Why is this an ethical dilemma?

Why is this an ethical dilemma? Which APA Ethical Principles help frame the nature of the dilemma?
How are APA Ethical Standards 1.08, 3.04, 3.05, 3.09, 7.04, 7.05, and 7.06 and the Hot Topics “Ethical Supervision of Trainees in Professional Psychology Programs” (Chapter 10) and “Multicultural Ethical Competence” (Chapter 5) relevant to this case? Which other standards might apply?
What are Dr. Vaji’s ethical alternatives for resolving this dilemma? Which alternative best reflects the Ethics Code aspirational principles and enforceable standards, legal standards, and obligations to stakeholders? Can you identify the ethical theory (discussed in Chapter 3) guiding your decision?
What steps should Dr. Vaji take to implement his decision and monitor its effect?

solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines,

Case 7. Handling Disparate

Information for Evaluating Trainees

Rashid Vaji, Ph.D., a member of the school psychology faculty at a midsize university,

serves as a faculty supervisor for students assigned to externships in schools. The

department has formalized a supervision and evaluation system for the extern program.

Students have weekly individual meetings with the faculty supervisor and

biweekly meetings with the on-site supervisor. The on-site supervisor writes a midyear

(December) and end of academic year (May) evaluation of each student. The

site evaluations are sent to Dr. Vaji, and he provides feedback based on the site and

his own supervisory evaluation to each student. The final grade (fail, low pass, pass,

high pass) is the responsibility of Dr. Vaji.

Dr. Vaji also teaches the Spring Semester graduate class on “Health Disparities in

Mental Health.” One of the course requirements is for students to write weekly

thought papers, in which they are required to take the perspective of therapy clients

from different ethnic groups in reaction to specific session topics. Leo Watson, a

second-year graduate student is one of Dr. Vaji’s externship supervisees. He is also

enrolled in the Health Disparities course. Leo’s thought papers often present

ethnic-minority adolescents as prone to violence and unable to “grasp” the insights

offered by school psychologists. In a classroom role-playing exercise, Leo “plays” an

ethnic-minority student client as slumping in the chair not understanding the psychologist

and giving angry retorts. In written comments on these thought papers

and class feedback, Dr. Vaji encourages Leo to incorporate more of the readings on

racial/ethnic discrimination and multicultural competence into his papers and to

provide more complex perspectives on clients.

One day during his office hours, three students from the class come to Dr. Vaji’s

office to complain about Leo’s behavior outside the classroom. They describe incidents

in which Leo uses derogatory ethnic labels to describe his externship clients

and brags about “putting one over” on his site supervisors by describing these clients

in “glowing” terms just to satisfy his supervisors’ “stupid liberal do-good”

attitudes. They also report an incident at a local bar at which Leo was seen harassing

an African American waitress using racial slurs.

After the students have left his office, Dr. Vaji reviews his midyear evaluation and

supervision notes on Leo and the midyear on-site supervisor’s report. In his own

evaluation report Dr. Vaji had written, “Leo often articulates a strong sense of duty

to help his ethnic minority students overcome past discrimination but needs additional

growth and supervision in applying a multicultural perspective into his

clinical work.” The on-site supervisor’s evaluation states that

Leo has a wonderful attitude towards his student clients . . . Unfortunately

evaluation of his treatment skills is limited because Leo has had less cases to

discuss than some of his peers since a larger than usual number of students

have stopped coming to their sessions with him.

It is the middle of the Spring Semester, and Dr. Vaji still has approximately 6

weeks of supervision left with Leo. The students’ complaints about Leo, while more

extreme, are consistent with what Dr. Vaji has observed in Leo’s class papers and

role-playing exercises. However, these complaints are very different from his presentation

during on-site supervision. If Leo has been intentionally deceiving both

supervisors, then he may be more ineffective or harmful as a therapist to his current

clients than either supervisor realized. In addition, purposeful attempts to deceive

the supervisors might indicate a personality disorder or lack of integrity that if left

unaddressed might be harmful to adolescent clients in the future.

Ethical Dilemma

Dr. Vaji would like to meet with Leo at minimum to discuss ways to retain adolescent

clients and to improve his multicultural treatment skills. He does not know

to what extent his conversation with Leo and final supervisory report should be

influenced by the information provided by the graduate students

 

Looking for a Similar Assignment? Order now and Get 10% Discount! Use Coupon Code “Newclient”

the ThomsonNOW Web site

Start with the partial model in the file IFM9 Ch07 P10 Build a Model.xls from the ThomsonNOW Web site. Cumberland […]

what’s my name?

chemisty 

.awasam-promo {
background-color: #9ED5EA;
color: white;
text-align: center;
padding: 10px;
}

.button {
background-color: #4CAF50;
border: none;
color: white;
padding: 10px 20px;
text-align: center;
text-decoration: none;
display: inline-block;
font-size: 16px;
margin: 4px 2px;
cursor: pointer;
border-radius: 10px;
}

.awasam-alert {
color: red;
}

“Get 15% discount on your first 3 orders with us”
Use the following coupon
FIRST15

Order Now

The post what’s my name? appeared first on Savvy Essay Writers.

Change in a Organization

Team in Transition

Al-tech Manufacturing has seen a downturn in the market which resulted in a reduction of sales and net income.  In a move to improve profitability and reduce overall administrative expenses, senior management has decided to merge with a former rival company (Border Manufacturing).   The offices of the two companies were merged which necessitated some layoffs.

 

You are a manager with Al-tech.  Before the merger you had a team of twelve who were responsible for the administration of payroll.  During the merger, your boss was let go along with four of your team members.  You have two new team members (John and Kerry) from the Border Company. 

John and Kerry come from a different part of the country, have a different work ethic and exhibit a different culture. They actively try to engage the existing payroll administration team members in finding ways to be more productive.

 

Your original team members’ response to these two new members suggestions range from hostility to curiosity as they were used to simply being told what to do.

 

Several members of your team have been adversely affected by the change.  For example, Bob has told you that he is actively looking for a new job and Jill’s productivity has slowed.  When asked why, she tells you she wants to know, in writing, what she needs to be doing different to meet the new reduced cost goal.  Anne, who was the energetic one on the team, is now concerned that she will be the next one to go and has become very quiet.

 

It was your job to pull these team members together, to determine how to do payroll for the merged company with less staff, and therefore to reduce costs.  And you succeeded!

 

You’ve been asked to write an article for your company newsletter, explaining what the situation was and how you succeeded in managing the change to your team.

 

Directions:

 

  1. Write a 3 to 4 page newsletter article as the manager of this fictitious company with a team as described above.  Include the following points in this article:
    1. The classification and explanation of the change as either first-order or second-order. 
    2. The challenges that team members felt due to the downsizing and the merger. Give two examples of each.  
    3. The risks you anticipated and the mitigation steps you planned in dealing with the risks.  Give an example of two risks, each with a mitigation plan. 
    4. The types of resistance your team exhibited and what techniques you used in dealing with each type.  Give three examples. 
    5. The eight steps you took, using Kotter’s change management model, to engage your team in making the transition successful. 
  2. Make sure to include at least 3 outside resources, one of which may be your text, to justify your suggestions.  Your report should be professional and directed toward middle management.
Assignment 2 Grading Criteria
Maximum Points
Classified the change as first or second order with justification.
24
Gave two examples of downsizing related challenge.
24
Gave two examples of merger related challenge.
24
Provided two risks, each with a mitigation plan.
28
Described three examples of resistance to the change.
28
Provided an eight step process to managing the change, specific to the team.
28
Style (4 points): Tone, audience, and word choice
Organization (12 points): Introduction, transitions, and conclusion
Usage and Mechanics (12 points): Grammar, spelling, and sentence structure
APA Elements (16 points): In text citations and references, paraphrasing, and appropriate use of quotations and other elements of style
44
Total:
200

 

.awasam-promo {
background-color: #9ED5EA;
color: white;
text-align: center;
padding: 10px;
}

.button {
background-color: #4CAF50;
border: none;
color: white;
padding: 10px 20px;
text-align: center;
text-decoration: none;
display: inline-block;
font-size: 16px;
margin: 4px 2px;
cursor: pointer;
border-radius: 10px;
}

.awasam-alert {
color: red;
}

“Get 15% discount on your first 3 orders with us”
Use the following coupon
FIRST15

Order Now

The post Change in a Organization appeared first on Savvy Essay Writers.