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 comply with
legal restrictions and regulations, as well as with the internal rules and policies of each particular organization.
Imagine you are an I-O psychologist who has been hired to advise the HR leader in the case study, “Hazing
and Bullying in the NFL.” Even if employees are the primary source of discrimination, the employer is
accountable if condoning behavior that facilitates a hostile work environment. Let’s suppose that in your
conversations with the HR leader, you both agree that a training program will be an effective tool with respect
to modifying the NFL culture of hazing and bullying. You will write a write a report that lays out the training
needs and gaps, issues, and what the training intends to achieve. Your report should also include components
you believe this training needs to include and how its effectiveness will be measured over time.
Requirements
Using the case study, “Hazing and Bullying in the NFL,” write a professional assessment in which you:
Analyze the ethical or fairness issues presented in the case study.
Analyze important points from what you learned about the connection between workplace bullying and
performance, to determine what type of training intervention might be appropriate.
Analyze a training method you would use to further explore the training issues facing your chosen employee or
position. What would the desired outcomes be? List and explain at least 3.
Analyze an evaluation method you would employ, such as the Kirkpatrick Training Evaluation model, to monitor
the short- and long-term effectiveness of the training program.

Sample Solution

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