DQs and responses




This requires a substantive, referenced written response with a minimum of 250 words per DQ. as well as reading the writings of other students and responding to at least their primary postings. Additionally, you must read the writings of all other students and respond in a substantive way to at least two of their primary postings. Your responses should contribute scholarly to the discussion by challenging a position, providing additional support, or taking the debate in a new but reasonable direction.

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All DQ responses to be supported by current research, i.e. journal articles published within the last 10 years.

In your DQ responses, do not use recently published journal articles for support; using articles I provide as additional readings do not count toward this requirement. An additional twenty points will be deducted from your weekly points if sources are not properly cited. These sources should be integrated into your response, not simply placed in a sentence within the response.


DQ #1

Read Blanton (2014); Johnson, Barnett, Elman, Forrest and Kaslow (2012); and Knapp (2003). What additional considerations do these authors recommend for I/O practitioners regarding their ethical responsibilities? Which codes of conduct actually apply to I/O practitioners? How can you ensure you adhere to the appropriate ethical codes of conduct?

Blanton, J. S. (2014). Supervision practices in consulting and industrial-organizational psychology doctoral programs and consulting firms. Consulting Psychology Journal: Practice and Research, 66(1), 53-76. doi:http://dx.doi.org.uiwtx.idm.oclc.org/10.1037/a0035…

Johnson, W. B., Barnett, J. E., Elman, N. S., Forrest, L., & Kaslow, N. J. (2012). The competent community: Toward a vital reformulation of professional ethics. American Psychologist67(7), 557-569. doi:10.1037/a0027206

Knapp, D. J. (2003). The ethical practice of I-O psychology. The Industrial-Organizational Psychologist40(4), 164-165.

DQ #2

Ryan and Tippins (2010) addressed the challenges practitioners face with global assessments such as validation, cultural differences, country-specific legal issues, measurement equivalence, and the impact of culture. Given these challenges, what can you do to ensure you remain responsive to these multi-cultural issues with global companies?

Ryan, A. M., & Tippins, N. T. (2010). Global applications of assessment. In J. C. Scott & D. H. Reynolds (Eds.), Handbook of Workplace Assessment (pp. 577-606). San Francisco, CA: Jossey-Bass.

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