Describe in detail how you will respond to the ethics of the client’s request and how you will explain your rationale for this decision to the client?

ESSAY QUESTION

You are a relatively new independent consultant, and a large potential client has been working with you on a project to develop and provide first-level supervisory training at his manufacturing facility. You have negotiated content, terms, and timing for the training and are ready to sign a lucrative contract. As the client is signing, he asks if you could, by the way, also evaluate the supervisors you will be training and give him a detailed report on your analysis of their overall ability to be in their current roles. How would you use the specific theories for the POLS identified to assist? Ensure to describe the theories/examples/ensure to address the question

Your decision regarding this situation will undoubtedly impact your ability to continue to do business with this client and may even have an impact on the current contract.

  1. How might you go about your evaluation and under what conditions will you proceed; i.e., will you revise the contract to cover this extra work? If so, what conditions will you negotiate with your client? For example, will you let the supervisors know that you are going to be evaluating them? How might knowing this impact your training? If you do not let them know, and your evaluations impact some of the participants in their positions, how will you justify your actions to yourself and/or others? Describe in detail the work you would do if you accepted the request.
  2. Furthermore, please address whether this is or is not an ethical request to evaluate the supervisors? Why?
  3. Describe in detail how you will respond to the ethics of the client’s request and how you will explain your rationale for this decision to the client?

 

Kindly answer the questions and use the theories and models as it applies to the essay question, the essay question #1 should be in a format of intro, problem, analysis (evidence) and a recommendation/solution applying the specific theories as many as you can for the essay as it applies to the scenario. The theories must be identified and explained how it applies to the scenario (cite it using APA 7TH EDIT ION FORMAT AND USE THE BOOK TEXT BOOK AS A REFERENCE BOOK FOR EACH THEORY USED). This is a business psychology class. Use as much theory as you can that specifically applies to the essay. This is an application/how would you apply as a consultant

Theories

  1. Herzberg theory
  2. Calloboartion
  3. Emotional intelligence
  4. Social diversity
  5. Cultural awareness
  6. Code of ethics
  7. Utilitarianism
  8. Detolonigical
  9. hUMAN RELATIONS THEORY
  10. Transformation and transctional leadership theory
  11. Theory x and Y
  12. MCKINSEY 7-S MODEL
  13. KURT LEWIN’S CHANGE MODEL
  14. FREDRICK TAYLORS SCIENTIC MANAGEMENT THEORY
  15. discrimination-and-fairness,
  16. access-and-legitimacy
  17. integration-and-learning
  18. SOCIAL CONITIVE THEORY
  19. COGNITIVE DIVERSITY THEORY
  20. BENEFIENCE
  21. RESEPCT FOR AUTONOMY
  22. LEAST HARM
  23. JUSTICE
  24. VIRTUE
  25. RIGHTS

 

Below: I have listed the POLS and the books (textbooks) ( references)you can find to help you find theories/concepts and models to help address the question (essay format) above as if you were a consultant. You can also use additional sources to help find the theories/concepts/ models

Ensure you identify theories/ (either or/)concepts /models to relate to the POLs

  1. POL: Interpersonal skills/communication/professionalism research skills and critical thinking: find concept/theories/

Find Books/models/theories related to this POL:

  • Rath, T. (2008). Strengths Based Leadership. New York, New York. Gallup Press. ISBN: 978-1-
    59562-025-5 (Hardcover). Note: the book MUST be a NEW book. It has a code to complete the
  • Armenakis, A.A., Harris, S.G., & Field, H.S. (1999). Making change permanent: A model for
    institutionalizing change interventions. Research in Organizational Change and Development, 12, 97-128.

    Armenakis, A.A., & Harris, S.G. (2002). Crafting a change message to create transformational readiness.
    Journal of Organizational Change Management, 15(2): 169-183.

    Beer, M., Eisenstat, R.A., & B. Spector. Why Change Programs Don’t Produce Change, Harvard Business Review, November December, 1990. HBS Reprint # 90601.

 

 

 

 

2: POL: scholarship:

 

  • Creswell, J., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches. (5th Edition). Thousand Oaks, CA: Sage Publications, Inc.
    ISBN 978-1-5063-8670-6 (pbk)

 

  • Kerlinger, F. & Lee, H. (2000). Foundations of Behavioral Research. (4th ed.) Orlando, FL:
    Harcourt Brace, Inc.
  • Babbie, E. (2013). The practice of social research. (13th ed.) Belmont, CA: Wadsworth.
    Chapter 5: Conceptualization, operationalization, and measurement (pp 123-156).
    Chapter 8: Experiments (pp 228-251).

 

POL: Diversity//professional behavior : Find theories/model/concept related to this pol

  • Hunt, J. M., & Weintraub, J. R.
    (2016). The coaching manager:
    Developing top talent in business.
    SAGE publications. ISBN
    9781483391656
  • Garvey, R., Garvey, B., Stokes, P., &
    Megginson, D. (2017). Coaching and
    mentoring: Theory and practice.
    ISBN 9781473969339
  • Baumeister, R. F., & Finkel, E. J. (Eds.) (2010).
    Advanced social psychology: The state of the
    New York: Oxford University Press.
  • Aronson, E. (1992). The return of the repressed: Dissonance theory makes a comeback. Psychological
    Inquiry, 3(4), 303-313.
  • Dweck, C.S., & Leggett (1988). A social-cognitive approach to motivation and personality.
    Psychological Review, 95(2), 256-273

 

POL: PROFESSIONAL PRATICE AND KNOWLEDGE: USE THEORIES/MODEL/CONCEPT related to this pol

  • Bacon, T.R. & Voss, L. (2012).
    Adaptive Coaching: The Art and
    Practice of a Client- Centered
    Approach to Performance
    Boston, MA: Nicholas
    Brealey Publishing.
  • Prien, E.P., Schippmann, J.S. & Prien,
    O. (2003). Individual assessment as
    practiced in industry and consulting.
    Mahwah, N.J.: Lawrence Erlbaum
    Associates, Publishers
  • Biech, E. (2007) The business of consulting: The ISBN-13: 978- $49.50 approx
    basics and beyond. San Francisco: John Wiley 0787994648
    & Sons. ISBN-10:
  • Aaker, D. (2001). Developing Business Strategies
    (6th ed.). NY, NY: John Wiley & Sons., Inc
  • Berman, K. & Knight, J. (2008). Financial Intelligence
    For HR Professionals. Boston, MA: Harvard
    Business Press.

 

POL: ETHICS /DIVERSITY AND PROFESSIONAL PRACTICE: USE THEORIES/MODEL/CONCEPT

  • Hitt, M., Ireland, R., & Hoskisson, R. (2017). Strategic management: Concepts:
    Competitiveness and globalization (12th ed). ISBN-13: 978-1305502208
  • Galbreath, J. (2009). Building corporate social responsibility into strategy. European
    Business Review 21(2), 109-127.
  • Fombrun, Charles J. and Nevins, Mark D. (2003) The Advice Business: Essential Tools
    and Models for Management Consulting. Pearson Prentice Hall, New Jersey. ISBN-13:
  • Schein, E.H. (1999) Process Consultation: Building the Helping Relationship.   Addison
    & Wesley: Reading, MA.
  • Cope, M. (2003). The Seven C’s of Consulting. Pearson Education Limited: Harlow,

 

POL: INTERPERSONAL SKILLS AND PROFESSIONAL SKILLS: FIND THEORIES/CONCEPTS AND MODELS THAT CAN ANALYZE THE CONCEPT

  • Thompson, L. L. (2014). Making the Team: A Guide
    for Managers (5th Edition). Boston: Prentice
  • Bell, B.S., & Kozlowski, S.W.J. (2002) A typology of virtual teams: Implications for effective leadership.
    Group Organizational Management, 27, 14-49. DOI: 10.1177/1059601102027001003
  • Marks, M.A., DeChurch, L.A., Mathieu, J.E., Panzer, F.J., & Alonso, A. (2005). Teamwork in multiteam
    Journal of Applied Psychology, 90(5), 964-971.