ETHICAL ISSUES IN PSYCHOLOGY

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Topic: Benchmark – Dual Relationships Case Study

Research Psychologist A has been conducting a study with human subjects for nearly a year. As a result, A has come to know Participant M quite well. The study is taking longer than expected, and some of the participants are leaving the study. Because of the nature of the working relationship with the participants, Research Psychologist A and Participant M have become interested in an intimate relationship. Since neither one wants to jeopardize the progress of the study, they agree to retain only a professional relationship for the duration of the study, and then to pursue an intimate relationship once the study is completed and the results have been published.

In this assignment, you will address the ethical issues of this case and will present options for resolving the ethical conflict. You will be required to consider individual perceptions as well as the needs, potential, and motivation of the involved parties when positing your resolution.

General Requirements:

Use the following information to ensure successful completion of the assignment:

· Review the 2010 APA Ethics Code.

· Refer to Pope, K. S. (n.d.). Dual relationships, multiple relationships, & boundary decisions in the course materials for this topic.

· In addition to those listed in the assignment directions, this assignment benchmarks the following writing competencies: C7.1: Produce scholarly academic writing and C7.2: Demonstrate written logic, argument, and persuasiveness.

· Doctoral learners are required to use APA style for their writing assignments.

· You are required to submit this assignment to LopesWrite.

Directions:

Write a paper (1,750-2,000 words) in which you do the following:

1. Describe the ethical conflict in the scenario above.

2. Describe the options for resolving the ethical conflict including the interpersonal perceptions and other considerations that influence the options. (Benchmarks: Relationships, Spirit and Self-Discovery C8.2: Evaluate changes in one’s ability to be perceptive of others.)

3. Identify the preferred option for resolving the conflict, and explain why it is the best option. How does this option address the needs, potential, and motivations of the involved parties? (Benchmarks: Relationships, Spirit and Self-Discovery C8.3: Synthesize the potential and motivations of self and others.)

4. Propose steps Research Psychologist A should take to avoid a similar situation in the future.

Study Materials

1. Decoding the Ethics Code: A Practical Guide for Psychologists: Chapters 6, 8, and 13.

a. URL:

b. http://gcumedia.com/digital-resources/sage/2016/decoding-the-ethics-code_a-practical-guide-for-psychologists_ebook_4e.php

2. The Dual Relationship – The Neophyte Dilemma

a. Howells, K. (2014). The dual relationship – The Neophyte dilemma. Sport & Exercise Psychology Review, 10(3), 87-90.

b. URL:

c. https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=s3h&AN=97467364&site=eds-live&scope=site

3. Ethical Principles of Psychologists and Code of Conduct: Including 2010 Amendments

a. Standard 1,” “Standard 3,” “Standard 5,” “Standard 8,” and “Standard 10.”

b. American Psychological Association. (2010). Ethical principles of psychologists and code of conduct: Including 2010 amendments. Washington, DC: Author.

c. URL: http://www.apa.org/ethics/code/index.aspx#

4. Dual Relationships, Multiple Relationships, & Boundary Decisions

a. Pope, K. S. (n.d.). Dual relationships, multiple relationships, & boundary decisions.

b. URL: https://kspope.com/dual/index.php

Assignment: Annotation Of A Quantitative Research Article ($20)

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This week, you will submit the annotation of a quantitative research article (ATTACHED) on a topic of your interest (Organizational Culture and production).  Quasi-experimental, casual comparative, correlational, pretest–posttest, or true experimental are examples of types of research designs used in quantitative research.

An annotation consists of three separate paragraphs that cover three respective components: summary, analysis, and application. These three components convey the relevance and value of the source. As such, an annotation demonstrates your critical thinking about, and authority on, the source.

An annotated bibliography is a document containing selected sources accompanied by a respective annotation of each source. In preparation fo

How organizational culture and leadership style affect employees’

performance of genders Bassem E. Maamari

Department of Management Studies, Lebanese American University, Beirut, Lebanon, and

Adel Saheb Adnan Kassar School of Business, Lebanese American University,

Beirut, Lebanon

Abstract Purpose – This paper aims to highlight the importance of organizational culture on the leader’s style and the effect of the chosen leadership style on the team’s performance. It surveys a strata of leaders from the Middle East in the current turbulent environment.

Design/methodology/approach – A research paper based on a quantitative data collection in the service sector from a large number of stratified sampled firms and respondents. Findings – The cross-sectional data from 40 service companies reveal some interesting results highlighting the interrelationships between these three variables. The findings suggest that managers need to build on this concept finding in providing further training and development of employees’ skills in addition to an organizational culture of acceptance, adaptation and diversity. Research limitations/implications – Electing to use a specific set of criteria in sampling might have resulted in eliminating a meaningful different direction in the results. Moreover, the size of the survey tool limited the number of variables to test with the study. Practical implications – A number of implications are worthy of mention. First, devising reward programmes that are fairly attractive to both genders independently of each other should be a managerial priority, along with the creation and development of strong organizational cultures. Social implications – Finally, a coupled performance and organizational culture of efficiency at the workplace, if not paralleled with a proper leadership style that fosters positive results, will only result in partial improvements in the big organizational picture, resulting in the persistence of the old prejudice and discrimination along the gender and age lines. Originality/value – The study examines a suggested model in a new environment that is known to be deeply rooted in old-fashioned paternalistic managerial behaviour, and where change, if occurring, is extremely slow to introduce.

Keywords Performance, Leadership style, Organizational culture, Gender

Paper type Research paper

1. Introduction The contemporary integration of female workers into the Lebanese workplace has pulled the attention of the organizations towards the need of amendment to embrace this evolution. Due to the importance of employees’ fit to their commitment towards the organization (Behery and Paton, 2008), organizational culture is established from the inception phase in the life of any organization. It develops over time to reach a level of pervasiveness and deployment, making it one of the most challenging factors to change at a later point. With

IJOA 26,4

630

Received 10 April 2017 Revised 11 September 2017 20 October 2017 Accepted 22 October 2017

International Journal of Organizational Analysis Vol. 26 No. 4, 2018 pp. 630-651 © EmeraldPublishingLimited 1934-8835 DOI 10.1108/IJOA-04-2017-1151

The current issue and full text archive of this journal is available on Emerald Insight at: www.emeraldinsight.com/1934-8835.htm

 

http://dx.doi.org/10.1108/IJOA-04-2017-1151

 

the advent multi-fold increased influx of women in the twentieth century to the workforce (Igbaria and Baroudi, 1995), the importance of the culture lies in its setting the framework for a number of variables in the organization, including performance standards, attitudes (efficiency and/or effectiveness) and norms of behaviour. These in turn limit the contribution of the lower level leaders and managers that attempt to apply randomly different styles of leadership, whether transactional or transformational, to this setting where the norms are already pre-set. Therefore, this study is seeking to investigate the existence of statistically significant effect of organizational culture on performance of both genders and whether leadership style can or does mediate this relationship.

The organizational culture presents by itself as both an organizational strength as well as a barrier to development. Its effect may vary between improving efficiency and performance and hindering the workflow processes. Whereas leadership sets the rules of the game of how employees relate to each other and to managers, its outcomes provide value to the firm in terms of commitment, loyalty and dedication of the team members towards their colleagues, respective teams and their leaders. In this organizational setting, in a context where research concerning consequence and significance of the organizational culture and leadership style on performance is extremely limited in Lebanon, testing the proposed model earns a higher interest in the managerial circles.

This manuscript is organized into four sections, namely, a review of the available scholarly literature, followed by the methods used in the study, then the results and their analysis to draw some managerial implications and conclusions.

2. Literature review Dwelling into the managerial world, and seeing the importance that operational teams dedicate to performance and the ensuing outcomes, clears the picture for researchers. The compression of operating costs in a globalized business environment where the firm seeks to satisfy an ever-changing demand within a highly competitive market, forces the today’s organizations to overlook certain factors. Among these are the effects of organizational culture and leadership style on performance. The following presents a glance at the scholarly literature on the topics at hand, beginning by organizational culture, followed by leadership style then performance and the relationship between these factors.

2.1 Organizational culture Organizational culture or corporate culture is the set of values, beliefs and way of doing things in an organization. It defines the ambiance in which an employee is working and how he/she should behave to achieve his/her duties (Mgbere, 2009), and his/her awareness of what is occurring in the organizational environment (Hofstede, 2011). It has also an impact on decision-making, level of authority and agency theory in organizations (Childe et al., 2016). Therefore, this aspect of the organization has become widely important and interesting to measure its abilities to innovate and adapt to the change of the cultures and how it affects its performance (Mgbere, 2009). The national and societal culture of the country affects organizational culture (Hofstede, 2011). According to Hofstede’s and Trompeneaars’ Model, there are measurable dimensions for the society’s culture that can influence and shape individuals’ values and norms who are the founders, employees and customers of the organizations. Values represent the corner stone and the supreme part of organizational culture (Hogan and Coote, 2014). But at the gender level, this performance is reported to vary largely, despite the many attempts to provide for equal opportunity. The explanation could be referred to the discriminatory prevailing attitude at the human capital level (Glass and Cook, 2016; Sidani, 2016; Salloum et al., 2016; Tlaiss and Kauser, 2011;

Employees’ performance of

genders

r your own future research, an annotated bibliography provides a background for understanding a portion of the existing literature on a particular topic. It is also a useful first step in gathering sources in preparation for writing a subsequent literature review as part of a dissertation.

Please review the assignment instructions below and click on the underlined words for information about how to craft each component of an annotation.

It is recommended that you use the grading rubric as a self-evaluation tool before submitting your assignment.

By Day 7

  • Annotate      one quantitative research article from a peer-reviewed journal on a topic      of your interest.
  • Provide      the reference      list entry for this article in APA Style followed by a      three-paragraph annotation that includes:
    • A summary
    • An analysis
    • An application as       illustrated in this example
  • Format      your annotation in Times New Roman, 12-point font, double-spaced. A      separate References list page is not needed for this assignment.
  • Submit your      annotation.

]Maamari, B. E., & Saheb, A. (2018). How organizational culture and leadership style affect employees’ performance of genders. International Journal of Organizational Analysis, 26(4), 630–651. https://doi-org.ezp.waldenulibrary.org/10.1108/IJOA-04-2017-1151

Assignment SPSS

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To prepare for this Assignment:

  • Review the Learning Resources and the media programs related to t tests.
  • For  additional support, review the Skill Builder: Research  Design and Statistical Design and the Skill Builder: Hypothesis Testing for  Independent Samples t-test, which you can find by navigating  back to your Blackboard Course Home Page. From there, locate the Skill Builder  link in the left navigation pane.
  • Also, review the t test scenarios found in this week’s Learning Resources and consider the three different approaches of t tests:
    • Independent sample t test
    • Paired sample t test
    • One sample t test
  • Based on each of the three research scenarios provided, open the High School Longitudinal Study dataset or the Afrobarometer dataset from this week’s Learning Resources using SPSS software, then choose and run the appropriate t test.
  • Once you perform your t test analyses, review Chapter 11 of the Wagner text to understand how to copy and paste your output into your Word document.

For this Assignment:

Write a 2- to 3-paragraph analysis of your t test results for each research scenario and include the SPSS syntax and output.  Do not forget to evaluate if the t test assumptions are met, justify the selection of type of t test, and report the effect size. Based on your results, provide an explanation of what the implications of social change might be.

Use proper APA format, citations, and referencing for your analysis, research questions, and output.

Operant Conditioning (Worth 30 Points)

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Operant Conditioning (Worth 30 Points)

The purpose of this writing assignment is to apply critical thinking skills to conduct a real-life application of operant conditioning.

Learning Objectives 3c and 5c

Select a target behavior that you would like to strengthen in a person or animal in which you have daily contact. For example, you may choose to have your child pick up his/her toys more often; try to get more hugs from your significant other; train a dog to sit on command, etc.  Try to avoid selecting a target behavior you would like to weaken, which would require the use of positive punishment (punishment by application) or negative punishment (punishment by removal).

Step 1 Written Portion: State your target behavior. If you choose a target behavior in an animal, include the animal’s name, age, gender, and breed.  If you choose a target behavior in a person, include his or her first name, age, and relationship to you (such as a friend, co-worker, child, or significant other).

Once you have decided on a target behavior, collect data over the next day to find out how often the target behavior occurs without your guidance or reinforcement. In other words, just observe and count the times the target behavior occurs on its own. For example, if you choose the following target behavior: Teaching your dog how to roll over on command, then you would give the roll over command and count the times the dog rolls over (without your interference or guidance). This data is called the baseline frequency.

Step 2 Written Portion:  State your baseline frequency data. Describe your data collection, including the number of hours observed, where you observed the target behavior, and any other relevant information. Also, report any biases that may be introduced in your baseline frequency data collection. For instance, if you are doing your baseline frequency count on the number of times your dog sits on command, and you observe your pet during an obedience class, a bias will be introduced.

*Please note*: A baseline frequency of one day will implement a bias in your study. Report the bias, stating that a baseline frequency observed and recorded over several days may produce a more valid and reliable record of the target behavior.

On the next day, begin the process of operant conditioning. The first time the target behavior occurs; reinforce it with a behavior that you believe has meaning to the person/animal. Think through your operant conditioning terms. For instance, if the target behavior occurs, and you respond with “Great Job,” your compliment is positive reinforcement with a secondary/conditioned reinforcer, which increases the likelihood the target behavior will occur again.

If the baseline frequency is 0, in other words, if the target behavior does not occur on its own, then you will need to employ the technique of shaping.

Step 3 Written Portion: Write a paragraph reporting the number of times the target behavior occurred during the operant conditioning phase.  Explain why you think the target behavior increased, decreased, or stayed the same.  Use your operant conditioning terms to describe what you did, including your use of primary or secondary/conditioned reinforcers of positive reinforcement.  Also, explain if and how you used escape or avoidance conditioning of negative reinforcement. In addition, identify if you stayed with one type of effective reinforcer or if you used many.  Also, if you used shaping because the target behavior did not occur on its own, discuss how you applied shaping. Lastly, describe what you may have done differently, and report any conclusions you may have about your operant conditioning efforts.