In case of a clinician who is presenting herself as an Industrial Behavior consultant., failure to disclose her full qualification will grant her a job but without legal defence. The assumption by the company that she is an expert in the field of industrial behavior consultancy will make her to be subjected to standards and expectations in this field which might be too much to her hence affecting her competence.
She needs to enroll for further studies in this field to boost her previous skills in business and career counseling. Instead of giving false qualifications, the counselor should urge the company to give her a chance to prove her competence. She may produce outstanding results as she claims to be competent but guilt of a possible verification of her resume will be a hindering factor in her practice. The counselor should know that it could have been very easy and prompt to give correct information in the beginning than late correction on discovery by the authority. Furthermore, full disclosure of credentials and qualification is a professional ethical standard that the counselor has broken by not recognizing herself as a clinician and also masquerading as an Industrial Behavior Consultant. Both the counselors are supposed to explore the employees’ behavior to the firm’s advantage. According to America Psychological Associations (1992, p.4, 9), both the counselors recommending low intelligence employees and the clinician presenting herself as an Industrial counselor are not adhering to the ethics for an industrial counselor.
The counselor recommending low intelligence employees should focus on the reason for the high exit rate of the high intelligence employees. Those with high intelligence have the tendency to suffer boredom and lose interest in a job that lacks creativity. This might be the case for the high turnover as a simple, repetitive assembly task may not be challenging enough to exploit the potential of the high intelligence group. The low intelligence group becomes competent out of experience from repeating the same assembly process. It might take them a long time to acquire the needed competency.
The position adopted by the counselor also amounts to discrimination at the work place which is against employment ethics. The counselor should employ her skills to ensure that high intelligence employees are motivated at the repetitive. (Evans, D. R., 2004, p.7).
Evans, D. R. (2004). The Law, Standards of Practices and Ethics in Practice of Psychology.
New York: Edmond Montgomery Publication. P.7.
America Psychological Associations (1992). Ethical Principles of Psychologists and Code of
Conduct, Vol. 47(12). New York: America Psychological Association. P.4, 9.