The I/O psychology practitioner needs to understand ethical concerns; be familiar with the APA code of ethics and other codes of ethics by which he or she is bound (depending on his or her professional memberships); and consider the organization’s own ethics guidelines. Ethical issues that are inherent in human resource systems should be identified, and I/O practitioners should develop protocols to mitigate these transgressions.

View the case study presented in Ethical Challenge: Scenario 5 (linked in the Resources http://media.capella.edu/CourseMedia/ORD5050/ethic…), which details the ethical quandary faced by I/O psychologists. Then discuss the following:

• What sources should be consulted to provide ethical guidance in this situation?
• Analyze the advice given to you by your MacDonald Pfeiffer colleague in the case study. What psychology theory, research, or model might you use for guidance?
• Describe a course of action that would uphold your ethical, legal, and contractual obligations. How you would use ethical decision making to resolve any conflict between them, should one arise? For example, it is possible some practices that are acceptable in the business world might not be in compliance with the APA code of ethics?
• ETHICAL CHALLENGE: SCENARIO 5
• You work for MacDonald Pfeiffer, a large consulting firm, and are currently contracted to do some team building with PurpleSky, Inc. In the course of diagnosing the situation, you realize that there is an issue related to poor communication and questionable leadership on the part of the CEO who has contracted with you.Review the opinions of the individuals below, then return to the discussion activity to share your thoughts on the most ethical way to handle the situation.Employee at PurpleSky
  I heard that you’ve been brought in to work on teambuilding. I don’t think you know what is really going on here. You wouldn’t believe the mixed messages we get from the management team. I mean, take a look at these two emails. They have totally different goals for the same project. They just donít walk the talk and half the time decisions simply donít make sense. We really think this whole team building thing is a joke and a cruel one at that. You know what they say when a fish stinks, it starts with the head. Manager at PurpleSky
  The management team is pretty good, but I think the company can do better. Donít ever say that I said this, but the old manóI mean the CEOóis a real pain in the butt. He talks about employee empowerment and all that stuff but heís really a complete autocratómy way or the highway. Team building may help but itís really nothing to do with the real problem which is the way he runs this company. Youíre wasting your time on this. No one will ever admit what the real problem is, or heíll fire them. Itís that simple. Colleague at MacDonald Pfeiffer
  Look, just keep this information to yourself and proceed with the teambuilding. The CEO has made it clear that he wants to address problems with the staff. I know itís frustrating and it wouldnít have been your recommendation. But, you know what they sayóthe customer is always right. Besides, maybe the teambuilding intervention will end up addressing leadership issue as well. If you say anything heíll probably fire you and just get someone else to do this anyway.
  CREDITS
  Subject Matter Expert:April Boyington WallInstructional Design:Sarah HoeggerInteractive Design:Alyssa Wilcox, Pat LapinskiProject Management:Karen DoddVoice Talent:Patty Matthews, Scot Combs, Joe AndersonImage Credits:©iStock Photohttps://www.apa.org/ethics/code/indexhttps://www.shrm.org/about-shrm/Pages/code-of-ethi…https://www.siop.org/Research-Publications/TIP/bac…