Psychology ethical dilemma

Document Type:Coursework

Subject Area:Education

Document 1

In the context of applied industrial-organizational psychology practice, the professionalism view gets into view. Therefore, ethics get defined as what is appropriately moral when undertaking the work related activities and proper treatment of all organization stakeholders, partner organizations with their respective stakeholders, and other professionals. The practice is subject to duty-based morality that concerns with principles such as obligations and duties fulfilments, respecting people’s dignity and autonomy, keeping trust, and the quest for fairness and justice. The paper focuses on examining one of the most encountered ethical dilemma by the professionals in the field of industrial/organisation psychology applied practice and analyse different response alternatives. An ethical dilemma is unpredictable situation that presents a challenge by implicating one or more moral realities, and that, one has to take a specific direction that enhance the general well-being of others (Place 2019).

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Responses Integrity Psychologists get expected to behave in a manner that uphold truth and confidence of the organisation. One is duty bound to approve the usefulness of the interventions and concepts before recommending, avoid deceptions in their actions unless justified to maximise benefits and minimise harm. Such deceptions should get employed in situations which the professionals are aware of and can handle the consequences of the deception so applied. Integrity, Psychologists seek to promote accuracy, honesty, and truthfulness in the science, teaching, and practice of psychology (APA, 2010, General Principle para 4. Justice and Fairness Psychologists are equally expected to uphold fairness and justice in the course of undertaking their professional duties. For example, such data may drive to get inner thinking about job satisfaction or the general contentment with the prevailing work environment.

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However, keep the information as confidential as it can get used unfairly against them.   Ethical Issues The workplace responses by I/O psychologists get grounded upon the APA Ethics code (2010) as it guides professional behaviour. The following APA Ethics standards relates to the ethical problems faced by the I/O psychologists as described below:- I/O psychologists may often may face conflicting demands from an organisation in which they have an obligation. The professional are duty bound to analyse the conflict critically and ensure that they solve it in an ethical manner. By doing so, the psychologists must get the knowledge of the organisations policies and procedures. Competence. APA Ethics Code, (2010), Standard 2: Competence para 1. This ethical standard gives the psychologists the power to make rational decisions based the hold expertise “provide services, teach, and con-duct research with populations and in areas only within the boundaries of their competence, based on their education, training, supervised experience, consultation, study, or professional experience.

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” The I/O has the powers to make the organization aware that the request made is out of his or her competency of training or education. However, it subject the psychologist professional to an ethical dilemma of having the dual obligation between to serve the employer organisation request or to adhere to the APA Ethics code provisions of (APA, 2010, General Principle, para. ), protecting dignity and rights of the employees as using their job satisfactory data may cause severe harm to them. Response Implications Foreknowledge of someone to be harmed by a third party I/O Psychologist may be asked to take part in the designing of plans for far reaching reduction in force. However, the management is clear that the plans should remain covered from the employees who shall get affected by the changes until the deal get done.

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Notably, the possible adverse effects on the productivity remain to be the great concern of the senior management if the information leaks into the air earlier before the retrenchment takes effect.   Pressure to violate APA Ethics Code (2010), General Principles. Para. 6 The Industrial psychologist under pressure to violate the APA Ethics Code (2010), General Principles. Para. This general principle demands an I/O psychologists to “respect the dignity and worth of all people, and the rights of individuals to privacy, confidentiality, and self-determination. According to APA Ethics Code (2010), General Principles. Para. 5, gives the psychologists power to conduct sufficient and appropriate situation assessment and evaluations competently for fairness and justice for all persons. The option and the APA Ethics Code’s principle contributes in solving any conflict of interest that may arise between the professionals and organisation together with all the stakeholders.

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For instance, both the option and the principle help the I/O psychologist to balance between the employee and his personal interests by finding a balance ground with minimum risks while protecting bad intentions direct his or her professionalism. On the other hand, some professionals may work but strive to find a pivotal point between the benefits and possible harms.   The nature of the Dilemma Industrial/Organization psychologists always encounter different caliber of dilemma in line with the duty. The moral intensity and complexity displayed by an ethical dilemma may influence the direction of the decision. Place (2019), suggested that it is equally relevant to consider the number of moral values and principles that conflict as a result of an ethical dilemma.

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Also, examine sufficiently the moral philosophies arguments about the particular issue, nature, and extent of consequences of the taken decision, and parties involved. Also, the knowledge of building and execution of a plan for professional growth through employer organization evaluations and observations, application of available data, and the entire system priorities as follows (Guuzo 2015):-   Industrial/organizational psychologists should strive to seek for knowledge about applicable ethics of the American Psychological Association’s ethics code, reviewing the other Psychological Associations’ codes like Canadian, different literacy materials related to Industrial/Organizational Psychology’s ethics such as Society for Human Resource Management, and International Personnel Management ethics codes for adequate knowledge about the ethical standards.     I/O Psychologists need to get acquainted with the laws governing the state as well as federal regulations.

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For instance, the Civil Rights Acts of 1964 and 1991, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Uniform Guidelines on Employment Selection Procedures. The aforementioned statutory regulations enable an in-depth understanding of the employment practices in place. Besides, laws, and regulations on licensing psychologists for the basis for knowledge about provisions dealing with malpractice, confidentiality, and research issues. The I/O psychologist conduct an adequate evaluation of the available knowledge, the employer organization, and emerging world developments to improve the identified problem situation to prevent a dilemma. I/O psychologist conduct continuous performance appraisals of the above process to improve the moral sensitivity of any situation or actions that may amount to ethical conflict problem. This min-set helps the professionals to detect a potential problem before they occur and appropriately address them.

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