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.

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 will comply with legal restrictions and regulations, as well as with the internal rules and policies of each particular organization.

Take the same case study into consideration, but look through an organizational culture lens. Imagine you are an I/O psychologist who has been hired to advise the HR leader. Even if employees are the primary source of discrimination, the employer is accountable if condoning behavior that facilitates a hostile work environment. As the HR leader of the organization, how should Jeff Ireland respond to hazing and harassing complaints put forth by Jonathan Martin and other employees?
Do you believe the creation of a training seminar would be an effective tool with respect to modifying the NFL culture of hazing and bullying? Explain why or why not.
Resources
• Clark, R., Kimbell, J., Philpot, D. & Terry, N. (2016). Hazing and bullying in the NFL. Journal of Business Cases and Applications (16) 1–19. This case study will be used to complete both discussions of this unit.
• Chapter 2, “The Law and Human Resource Management,” pages 13–38. Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). New York, NY: Prentice Hall.
• Appendix A, “Scientific and Legal Guidelines on Employee Selection Procedures, Checklists for Compliance,” pages 437–451.
• Onder, A., & Siegelheim, A. J. (2008). Corporate liability exposure and the potential risk of individual director liability resulting from employment-related decisions: An analysis of recent case law and recommendations on corporate governance. Labor Law Journal, 59(4), 297–317.
• Nga, E. S. W., & Sears, G. J. (2010). The effect of adverse impact in selection practices on organizational diversity: A field study. International Journal of Human Resource Management, 21(9), 1454–1471.
• United States Department of Justice. (n.d.). Information and technical assistance on the Americans with Disabilities Act. Retrieved from http://www.ada.gov/