an organization to perform better and thus gain a competitive advantage in the industry within which it operates. Therefore, employers through industrial psychologists and other consultants should consider the overall consequences on any development tool for selection purposes on validity, reliability, and employee attitude.
Validity, reliability, and employee attitude are essential since they determine the impact of any selected development tool. Developmental tools used by various organizations include 360-Degree feedback system, training and development, and coaching. There is a significant need to assess the validity, reliability, and employee attitude towards any development tool for selection purposes. For instance, in case an organization decides to adopt the 360-Degree review system, it is essential to assess its effectiveness. 360-degree review system is a formal process through which an individual receives numerous feedback from people whom he or she interacts with. It is necessary to appreciate the fact that these feedback could be both positive and negative depending on the relationship between the recipient and the raters. Nonetheless, the aim of the 360-degree review system is to improve ones productivity by pinpointing his or her strengths and weaknesses. Employees should thus be educated on the essence of the 360-degree review system. Before implementing a 360-degree review system, one has to assess the impact it will have on employees attitude. This is because some employees do not like being reviewed by their peers or even juniors. Additionally, employees should be encouraged to be accurate inorder to give reliable feedback over their fellow employees. Lastly, validation of such reviews is necessary as it determines how effective the developmental tool will be.
Steps that I would take as an Industrial/ Organizational Psychologists while addressing the Ethical Issues Presented in X Corp Company
Industrial psychologists face various ethical issues during their day to day operations. As aforementioned, the ethical concerns presented in X Corp include confidentiality issues, probable uses of assessment information collected, and validation of assessments. Each and every ethical issue can be addressed through various means. Therefore, as an I/O consultant, I would first start by addressing the ethical concerns over confidentiality. From the case, it is clear that the recently promoted employees want to access information that they are not entitled to. The assessment information should only be discussed between an employee and his or her respective trained developmental coach. As such, an employee should not have access to another employee`s information. I would, therefore, explain to all employees the need for maintaining the confidentiality. Moreover, I will keep and documented information under lock and key so as to ensure maximum safety. Secondly, in order to address the ethical concern over the probable misuse of assessment information collected, I will clearly explain the intention of collecting any personal information to employees. This will enable employees to provide any personal information without any form of fear. I will also ensure any information collected is used for the right purpose by allowing access to authorized individuals. I believe that this will reduce the chances of misuse of information by any individual. For instance, the recently promoted employees wanted to use the assessment information to make administrative decisions. This would be contrary to the intent of collecting personal information from employees. As such, by ensuring assessment information is availed to the right individual, chances of information misuse would be eliminated. Lastly, as an I/O consultant, I would ensure the validity and reliability of the assessments conducted. This is because employees need to be assured that assessments done are valid and reliable so as to increase their commitment and job satisfaction at large. As such, I will first seek assistance from other advisors on the impact of making crucial decisions based on any assessment information collected from an employee.
Conclusion
I/ O Consultants face numerous ethical issues and dilemmas in their course of practise. Therefore, it is necessary to protect all parties by following a stipulated code of ethics that govern psychologists. The ethical issues present in X Corp Company include confidentiality, probable use of assessment information, and validity of assessments. As a consultant, I would ensure any information collected from employees so as to maintain a high level of confidentiality. Additionally, I would ensure any collected information is used for the intended purpose.
References
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