Workplace Problems

A Britani Franklin, Kellie Johnson, Jennifer Vendura, & Rob Vendura PSY/435 August 7,2013 Carla Kuhiman I/O psychology and Work designate Problems Many individuals struggle with timbering over dieed on the job. Unbalanced change by reversalloads involve to several negative aspects that fanny hurt an organizations skill to function as a cohesive unit. In this analysis, team A impart occupy Kellies issue of feeling over plumped. Team A pass on then choose a look for regularity that entrust best solve the issue, while applying more specific methods to gain the cle arest out(a)line possible of the riddle at hand.Finally, Team A go out relate the good considerations that must be ilet ind in providing an applicable solution. Work cogitate Problem Unbalanced Workload- Kellie Speaks Working in one of the largest school districts in Colorado, one would think the communications department would be at the prime of the priority list when it comes to the number of people they wo uld render to keep those gears moving. organism a five-year veteran of the establishment, I put one across seen people come and go. I am what you call the utility player.I spend my day trying to presage out what everyone else needs to be happy. My technical job title is fellowship Relations Coordinator. I spend 40 to 50 hours a hebdomad supporting the public information officer and the community relations officer- linguistic context their meetings, filling their calendars, and reminding them of what they need to do and where they need to be. I need to provoke them look good. A great deal of my job consists of answering the peal for them and the super of Schools.These phone calls unremarkably are upset parents that want to conversation about why little Johnny didnt get into the especial(a) art class they requested or, did you realize there is 3 inches of black eye on the ground and why didnt we cancel school straightaway? I also shake up two videographers that I have t o charge out to shoots at locations t by means ofout our 900 mile district. We have over 84 schools. The Superintendent runs the district corresponding a Fortune 500 company. This can have its positives and negatives. I understand that having over 6,000 employees could compel an individual to run things like this- but ometimes it can also give birth it very impersonal. I am the only support mental faculty these people have. I do, however, get a 3o minute lunch that I usually take at my desk. This is usually a delicious frozen entree or leftovers of some sort that I bring from home. Even when I skip lunch I still cannot find enough time in the day to remove my tasks, which mearns they get pushed back to the next day. This can be very forbid as the tasks pile up. By the end of the week, sometimes I have more than I started with and I end up taking work home.For these reasons, my compositors case is relevant to the convey of I/O psychology brainsick workloads are not limited to my job and solutions to this will be welcomed by individuals in every employment sector. Analyzing the Issue Research Method(s) If Team A was composed of Industrial/Organizational psychologists, we would begin our analysis of Kellies work problem with a explore interview. Research questions can be prevalent or specific, but to ascertain a better understanding of the problem a specific question is of greater benefit (Spector, 2012).To this end, our look question would likely be What is causing employees to feel overburdened by an queasy workload? In this way, Team A has defined the objective of the study and identified the specific problem at issue (Spector, 2012). Our next mistreat is to decide what query method is most appropriate in addressing the issue. Although a thoroughly balanced study generally includes qualitative and valued research methods- with quantitative methods used to garner empirical support for qualitative findings- Team A will opt to employ only qual itative methods at this point (Mahoney Goertz, 2006).We must also take into trace that the issue will be perceived differently by employees, supervisors, and ourselves as the psychologists researching the issue (Stagner, 1982). Our research question has a high degree of subjeactivity what is considered too much work by one employee can be considered entirely manageable by another. For these reasons, Team A will use more than one method of qualitative research with the intention of r individuallying a realistic and applicable solution. Qualitative methods involve several mearns of studying organizational issues.Among these are information-based studies, case studies, interviews (Spector, 2012). Team A will begin by conducting structured oral interviews of employees and supervisors. In this way, we will begin to paint a long take to of the issue with the goal of identifying different employee perspectives to be reconciled through other research methods in the future (Rojon, McD owell, Saunders, 2011). Conducted face to face with supply members, Team A will pose specific questions in the interviews.Likely questions include What is your hourly wage or salary? How many hours per week do you work? What are your specific tasks and duties? Do you have support staff? Does your company have an employee break/lunch ppolicy and if so, is it enforced? Do you have one supervisor, or do you report to several? Do you feel you have adequate technological resources and/or support? How well do you get along with your fellow employees? How many, if any, tasks are left incomplete each day? Why are those tasks left unfinished?Although the above list of questions is hardly exhaustive, Team A will get an idea of the variable perspectives bound to be held by different employees in this manner. Following the battle array of interviews, Team A will attempt to interpret the results through electrical capacity analysis (an evaluation of the details and implications of the aans wers received) and thematic analysis in which go on themes among responses will be identified (Siop. org, 2013). Because Team A wants to get the clearest picture of the issue possible, observational research methods will also be used.Team A will rely on the participant observation method whereby we will become members of the workplace group by conforming to the collective refinement of the cohort. In this way, sharper insight will be gained into the cohorts methods, group and individual motivation, behavior, and emotions (Mahoney Goertz, 2006). This method has inherent problems Team A will try to avoid. For example, commentator bias can come into play events are often interpreted through the lens of an individuals anomalous experiences and are not always objective in relation to firmness problems.Team A is also aware of the problem of reaactivity- a phenomenon by which an observer inadvertently influences the environment he or she is observing (Ucdavis. edu, n. d. ). Team A ho pes that by utilizing structured oral interviews and participant observation enough data will be gathered in relation to the problem of an wild workload. The data gathered will then be subjected to more quantitative methods to garner empirical support for our findings (Mahoney Goertz, 2006). Tthroughout the process, Team A will repose cognizant of the ethical considerations to be taken into ccount. Ethical Considerations When considering the problem of wan workloads in the workplace, Team A came across some ethical considerations. agree to Industrial and Organization Psychology, there are six ethical codes an I/O psychologist must consider when researching an issue (Spector, 2012). These are competence, integrity, professional and scientific responsibility, respect for others and dignity, concern for others welfare, and social responsibility. Competence describes the work an I/O psychologist has the faculty to perform.Integrity describes that an I/O psychologist is fair and ho nest when he or she deals with others. Professional and scientific responsibility describes an I/O psychologists ability to maintain professional behavior. Respect for rights and dignity describes that an I/O psychologist respect the confidentiality of others privacy. Concern for others welfare describes an I/O psychologists attempt in doing others through professionalism. Social responsibility describes that an I/O psychologist uses his or her professionalism to benefit society (Spector, 2012).In studying these principals, Team A decided that the ethical considerations most important in this research case are competence, professional and scientific responsibility, and concern for others welfare. Competence in this research case is the most important ethical consideration. To begin, Team A has to make sure that they are all willing and able to carry out this study. In being competent, one shows that he or she is able and piece to carry out tasks necessary to complete and carry out the goal- which is in this case how to remedy an unbalanced workload in Kellies workplace.The befriend consideration, professional and scientific responsibility, is important because in researching this case it may be easy to gain biased opinions of views. It may be hard to extend unbiased and consider how the people being overworked can benefit from computing out how to give the people being underworked more tasks. Team A could easily gain a biased opinion of those not carrying their angle and slant the research unfairly. In remaining professional, all parties will be heard and spoken for, and professionalism can help to make sure that happens.The nett element, concern for others welfare, is the best way to describe how Team A can come to a conclusion in this case study. The main goal is to make life easier for those in the workplace. Team A believes that helping those who do not carry their weight mearns to show them the value of hard work and how they can continue this less on in life to better themselves. That is what this last ethical consideration entails. Team A, as professionals, commits to the ethical consideration of using their professionalism to help and better others.In this case study, the end goal is to help and improve others by taking some pressure off those who have been given gravid loads of work and giving more work to those individuals deemed underutilized. In conclusion, Kellie is hardly alone in feeling overworked on the job. Although Kellies story is a common one, solutions need to be found. In this analysis, Team A colligate in detail the ways in which Kellie feels overburdened at her place of employment. Team A then went on to choose qualitative research methods, including structured oral interviews and participant observation, to further analyze the issue.Finally, Team A highlighted specific ethical considerations- competence, professional and scientific responsibility, and concern for others welfare- to take into account whil e conducting research on the issue. References Mahoney, J. , Goertz, G. (2006). A tale of two cultures contrastive quantitative and qualitative research. Political Analysis, 14, 227-249. Rojon, C. , McDowell, A. , Saunders, M. N. (2011). On the experience of conducting a imperious review in industrial, work, and organizational psychology Yes, it is worthwhile.